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Employee 1 Name: Ekram Ullah Chowdhury Organization: Brac Bank, Chittagong Designation: Retail Credit Manager

Assignment 2

1. What type of Unethical Practices has your organization faced so far from Potential Employers during your Job Searching Period?

There were no clear-cut, transparent HR decisions- hiring decisions were always influenced by the top-management of the organization, reference of influential people in the organization (both in the MNC & LLC).

In some renowned organization interviewer in the board are not up-to the mark. Some of them asked questions which are not relevant with the industry/market or purpose of the interview. Most of them were holding their positions in the organization because of their specialization on a specific job responsibility or just for their long stability on that organization. They might be a good manager but not a good interviewer with good leadership qualities.

Presence of an unstructured HR department where employees does not know their job responsibility- they could not respond to any query of a potential employee.

2. What type of Unethical Practices is your organization facing from your Existing Employers in relation to Training, Promotion and Salary?

Training: Not aware of On-the-job training programs. There is also no interdepartmental or cross departmental training coordination. Same employees are being trained over and over again. Promotion: Though the top-management & HR always says that they believe on performance based promotion but in reality it does not exist. They always follow the forced distribution method- managers predetermined percentages of rates into performance categories. Employees may be distributed as following: 20% high performers 70% average performers 10% low performers.

Salary: Salary structure of the organization is low compared to its competitors in the industry. Also other benefits like staff loans, insurance etc are not compatible with the competitors. This is misleading for an employees career development. Employees are not being paid what they are worth of.

3. What is your opinion about your organizations HR departments Role in Identifying and Resolving these Issues?

Specific HR manager is required who will take care or communicate with the employee who is under his supervision. Arrange some informal meeting or offsite meeting where HR relationship manager and top management of the department will be present and open discussions will be facilitated. Employees can talk about their expectations more fluently on this type of informal meetings in a group or one to one basis.

Cross departmental training or attachment can be arranged on the basis of inter departmental on the job training, employees can also fit himself/ herself according to his/her work of interest.

Salary & other benefits should be reviewed time to time on the basis of inflation, market demand & competition.

Employee 2 Name: Zahadul Karim Chowdhury Organization: BOC Bangladesh Limited Designation: HR Officer

1. What type of Unethical Practices has your organization faced so far from Potential Employers during your Job Searching Period? Our organization has faced two Primary Unethical Practices during our Job searching period which are as follows Tendency of the employers to emphasize on merit, and hence in the process hire unqualified employees. Ongoing Recommendations from BODs and other higher authorities for a specific post in the organization. 2. What type of Unethical Practices is your organization facing from your Existing Employers in relation to Training, Promotion and Salary?

Training: Training is very necessary for every employee in building their career. A person cannot be efficient in every sector. During our training sessions every year it is seen that few

individuals in particular are always sent for a training program even though the person might not need the training environment and opportunity. This causes less implementation of the training expertise acquired by the employee, since he/she cant multitask every time. So there is wastage of Skill learnt, since execution is not always possible by one single person. Promotion: Promotion always motivates the employees to put an extra effort at work. Due to promotional expectations employees remain concerned and sincere at their work and try to accomplish their tasks correctly. But when it is observed that the qualified person is not promoted and the promotion is provided to another unqualified employee, a heated up tribunal rise up within our organization every time which is difficult to correct within a short time span. Salary: Salary should be based upon the performance of an employee and on the employees Knowledge, Skills & Ability (KSA). But it is not so in our organization. Salary rises are based upon making connections with higher authorities. 3. What is your opinion about your organizations HR departments Role in Identifying and Resolving these Issues? I have got the opportunity to serve as a HR Officer in a multinational company like BOC Bangladesh Limited for 3 years now and it is completely visible that in this organization the role of the HR department is playing a vital role in every sector. The role of HR department in solving the Issues would beImprovement of Compensation Packages: One of the major functions of the HR department in BOC is to motivate the employees. This is done through rewards especially for those who have done well, although the system is getting corrupted day by day and HR Department of BOC is now becoming hopeless in this decision area, however, it is solely the HR department who can take an initiative in solving this Issue. Training and Internships: This is provided to ensure that a more sophisticated system of training is applied, because we tend to keep the best performing Interns for the Company. So the interns undergo a very crucial recruitment and hiring phase to get into our Company. However, with few external pressures the quality is now subject to under rated significance. I believe BOCs HR department should now take an action to stop the company going into ruins in the near future. Planning in the Organization: Planning is very important for every organization. It is important that the organization ensures that all the employees under its wing are just enough to increase value to the

organization. However, the HR department of our Organization is yet to realize and depict this concept from the core. But we are still optimistic in addressing and solving every HR issue in the next 2 months.

Employee 3 Name: Shauki Ibne Jamal Organization: Navana Service Center Designation: Deputy Manager

1. What type of Unethical Practices has your organization faced so far from Potential Employers during your Job Searching Period? A typical Bangladeshi prospective candidate selection scenario can be seen in this organization. According to the interviewee the selection process is not totally fair. The company although goes through an interview process but final selection is more often than not based on personal persuasion, government back-ups, links, bribe and others. The organization also hires low caliber employees and rejects high caliber ones because they need to be paid more salary and provided more benefits thus giving rise to company expenses. 2. What type of Unethical Practices is your organization facing from your Existing Employers in relation to Training, Promotion and Salary? Training: No training is provided to groom the employees to match the organizational needs and to build up the employees talent. Even if it is provided the employees dont attend it full time; just signing the attendance and leaving at half day, because there is no monitoring. Promotion: Again low caliber employees are given promotion in order to reduce salary expenses. In addition the promotion is also based on recommendations and links, personal preference, at most of the time the employees being unworthy of the rank. Salary: Payment is not made on time. The employees are recruited on six month probationary basis pulling to two years! But the employee is getting the salary based on the six month contract. No appointment letter is issued to selected candidates and they are made to work 10 hours instead of contractual 8 hours which is achieved by making excuses by the organization. 3. What is your opinion about your organizations HR departments Role in Identifying and Resolving these Issues? The HR department moves under the direction of top management so they are always biased towards the top level when solving these issues. And whenever an honest initiative is taken to solve it, the top management provides no support at all thus an effective synchronizing takes place between the HR

department and the top level management to solve these issues. The performance appraisal system is biased. Its done on a voting system where votes can be easily bought by luring the other employees to vote for the person who is being evaluated 4. What should the Collective Approach be in regards to make the Employment Relation Better and Nondiscriminatory in your organization? The common problem in all of these organizations was that: In terms or selection and recruitment none of them are showing transparency. The ultimate result is based upon pressure from the higher authority and the qualities of the selected candidates are below standard as they are cheaper to higher. Salary is low and not paid on time and in some cases it is not paid based on knowledge, skills and abilities; rather it is done on personal preference. Inadequate training is provided. Promotion is based on personal preference. In most of the companies proper HR policies dont exist and in some there is no effective HR department. So based on all these a collective approach can be: Introduce an effective HR department to deal with all the HR issues. It should comply with international standards. Hire a HR consultancy firm who would be monitoring the overall organizational issues and thus take neutral steps in solving those as he is not related to that company. Abide by one of the rules stated by Lebedun (2004) of introducing performance pay system where the performance will determine the rise in salaries as well as promotion (p.23). Adequate training should be given so that the employees can build up their skills and meet the organizational goals and help it compete strongly. Consider the feat stated by Becker, Huselid and Ulrich (2001) of putting the employees under a government act where they have the right to go against any discrimination done by their employers (p.40). In this way the employees can save their rights and employers will be thinking twice before committing any such crime. Proper rules and regulations should be issued regarding ethical behavior so that no discrimination takes place. A well designed contract under a lawyers authority should be made so that both the employers and employees interest are maintained.

List of References:
Becker, B.E., Huselid, M.A., Ulrich, D. (2001). The HR Scorecard: Linking People, Strategy and Performance. Harvard Business School Press: Boston, Massachusetts. Lebedun, J. (2004, April 15). Employer of Choice. Simon & Schuster: New York.

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