Top Banner
HUMAN RESOURCE MANAGEMENT PRACTICES IN BANGLADESH (A case study on Bangladesh Water Development Board)
28
Welcome message from author
This document is posted to help you gain knowledge. Please leave a comment to let me know what you think about it! Share it to your friends and learn new things together.
Transcript
Page 1: Water Development Board

HUMAN RESOURCE MANAGEMENT PRACTICES IN BANGLADESH

(A case study on Bangladesh Water Development Board)

Page 2: Water Development Board

Acknowledgement

At first we would like to acknowledge the Almighty Allah, who helped

us every time and was with us to give moral support, courage and

strength every moment.

Then we would like to express my heartiest gratitude to “Dr. Md. Abbas

Ali Khan”, the course instructor of the course “Management of Human

Resource in Bangladesh”, who introduced us such a report to do. He

has always been among us with his affectionate support and

encouragement; we could overcome all the unavoidable obstacles,

which occurred occasionally.

We cannot deny that, our course teachers taught how to make the

assignment so wonderfully that it need not take much time to attract

our attention towards this topic, which is an obvious part of "HRM".

Page 3: Water Development Board

1st October, 2011

Dr. Abbas Ali Khan

Professor

Department of Management Studies

University of Dhaka

Subject: Letter of Transmittal for assignment on HRM practices

in Bangladesh.

Dear Sir,

It is a real delight to present the assignment on the topic ‘HRM

practices in Bangladesh’, as a requirement of the course Management

of Human Resource in Bangladesh. We tried our best to work on it

carefully and sincerely to make the report perfect.

We feel great to get the opportunity to work in this subject. This topic

enhanced our knowledge about how to make an assignment about the

HR of an organization. Now it is the time to have an appraisal from you

on this topic.

This area of study definitely gives us an unanticipated understanding

that will be of use in near future. We will appreciate your kind

consideration and patience in going through the report and evaluate

our performance.

Thanking you.

……………………

Hasan Md. Adel

Page 4: Water Development Board

(On behalf of the Group 8)

Executive Summary

Bangladesh Water Development Board is the leading organization for water resources management and development. BWDB mainly deals with Flood Control and Drainage. Bangladesh Water Development Board (BWDB) started its operation in 1959 as the water wing of the ‘East Pakistan Water and Power Development Authority’ in 1959. After the independence of Bangladesh, the authority was restructured in 1972 into two different organizations to deal with water and power separately- BPDB & BWDB. It is a service oriented Government organization.

HR planning of BWDB is done according to the Govt. Service Rule 1982 as it is a Govt. service oriented organization. AII posts of officers and other employees are created by the Board with the prior approval of the Government. Job Analysis of BWDB is done by Controlling Officer. They maintain Personnel Management Information System (PMIS) to conduct their job analysis. The posts of class I and class II are filled in by the promotion from the immediate lower cadre in most of the cases. There are three training institute: Bhasykul Training Institute, Irrigation Extension Training Institute, Baredi & Kaptai Engineering Academy. Performance Appraisal for the employees is conducted under the supervision of the board. Performance of every employee is measured by his/her immediate supervisor. Measured annually through Annual Performance Report (APR).

Page 5: Water Development Board

Table of Contents

Serial

No.Particulars

Page

No.

1. Acknowledgement i

2. Letter of Transmittal ii

3. Executive Summary iii

4. Table of Contents iv

5. Organization Profile 1

6. Human Resource Planning 5

7. Recruitment and selection 6

8. Training and Management Development 8

9. Performance Appraisal Policy 10

10. Compensation Policy 11

11. Employee Discipline 14

12. Health and Safety 16

13. Employee Relations 17

14. Bibliography 18

Page 6: Water Development Board

Organization Profile:Bangladesh Water Development Board is the leading organization for water resources management and development. BWDB mainly deals with Flood Control and Drainage.

SLOGAN: All living being created from water

Brief History:

After recurrence devastating flood of 1954 and 1955 ‘Crug Mission’ was formed in 1957 under United Nations (UN) to boost up food productivity by minimizing flood damage and water resources development & management in this region. As per mission’s recommendations, Bangladesh Water Development Board (BWDB) started its operation in 1959 as the water wing of the erstwhile ‘East Pakistan Water and Power Development Authority’ in 1959. As the principal agency of the government for managing water resources of the country it was given the responsibility of accomplishing the tasks of executing flood control, drainage and irrigation projects to increase productivity in agriculture and fisheries. After the independence of Bangladesh, the authority was restructured in 1972 into two different organizations to deal with water and power separately. BWDB was created under the Bangladesh Water and Power Development Boards Order 1972 (P.O. No. 59 of 1972) as a fully autonomous organization. The reform program and structural adjustment process were undertaken by the GoB for transformation of BWDB is the enactment of the BWDB Act, 2000 that requires the BWDB's functions be guided by the National Water Policy (NWPo)-1999 and National water Management Plan (NWMP)-2004. Policy making and overseeing the overall management of BWDB is now vested on the Governing Council (GC) with thirteen Members headed by the Minister, Ministry of water Resources.

Page 7: Water Development Board

Nature of Business:

It is a service oriented Government organization.

VISION:

Proper Management and development of country’s water resources according to national water principles, national water management plan, BWDB Act.

MISSION:

To ensure Sustainable development in agriculture, fisheries, forestry through facing and managing the hazardous impact arising from flood, drought, International River flow, saltiness of water and change in climate.

Objectives: According to National Water Principles, the objectives of BWDB are as follows:

Poverty alleviation

Ensuring food safety

Achieving economic growth

Developing the standard of living

Maintaining ecological balance

Page 8: Water Development Board

Organization Structure:

Page 9: Water Development Board

Functions :( Structural)

Page 10: Water Development Board

Constructing water container, barrage, dam, regulator to control flood, develop drainage system and prevent environment from drought and irrigation.

Retrenchment of water way and canals to develop and change the flow of water

Constructing and maintaining coastal dams

Maintaining river banks

Functions :( Non-structural)

Forecasting natural disasters and announcing signal and taking necessary actions

Water Research and development

Human Resource Planning:

Page 11: Water Development Board

HR planning of BWDB is done according to the Govt. Service Rule 1982 as it is a Govt. service oriented organization. AII posts of officers and other employees are created by the Board with the prior approval of the Government.

HRP steps followed by BWDB:

Step 1. Review of the organization’s vision, mission, objectives and strategiesStep 2. Review of HR objective and strategiesStep 3. Assessment of current Human resourcesStep 4. Forecasting of Human Resource needStep 5. Comparison between availability and human resource requirement Step 6. Preparation of Human Resource planStep 7. Implementation of HR plan

Job Analysis of BWDB is done by Controlling Officer. They maintain Personnel Management Information System (PMIS) to conduct their job analysis.

Following figure shows the PMIS flow:

Recruitment & Selection:

Collect the data

Store the data

Process the data

Maintain & Update data

Disseminate data to decision maker

Generate reports based on the data

Page 12: Water Development Board

All governments’ organization is bound to fill up their vacancies to advertise for their vacancies .In BDWB is not exception from that. There are four classes of the employee’s class in the organization but two of them are recruited by the advertisement in news paper. All the posts of officers and others employees shall be ordered by board with prior approved by Government.

There are two categories of posts:1. Regular and2. Casual

Permanent post shall be a post carrying a definite time- scale of pay and sanctioned for a limited period.

A temporary post shall be a post carrying a definite time -scale of pay but sanctioned for a limited period.

A casual post is a post created for a. the performance of duties of a casual intermittent of a particular work.

Method of Advertising vacancies:

►Advertisement in most of the Daily Newspapers,

►BWDB web site

Sources of recruitment:

There are two sources of Recruitment

Internal Sources:

• Promotion• Transfer• Recommendation

External Sources:

• Educational Institution• Advertising• Employment Agencies• Job seekers

Method of Recruitment:

Written Test for Candidate

Page 13: Water Development Board

80% of total marks for the written test Written test for technical post arranged by BUET and non-

technical posts are arranged by IBA

Interview of candidates Selection committee interviews the candidates who have been

short-listed for the position. At least 5 persons are called for each single position 20% of total marks for Viva-voce

Procedures of selection of candidates There shall be conducted two tests for their candidates

1. Written and 2. Oral

If necessary to practical examination test in such subjects as may as be determined the board for the purpose of selection persons for appointments to the posts.

Proceeding of selection committee Proceeding of selection committee shall be duly recorded and signed with date by all members thereof.

AgeAge a person selected for the appointment shall not be less than 18 years and more not than 30 years at the time of entry into service of the Board.

Promotion Criteria:

Promotion from a lower post to a higher post is based on the following criteria, namely

The posts of class I and class II are filled in by the promotion from the immediate lower cadre in most of the cases

Mainly seniority basis

Merit-cum-seniority basis

Often from recommendation of the appropriate Selection Committee.

Training and Development:BWDB is the government water resources department. It is the specialized organization. It has to de done special and sophistical

Page 14: Water Development Board

activities. So here need the specialized and trained person. the training facilities are organized in the BWDB there are two training programs available in the BWDB one is the local and another is the global training for their staff and human resources department.

Training Need Assessment:

Today more than ever, employers are aware of the importance of encouraging adaptability, specialist skills and development in their employees. Keeping upwith new industry practices and technological change are essential if employees are to meet the challenges of the future. For employers, this means training is an aspect of staff development they cannot afford to ignore. A growing number of firms, consultants, commercial companies and training firms are developing programs tailored to the needs of accountants. Employers can send their staff on external courses, or, bring in independent consultants to provide customized on-site training.

Over-reliance on training departments and external course providers, however, has created an environment where managers forget that staff training starts in house. Organizing expensive courses is just that ‘expensive.

Three sources of TNA analysis: Organizational analysis Job analysis Individual analysis

Who will design? Training and Development Department of BWDB.

Training Programs:

► General training Collaboration training with the FAO, UNDP

► Special training Mathematical modeling Environments GIS and land use procuring GIS survey and mapping training

Methods of Training:

on the job training (it is available for its all staff )

Page 15: Water Development Board

off the job training (send to abroad to train up their class I and class II staff)

BWDB has attempting to design a training policy in the 1990.and a joint a FAO/UNDP. BWDB work shop was held in December 1990.to design a training policy and strategy. A draft documents titled BWDB Training was prepared as a result of this workshop .this paper highlight the importance of a training policy for BWDB .the current training management system of BWDB lacks pragmatic and modern professional approach ,training need for assessment ,curriculum development, setting training objective; development of learning experience ;using multimedia for effective learning evaluation and monitoring training programs .National training policy has specified that all the institutions should prepare and maintain an inventory of trainers resource persons in specified areas and update the inventory periodically. This resource person should be equipped to he fully pledged trainers and develop their training expertise along with the area of expertise so that they can contribute to process of human resource development. Training will be held in its training institutes.

There are three training institute:

→ Bhasykul Training Institute,

→ Irrigation Extension Training Institute → Baredi & Kaptai Engineering Academy

Performance Appraisal Policy:

Page 16: Water Development Board

Performance Appraisal for the employees is conducted under the supervision of the board.

Who measure the performance?

► Performance of every employee is measured by his/her immediate supervisor.

► Measured annually through Annual Performance Report (APR)

Performance Rating:

There is a five points rating scale being used in APR of BWDB for appraisal purpose.

Poor Very Good Good Fair Outstanding

Compensation System:

Page 17: Water Development Board

The salary of employees of BWDB is being given as per National Pay Scale 2009 effective from 1st July, 2009

Minimum and Maximum salary range of BWDB

Salary range Grade Rank Pay scale

Maximum salary range

1 DG TK 40000Fixed

Minimum salary range

20 MLSS 4100-7740

Salary Scale/Structure:

Grade Rank Salary Scale

1 Director General (DG) TK. 40000 fixed

2 Additional DG, Chief Engineer (CE)

33500-39500

3 Additional CE 29000-35600

4 Superintending Engineer (SE)

25750-33750

5 Executive Engineer (EE) 22250-31250

6 Sub Divisional Engineer (SDE)

18500-29700

9 Assistant Engineer (AE) 11000-20750

10 Sub Assistant Engineer (SAE)

8000-16540

Benefits and Allowances:

Annual Increment: The annual increment in the time scale of pay shall be drawn as a matter of course, unless it is withheld or forfeited by the, competent authority as punishment under chapter XVII of these

Page 18: Water Development Board

rules. If the increment is withheld, the withholding authority shall state the period for which it, is withheld.

Compensatory Allowance: An employee shall draw the compensatory allowance attached to a post so long he holds that post and shall cease to draw it when he vacates the said post. The compensatory allowance shall also be admissible during the leave including leave preparatory to retirement.

Honorarium: The competent authority may grant an honorarium to an employee for work performed which is occasional in character and either so laborious or of such special merit as to justify a special reward. The work should be undertaken with the prior consent of the competent authority and the amount should, where possible, be settled in advance.

Over time Allowance: Overtime allowance for extra hours of work shall be allowed by the controlling officer at such rates as may be prescribed by the Government to the employees when required to work beyond the normal working hours In operation, maintenance and repairing of power plants, transmission and distribution lines, sub-stations and other allied installations as well as other works connected with them. The total overtime working hours shall not exceed eight hours in a week; this limit may be relaxed in case of emergency with the consent of concerned Member of the Board.

Shift Duty Allowance: The employees, when required to work regularly on rotating shift, 'shall be allowed shift duty allowance at such rates as may be prescribed by the Government.

Kinds of Leave:

Leave on average pay: Every regular employee shall earn leave on average pay at the rate of one-eleventh of the period spent on duty.

Page 19: Water Development Board

The amount of leave on average pay that may be taken at one time shall not exceed four months. This limit may be raised to six months when the leave is taken for the purpose of pilgrimage or education or rest and recreation outside Bangladesh or in the case of leave preparatory to retirement and to twelve months when the leave is taken on medical ground.

Leave on half-average pay: Every regular employee shall earn leave on half-average pay at the rate of one-twelfth of the period spent on duty and accumulation of such leave shall be without limit.

Extraordinary leave without pay: Extraordinary leave for which no leave salary is admissible may be granted to an employee when no other leave is admissible or other leave is admissible but the employee applies in writing for the grant of extraordinary leave.

Special disability leave: Special disability leave may be granted by the Board on the recommendation of Medical Board, constituted under rule 46, to an employee who is temporarily disabled by injury infected or caused in, or in consequence of, the due performance of his official duty, or in consequence of his official position.

Quarantine leave: Quarantine leave is the leave of absence from duty necessitated by the order not to attend office in consequence of the presence of infections diseases in the family or household of an employee

Maternity leave: Maternity leave on full pay at the rate she was drawing at the time of taking leave m3.Y be granted by the competent authority to a female employee for a period which may extend up to the end of three months from the date of its· commencement or to the end of six weeks from the date of confinement, whichever is earlier. Such leave shall not be debited against the leave on average pay or half-average pay. Study leave: Study leave on half-average pay, not debitable to leave account, for a period not exceeding twelve months may, in special cases, be granted by the Board to a regular employee to enable him to study scientific, technical or similar problems or to undergo special courses of instruction considered useful for his services under the Board.

Employee Discipline:

Page 20: Water Development Board

Chapter XVI of the Bangladesh Water Development Board (employees) Service Rules, 1982 contains the General Code of Conduct and Discipline.

The Provisions are as follows:

Every employee is compelled to observe, comply with and obey all orders and directions from time to time given by the Board

Serve the Board and discharge his assigned duties faithfully; honestly

Maintain strict secrecy No employee shall- associate himself with any political

organization No employee shall absent himself from duties or leave his station

without obtaining permission from his controlling officer No employee or member of his family shall accept any gift or

concession from any employee.

Grounds for Penalty:

Where an employee is guilty of negligence to his duties; or is inefficient, or is guilty of misconduct; or is corrupt the following punishment and penalties are given according to the written code of conduct of BWDB.

Punishment and Penalties for Misconduct:

Censure withholding for a special period of increment or promotion stoppage for a specified period in the timescale of pay reduction to a lower stage in a time-scale of pay compulsory retirement from service removal from service dismissal from service

Turnover and Absenteeism:

Page 21: Water Development Board

Turnover

►The turnover rate in BWDB is very low in contrast to the other govt. organization. As it is a leading organization for water resources management and development in our country

►Mainly, BWDB has experienced with the involuntary and voluntary turnover. In BWDB the employees who are terminated, most of them violated the work rules and regulations

►Voluntary turnover can be caused by many factors. In most of the cases the employees leave the organization either for better salary structure or for unfavorable posting

Absenteeism ►In BWDB the rate of absenteeism is very high in contrast to private organization.

Health & Safety:

Page 22: Water Development Board

Working Environment for Different Level of People:

Working environment for different levels of employees is different in BWDB.

Not as much as good like the Private organization Employees of Class I and Class II usually get separate furnished

room Lower level employees have to work in unhealthy working

environment

Hazardous department: There are some hazardous functions/departments of BWDB. Electricity and water power project is one type of hazardous department. Because any time major accident can be occurred.

Safety Measures:

Various medical facilities are available to meet with an accident while on duty

Free treatment approved by Chief Medical Officer

Group Insurance

Management systems are effective in maintaining standards and fulfilling the challenge of securing continuous improvement in environmental, health and safety performance.

In the hazardous functions/departments, required number of rescuers are employed

Employee Relations:

Page 23: Water Development Board

How are complaints and grievances resolved?

Complaints and grievances are received first

Proper inquiry by the Investigation Committee

Interaction with employees

If found any subversive act, penalty or punishment is given according to the rules

The guilty person can appeal against the punishment

Resolution of Grievances

Association of employees:

Has several different bargaining units

Multiple unions represent employees properly

Labour contracts give managers wide latitude in assigning work, communicating with employees and maintaining a positive work environment.

Collective bargaining agreements can help to identify contract areas and situations most vulnerable to dispute, as well as explore alternative dispute resolution procedures that minimize work disruptions and expensive arbitration or litigation.

Bibliography:

Page 24: Water Development Board

Bangladesh Water Development Board (employees) Service Rules, 1982

Citizen Charter of BWDB

BWDB web sites

The daily Newspapers

MoWR web sites

Human Resource Management by Robert L. Mathis & John H. Jackson, 10th Edition