HR practices of NGOs

Letter of transmittal

September 2, 2010

ToMd. Arafater Rahman Bhuiyan Lecturer BUBTMirpur, Dhaka.

Sub: Report on Human Resource Practices in NGO

Dear Sir,

We are pleased to submitte the report on “Human Resource Practices in NGO.” It has been conducted under your supervisory advices. We have prepaid a total overview of Three NGOs. We is confident that this report will help you to know the current news of Human Resource Practices of three NGOs. We have tried our best to make the report perfect.

We hope that you would be kind enough to receive this report and bless us.

Thank youOn behalf of Nargis Akhter ( Group Leader) BUBT Mirpur, Dhaka

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ACKNOWLEDGEMENT

At first we are grateful to Allah to make us able to prepaid such types of a report

This work is a synopsis of my recent study on Human Resource Practices of NGOs. We have been received help and active co-operation from our course teacher.

We are very much grateful to our honorable advisor MD. Arafater Rahman Bhuiyan for assigning us to prepaid this report. He has guided us in coordinating the whole report. He has taken time to check the report and given his suggestions on different chapters of the report. Without his help, it would have been difficult to prepare exploratory report.

We also express special gratitude to All employees, who has helped us a lot by Providing necessary information about their NGO.

We specially acknowledge the help of Md. Arafater Rahman bhuiyan in developing the proposal of the Report. He has given his valuable guidelines to show path to a novice.

And finally, we would show our gratitude to all the individuals who helped us to prepare this report during the 3 weeks.

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Table of Contents

Subject Page

Chapter: One

Introduction, Origin of the report, Area of the study, Objective of the study.

04

METHODOLOGY, Limitation 05

Chapter -2 06

Bangladesh Institute Of Labor Studies 07

Mission, Goal, Objectives, Major Activity 08

Bangladesh Nari Probate Sangha (BNPS 10

Vision, Mission, Goals 11

Executive Committee of BNPS (2008-2010)12

Organogram13

Sajida Foundation 14

Vision, Mission, Guiding Principles and Values, Services

15

Governing Body, 16

Organogram 17

3

Human Resources Practices 18-21

SWOT ANALYSIS OF HRD OF NGOs 21-22

Findings Analysis, RECOMMENDATIONSConclusion , Different organizations satisfaction’s HR executives Satisfaction level analysis

23-24

24-32

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Chapter: One

Introduction

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Bangladesh has been perhaps the most important hearth on the globe for non-governmental organizations. Some Estimates place the number of NGOs in Bangladesh in excess of 20,000. There is many types of NGOs in the country, but most focus on development or poverty alleviation. Bangladesh is often seen as the birthplace of the microcredit NGO, namely the Grameen Bank. SAJIDA Foundation & Nari Progati Songha is also micro credit Non Governmental organization,& Bangladesh institute of labor studies is a organization for Human Rights and Humanitarian. BILS endeavors to uphold the causes of working people and trade unions of Bangladesh. 13 major National Trade Union Federations is associated with BILS.  Protecting workers rights is the main objective of BILS and it strives to promote just and worker friendly policies and laws in Bangladesh. It also plays a catalyst role in bridging trade unions, civil society and the government on labor market issues. SAJIDA’s goal is to improve the ability of poor Bangladeshi women to take charge of their lives and earn productive livelihood through access to credit and knowledge of enterprise development. Bangladesh Nari Progati Sangha is an ideology based women organization The main focus of BNPS is empowerment of women, but it targets the society as a whole. It considers its role as a facilitator in social transformation in order to attain social justice, peace and development, free of all forms of discrimination and oppression by gender, class, ethnic identity and religion.

Origin of the report:

We were authorized to prepare a report on human resource practice on NGO. For partial fulfillment of our course requirement we were send three NGO (BNPS, BILS & Sajida Foundation) , head office where we found necessary information regarding our report.

Area of the study:

-To relate theoretical knowledge to practical experience in several HR practices of NGO’s

-To present our observation and suggestions to NGO.

-To make ourselves more confident.

-To know about the previous and present HR practice of NGO.

Objective of the study:

Our project was limited in Three NGO. We studied HR Practice & Activities of this NGO.

METHODOLOGY

In order to make the report more meaningful and presentable, two sources of data and information have been used widely.

1. Data Collection Method:

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The data collection method of this study considered of both primary and secondary sources. Majority of the information was collected from Primary sources.

2. Data Sources:

The primary sources included interviews with the Employees of NGOs.

The primary Sources is as follows-

-Face to face conversation with the respective officers and staffs of NGOs.

-Relevant file study as provide by the officers concerned.

The Secondary Sources of data and information is –

The annul report, general report, official documents.

Limitation:_ It is obvious that every study has some limitation.. the study we have made is of great importance and require us huge work

Whole conducting we had to face a number of problem.

These limiting factors that hampered our smooth work in NGOs and finally in preparing this report is as follows:

_ The organization maintain strict confidential about HR practice and other information.

_Any type of such presentation requires along time .

But we did not have much busy time to concentrate on our work. Duration of this study was too short to have a sound understanding of the overall knowledge about HR Practice of NGOs.

_Scope of our study is so wide that analytical and comprehensive study is not possible.

_ Lack of sufficient books paper and periodicals take us go on serious problem while preparing this report.

-Some officials were not much for giving data which cal help to prepare this report.

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Chapter: Two

OVERVIEW OF THREE NGOs

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Established in 1995, Bangladesh Institute of Labor Studies-BILS has become the only labor institute and the apex organization of the country endeavoring to uphold the causes of working people and trade unions. 13 major National Trade Union Federations is associated with BILS. Keeping in view to build up a just and democratic society, enabling the workers organizations to play appropriate role as a major force BILS emphasizes on capacity building of the Trade Unions through training, research and information sharing. Building up the trade unions as vanguard of protecting workers' rights is the main objective. BILS assists in motivating its associated federations and other partners in civil society to intervene in development of just and worker friendly policies and laws. It also plays a catalyst role in bridging trade unions, civil society and the government on labor market issues.

BILS aims to contribute in the process of establishing an exploitation free society by ensuring workers fair shis of the national wealth and development ensuring equality and the integration of women in the mainstream trade union at all levels. elimination of child labor, ensure safe workplace and to introduce a social safety net

Mission:The BILS mission is to co-operate the trade union movement in Bangladesh to grow like a special partner and as vanguard for democratic development and common prosperity. Forthcoming days is challenging and yet prosperous. The TU movement has always and shall, in future too, have to overcome the challenges and embrace the prosperity. It is only a united, strong, capable, effective and responsible TU movement which can accomplish the task. The BILS mission is to corporate the TU movement in Bangladesh to grow like that. And that is the only way to improve the capacity of the national trade union movement to put into effects in an organized and effective way, the real desire of the workers, at large, who have learnt from their experience the necessity of unity, knowledge and skill. This is what the BILS wants to do as an institute of the working people. Goal: To achieve time befitting social safety net schemes for the workers of Bangladesh

Objectives:

- To strengthen the capacity of the trade union movement to become recognized as an active partner in the social dialogue regarding the development process of Bangladesh. 

- To contribute to the effective participation and functioning of the TU movement in the tripartite mechanism. 

- To develop a workers-friendly mind setup of the society where workers rights is recognized and honored. 

- To contribute to a greater unity in labour movement and encourage organizing more workers in Trade Unions. 

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- To contribute to the strengthening of the democratic process of Trade Unions and their ability to improve services to their members. 

- To contribute in the process of establishing an exploitation free society by ensuring workers’ fair his of the national wealth and development.

- To contribute to the strengthening of national regional and international solidarity and networking of the workers organizations and institutions. 

- To ensure the ability and skill of the TU movement to render services, and the capacity in order to address the priorities of the members. 

Major Activity: Research, Social dialogues, Roundtables on Social Safety-Net with special focus on

national minimum wage and maternity protection at national level. 

Capacity Building trainings, workshops, follow-up programmes for the trade union leaders and activists at national and sectoral levels. 

Advocacy, Lobby and Networking with government authorities, employer groups, human rights organisations, civil society members and professionals at national and sectoral levels. 

Awisness raising campaign through the use of electronic and print media reporting and other publications like posters, brochures, leaflets, stickers, flyers and audio-video documents

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Bangladesh Nari Progati Sangha (BNPS)

Bangladesh Nari Progati Sangha (BNPS) was set up in June 1986 by a group of committed professional and activist women who came forward to advocate alternative development processes that would give prime emphasis on the fundamental rights of the deprived and marginalized people of Bangladesh particularly women. Since then, the organization has been initiating programs positively causative to empowerment of women of all social categories in Bangladesh.BNPS follows a bottom-up right-based approach linking community to the national level. In the process its role is the one of a catalyst and a facilitator. It is trying to create an environment for women and other marginalized groups to raise their voices and to claim their entitlements through a variety of activities, like awisness development, institution building, livelihood activities and reforms of different policies, system, institution and mindset. The congenial working environment, culture of co-operation and team work, non-hierarchical management with activist orientation is seen by all as an asset in BNPS.

VisionA society free from all sorts of discrimination against women, religious & ethnic minorities and other marginalized groups where they enjoy equal rights and status in all spheres of life from family to state.MissionEquality through empowerment of women.GoalsEstablishing an enabling environment for the disadvantaged people particularly women to be able to get organized, exert for demand and ensure access to their rights and quality services for social, political and economic empowerment.

Services: Micro-macro linkage Mainstreaming gender & marginalized groups in education, budget, national

policies& empowerment of women. Analysis of national Budget & PRSP,

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Executive Committee of BNPS (2008-2010)

Ms. Rahima Chowdhurani Chairperson

Ms. Shyamoli Nasreen Chaudhury Vice Chairperson

Ms. Afroza Banu Vice Chairperson

Ms. Shibani Das Treasurer

Ms. Rokeya Kabir Member Secretary

Ms. Syeda Shamim Siddiqui Member

Ms. Kanak Chapa Chakma Member

Ms. Papri Isng Member

\

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In 1987, SAJIDA Foundation started as a private family-funded charity with a small garage school in SAJIDA's founder's residence. By 1993, the organization evolved into a formal institution offering micro-credit to poor urban women in old Dhaka . Over the next decade the micro credit program diversified, and SAJIDA began providing a variety of loan products for its heterogeneous group of family entrepreneurs. Concurrently, SAJIDA began offering various types of social development programs. Over the years, the association with other professionals at all levels has increased significantly.

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VisionHealth, Happiness and Dignity for all.

  Mission To improve the quality of life in the communities where we work through sustainable and effective interventions.

Guiding Principles and Values

1.Innovation&uality  —  We bring innovation and quality to everything we do

2.EmpoweringMothers&Families —  We recognize the central role of mothers in uplifting their families

3.Inclusiveness&Dignity —  We believe all lives is equal

 4. Transpisncy & Accountability —  We is transpisnt and accountable in our work.

Services: Identification of the poorest & most marginalized households, conducting,

household micro planning, and developing households profile for supporting & tracking

Planning & implementation of nutritious food packages in response to the essential needs of children.

Providing skill training to support income generating activities & livelihood opportunities

Monitoring changes in the quality of lives of children. Conducting case studies & rapid assessment of supported households

Governing Body: SAJIDA’s Governing Body consists of eleven distinguished professionals activities and entrepreneurs elected for their divers skills and experiences. This Governing Body conduct four meeting annually to effectively oversee the work of foundation and assess the effiency of SAJIDA’s program.

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Human Resources Practices

SAJIDA Foundation Bangladesh Institute of Labor Studies(BILS)

Bangladesh Nari Progati Songha(BNPS)

Manage-ment

Recruit-ment & Selection

SAJIDA works to recruit the best personnel on merit, education, background and work experience. Possible candidates is shortlist interviewed and tested where need be. A selection committee is involved in every case.

BILS ‘s management generally conduct the recruitment & selection process . they select employees on the basis of merit, education ,work experience

BNPS Recruit & select employees on the basisof merit, experience,educations. Theygive more priority to the female candidates than male candidates during the recruitment & selection process. Their top management generally conduct this procedure. They select different category employees in different ways.

Training &SAJIDA overall goals of BILS trained their BNPS trained their

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Develop-ment

all the training programs is to ensure quality services for its client through the development of human resources & contributes towards the overall stability .

SAJIDA primarily Organizes orientation training followed by on the job training to fresh staffs .

Primary trainingprograms is followed by a six month higher Applied training with the purpose of developing a solid professional workforce . Who will perform at their utmost efficiently.

employees for developingTheir skill& knowledge.

they trainedon current issues of laborlaws through follow-up programs on Workers‘Rights and Labor Law.

file workers received basic orientation and knowledge on various TUissues and developed their basic skill to handle work place problems and now they is able to conduct the training on different labor issues.

TU activistsincluding BILS staffs were trained on LFA Matrix and now they is able to prepis project proposal on various workers issues.

Employees were

trained on labor law and workers' rights and now they is able to conduct seminar regarding this issue.

employees so that they can ensure quality services for Their clients.

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Various Compensa-tiondimensions

Several types of leave:

House rent Leave with pay Conveyance

allowance Medical

allowance Food allowance Hardship

allowance Provident fund Field conveyance Sick leave Leave allowance Bonus Incentive.

Ordinary leave (with full payment)

Leave on half pay Leave without

pay Maternity leave . Study leave

House rent Medical allowance Provident fund Sick leave( with Pay) Conveyance Allowance Bonus

Leave with pay Leave without pay Ordinary leave

House rent Maternity leave Sick leave Children’s educations

facility Conveyance Allowance Provident fund Medical allowance

Maternity leave Study leave Casual leave Ordinary leave

Performance Appraisal-alal

The H R D is responsible for maintaining a personal file for each staff member. Staff evaluations is conducted twice a year to recognize achievements and provide feedback for further improvements. Evaluations coordinate linkages between staff efforts and the organization’s over all goals

All of their employeesis quit satisfied with theirperformance appraisalprocess

All of their employeesis quit satisfied with theirperformance appraisalprocess

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Salary Scale

Gratuity

Information was not found

SAJIDA,s gratuity rate is 1% of basic salary. Gratuity is given only one time in a year.

-----------------

BILS’s gratuity rate is 1% of basic salary. Gratuity is given only one time in a year.

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BNPS’s gratuity rate is 1% of basic salary. Gratuity is given only one time in a year.

SWOT ANALYSIS OF HRD OF NGOs:

Strength

SAJIDA Foundation

Long experience in In women rights movement

Skilled Officers Provides quality

Services to client Having

strategic plans for elevating poverty

Special Programs for women.

Having strong managerial

services

BILS

Skilled officers Having

knowledge about labor law

National Trade Union Federations is associated with BILS

BNPS

Skilled officer Linking

community to the national level.

Better services

For women. congenial

working environment

culture of co-operation and team work

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Weakness organizationsweakness. Huge expenditure

Organizations weakness Poor managerial

services The powers of

Political leaders can Hampered their work.

organizationsweakness. Seniority based promotion

instead of merit. Compensations is not good

enough

Opportunity

introducing of SAMRIDHI savings programs Availability of bothEducational & Additional loans Emphasis made on staff

development training

Become a prime Intuition in human rights organizations. Ensure a better living standard for the working people To achieve time befitting social

safety net schemes for the workers of Bangladesh

Develop safe Workplace for women. Promoting rights through

Mobilization & Empowerment

Promoting Rights of Women Through

Changing mindset. Making

Education gender Responsive & Preventive to HIV/AIDS

Threat

Huge amount ofCompetition Delay in settlement Of case Project becomesick lack of working capital Effective management training is hindered

Delay in settlement Of case Project becomesick lack of working capital Effective management training is hindered

Huge amount ofCompetition Delay in settlement Of case Project becomesick lack of working capital Effective management training is hindered

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Findings Analysis

SAJIDA Foundation Bangladesh institute of labor studies

Bangladesh nari progati songha

Sajida foundation has huge expenditure

Their employees is not satisfied enough with the amount of gratuity.

Their promotion criteria need further improvement

Project become

sick lack of working capital

Poor managerial services

It provides average HR facilities than other foreign & local NGO.

Their employees is not satisfied enough with the amount of gratuity.

Not enough information is published about their organization

This NGO does not have wonderful internal environment to deliver the HR practices

Their training & development ,compensations, grievance handling procedure is in a satisfactory level

Project becomesick lack of working capital

They don’t have enough time to help student.

Their employees is not satisfied enough with the amount of gratuity.

Not enough information is published about their organization

RECOMMENDATIONSSAJIDA foundation Bangladesh Institute

of labor StudiesBangladesh Nari Progati Songha

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They should improve their promotion criteria

They should minimize their expenditure

Should increase their gratuity rate

Managerial services should be brought in a satisfactory level.

Should increase their gratuity rate

Information about their organization should be published them

Should improve their internal environment.

Their training & development ,compensations, grievance handling procedure should be brought in a satisfactory level.

They should help the student.

Conclusion From its birth as an independent nation in 1971, Bangladesh became a site for Non Government Organizations.  Initially focused on relief and rehabilitation activities following the War of Liberation and succeeding natural calamities, International and local NGOs turned their efforts to longer term development in the absence of state capacity to deliver welfare. Sajida foundation & Nari Progati Songha ensure welfarefor poor people through micro credit. Bangladesh institute of labor studies raise their for labor so that they can have safe workplace & have minimum remuneration ,women workers can have equality.

Different organizations satisfaction’s HR executives Satisfaction level analysisThe total fifteen questions is actually about the overall performance of HR Development of various institution. We surveyed on 03(three) NGOs of our country. Our sample size was 8. From each organization we considered 03 persons but some persons did not give us their time. We followed here stratified sampling.

1. The first question asks what is HR executive view about the recruitment & selection

procedure of their institution?

Excellent Average Satisfactory Others 5% 80% 5% 10%

This questionnaire is truly focused on human resource department activities of several NGOs.

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0

10

20

30

40

50

60

70

80

90

Series1

From the above figure we found that out of 8 people’s opinion are 80% Average, 5% excellent, 5% satisfactory, 10% others, About recruitment & selection procedure of three organizations.

2.which factors mostly influence recruitment?

All Both internal & external 60% 40%

60%

40%All

Both internal &external

From the above figure we found that out of 8 people’s opinion are 60 % all and 40% both internal & external factors mostly influence recruitment process ,

3.Do you think that the performance appraisal process is more consistent comparable than other NGOs?

100% Agree

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Agree

S1

Agree, 100%

0%

20%

40%

60%

80%

100%

VIEW ABOUT PERFORMANCE APPRAISAL PROCESS

Series1

From the above figure we found that out of 8 people’s opinion are 100% Agree about their performance appraisal process is more consistent comparable than other NGOs.

4. Do you think this NGO does not have a wonderful internal environment to deliverthe HR practices?

Agree Disagree 60% 40%

agreedisagree

S1

60%

40%

0%

10%

20%

30%

40%

50%

60%

view about internal environment deliver to HR Practices

Series1

From the above figure we found that out of 8 people’s opinion are 60 % agree and 40 % disagree about internal environment to deliver the HR practices .

5.Do you think that training and development procedures is sound enough for HR Executives?

1oo% neither agree nor disagree

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1

nither agree nordisagree

100

0

20

40

60

80

100

view of tranning and development process

nither agree nor disagree

From the above figure we found that out of 8 people’s opinion are 1oo% neither agree nor disagree about the training and development procedures for HR Executives.

6. How satisfied you with the procedure of job evaluation ?

satisfied Neither satisfied nor dissatisfied90% 10%

90%

10%

0%

20%

40%

60%

80%

100%

Satisfied Neither satisfied nordissatisfied

view with the procedure of job evaluation

Series1

From the above figure we found that out of 8 people’s opinion are 90 % satisfied and 10%neither satisfied nor dissatisfied about the procedure of job evaluation .

7.how would you rate compensation and benefits to you?

good average Very good

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80% 10% 10%

goodaverage

Very good

S1

80%

10%10%

0%10%20%

30%

40%

50%

60%

70%

80%

rate of compensation and benifts

Series1

From the above figure we found that out of 8 people’s opinion are 80% good, 10 % average and 10 % very good about the rate compensation and benefits of the organization. 8. Is you satisfied in the case of grievance handling procedure of your NGO?

Excellent Average Sat isfactory

80% 10% 10%

satisfactory level of grevance handlng procedure of NGO

80%

10%10%

Excellent

Averege

Satisfactory

From the above figure we found that out of 8 people’s opinion are 80 % excellent, 10 % average & 10 % satisfactory .on average their Grievance Handling procedure is excellent. 9.Do you think promotional criteria need further improvement?

Disagree Agree Neither agree nor disagree80% 10% 10%

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View about promotions criteria

80%

10% 10%0%

10%

20%

30%

40%50%

60%

70%

80%

90%

Disagree Agree Neither agreenor disagree

Series1

From the above figure we found that out of 8 people’s opinion is 80 % disagree, 10 % agree & 10 % neither agree nor disagree about promotional criteria need further improvement of the organization . 10. Is there any constraints on recruitment effort?

Yes No20% 80%

20%

80%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Yes No

view of constraints on recruiting effort

Series1

From the above figure we found that out of 8 people’s opinion is 80 % no & 20 % yes about any constraints on recruitment effort . 11 . If it is yes , which type of constraints ex ist ?

Attraction Others30 % 70%

30

AttractionOthers

S1

30%

70%

0%

10%

20%

30%

40%

50%

60%

70%

The type of constraints exists

Series1

From the above figure we found that out of 8 people’s opinion is 30 % attraction & 70 % others about various types of constraints ex ist.

12 . How sat isfied you with the amount of gratuity ?

Neither good nor poor Good80 % 20 %

80%

20%

0%

10%

20%

30%

40%

50%

60%

70%

80%

Neither good nor poor Good

Satisfactory level of gratuity

Series1

From the above figure we found that out of 8 people’s opinion is 80 % neither good nor poor & 20 % good about the sat isfactory level of gratuity .

13. What kind of HR facilities you get from upper Mgt.?

Sat isfactory Good80 % 20 %

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SatisfactoryGood

S1

80%

20%

0%

20%

40%

60%

80%

view of HR facilities get from upper Mgt.

Series1

From the above figure we found that out of 8 people’s opinion is 80 % sat isfactory & 20% good about HR facilities get from upper Mgt..14. What kind of HR facilities it provide than other foreign and local NGO?

Average Service Good service80 % 20 %

view about HR facilities it provides

80%

20%

Average Service

Good service

15. Do you want to precede your career in HR Department?

No Yes Confused70% 20% 10%

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70%

20%10%

0 0 00

0.2

0.4

0.6

0.8

1 2 3 4

S1S2

View of precede career in HR Department

Series1

Series2

From the above figure we found that out of 8 people’s opinion is 70 % no& 20% yes & 10% confused about to precede career in Human Resource Department .

BIBLIOGRAPHY

www.BNPS.com NNUAL REPORT OF BNPS 1999 www.SAJIDA FOUNDATION.com ANNUAL REPORT OF SF 2009 www.BILS.com

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