Published:  12:32 AM, 08 February 2019

Sectoral HR management is imperative for a strong Bangladesh

Sectoral HR management is imperative for a strong Bangladesh

Human resource (HR) management is the management of human capital like other capital assets of any organization such as financial organization. An organization's productivity as well as efficiency depends on its capability to use its capitals. Sustainable development is the best way to manage this capital in the long-term.

It is a dynamic process through which organizations can start achieving a balance between their environmental, social and economic activities with the placement of HR management in the nucleus.

HR capital is the most valuable asset out of various types of capital an organization deals with. Apart from HR capital an organization deals with natural capital, social capital and financial capital. Thomas A Stewart has identified the types of capital of an organization deals with in his book, 'Intellectual Capital'. Human Capital consists of people's health, knowledge, skills and motivation. All these things are needed for productive work.

Financial Capital plays an important role in our economy. Human Resource Management (HRM or simply HR) is a function in organizations designed to maximize employee performance in service of their employer's strategic objectives. HR departments and units in organizations are typically responsible for a number of activities, including employee recruitment, training and development, performance appraisal and rewarding. HR is also concerned with industrial relations, that is, the balancing of organizational practices with regulations arising from collective bargaining and governmental laws.

Bangladesh historically inherited all the laws enacted during British and Pakistani rules. As during the British and Pakistani regimes, most of the industrial undertakings of former East Pakistan, now Bangladesh, were established and run by non-Bengali people.

The emergence of Bangladeshi entrepreneurs started only after Bangladesh's independence in 1971. The late development of entrepreneurship in our country is one of the major reasons behind the slow evolution of HRM as an area of study and also as a functional area of management of our organization.

Bangladesh Institute of Management (BIM) formerly known as Bangladesh management Development Center (BMDC) has been offering postgraduate diploma in personnel management since 1966. Recently, BIM has renamed this as the post graduate diploma in HRM. This diploma in HRM management is still recognized as the only professional degree in developing career in the field of HRM.

The mission of BSHRM is to promote the growth of human resource professionals in the country. From the very beginning of its inception, the society has been arranging a significant number of specialized training programs, workshops, round table discussions and seminars for advancing HR professions in Bangladesh.

At present, BSHRM has 269 members. Another professional body HR Forum has been formed in Chittagong, the commercial capital of Bangladesh in 2012. Besides, most of the universities and colleges of Bangladesh are offering specialized courses, degrees and diplomas in HRM. HRM has become so familiar now-a-days in our country that every day in the newspapers, websites and job sites we see advertisements for filling the vacancies of HR jobs.

Recruitment can be defined as the set of activities an organization uses to attract job candidates who have the capabilities and attitudes needed to assist the organization accomplish its goals. It is the process of encouraging people to apply for actual or anticipated vacancies of the organization. The ultimate goals of recruitment are to attract and retain the interest of right candidates, and the projection of a positive image of the organization to those who come in contact with it. The success of recruitment depends upon its ability to create a large pool of competent applicants.

After employing people in the organization, it is the responsibility of the HR department to develop them. In this era of life-long learning, human resource development is a continuous process. It is needed for both new and existing employees.

Beardwell and Holden suggested that to attain and maintain the survival and success of any organization, its managers should not only get appropriate people to resource it, but also need to train and develop their employees. Training and development is considered to be the most common practice of HRM. Aswathappa defined training and development as "the imparting of specific skills, abilities and knowledge to an employee".

Whatever may be the model, practice and mode of planning, in agreement with Dessler and Varkkey, it may be concluded that a high performance work system (HPWS) through a superior employee performance largely depend on employment  security, selective hiring, extensive training, self-managed teams and decentralized decision making, reduced status distinctions between managers and workers, information sharing, transformational leadership, measurement of management practices and emphasis on high-quality work.

We steadfastly believe that our large population base is the biggest resource of the country if we can capitalize on their knows-no-bound potentialities transforming them as Human Resources and follow a planned HR Management. Bangladesh possesses huge potentialities in terms of many sectors which has forced the world to pay special attention.

Undeniably, the catalyst role being played under the scenario is the human resource of the country. The 7th largest population of the country very reasonably bears hidden force for the coming world. The blooming potentials, if bloomed in its original shape, will have no reason to believe that the country will play an influential role in the modern world outlook. So, we need a short term, midterm and long term structured HR management plan which can take up the challenges positively.

The efficient and effective manpower of Bangladesh will not come into the scene from outside the country. Today's expert manpower is becoming the global employees and henceforth, the developing countries like Bangladesh, in many cases facing the biggest challenge to fail retaining their pool of talented human resources.

On our neighboring countries like India, even in Pakistan, this trend appears to be reversing and growing number of India's and Pakistanis are restringing to their homeland to serve the country and bringing with them knowledge, experience, international connection and capital. Like this, Bangladesh must adopt the facilities and opportunities for her own interest so that the talented people can serve the country & the nation investing their talents, skills and knowledge.

Since HR management in different sectors of the country will be largely affected by the general HR shift of the country, the total scenario should be evaluated quite strategically. The optimum use of the human resources shall ensure the optimum level of productivity in the different sector as well as for the country as a whole. With the intention to combat the latest paradigm shift in banking sector, we have no scope to design the HR management being confined with only this industry.

Better, we have to think from the broader point of views, we mean, the shift of HR management of the country as a whole should also be considered. Then it shall be affluently possible to figure out the particular needs of HR management for all professional organization and industry and design accordingly and appropriately in a professional way.

The writer is a columnist and researcher

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