HRM 301

[HUMAN RESOURCE MANAGEMENT]

Developing HR Department
Human Resources (HR) is a major growth industry in the small business and corporate arena. Country that has enough human resource try to use their human resource effectively and efficiently; all develop country used their human resource. Many country hire worker from other countries. As for us we still didnt largely emphasis HR; although some organization has separate HR Dept. to HR policy and implement them but most of the organization underestimate the usefulness of HR. Gone are the days where bosses got away with making ridiculous demands of their underpaid, unhappy and frequently on-strike workers. In these current times, good employees are hard to come by and even harder to keep - strategy planning is essential. If you research an effective HR strategy ahead of time, that takes into account your most valuable assets, you'll be saving money, enhancing productivity and growing a more positive working environment! To boost one companies HR policy manager can do some somethings like: First and foremost, if you have a large company and are not trained in human resources yourself, get an expert in strategic management in to look after it. Whether on a contract basis, or a permanent addition to your team, an expert in HR strategy will ultimately save you time and money. Even if you don't have a huge number of employees in your own small business there are lots of ways to get your staff morale flying high above the bar and raise the stakes for your success! Try being more flexible, both with hours and job roles. Allow timeshare or trading for parents or students; where they can either work from home or take a 'part time' or different roles when outside pressures and commitments arise. Work with people's natural circadian rhythms; have rotating shifts for morning and afternoon people - as long as the same amount of work is getting done, does it really matter when? Offer genuine thanks for good work; this is so simple, but almost never done properly. Have readily available opportunities for advancement available, in-house or external professional development can only help give you an edge over your competitors. Any which way you look at it, an investment in your workers happiness via quality strategy planning, will reap major rewards for your overall business performance. HR policy should be designed to ensure: has the resources it needs to deliver its objectives, values its people, plans for the future, provides new and existing staff with the skills they need to perform effectively, implements an appropriate balance between business targets and staff working conditions, effectively links business planning, deployment and staff development, and supports career development and increases employability.

HRM 301

[HUMAN RESOURCE MANAGEMENT]

And the aim of HR policy should be:

recruit and retain high quality staff, deliver business objectives to a high standard, create the conditions which will enable HMIE to continue to be a high-performing,

learning, organization which is committed to delivery, meet the right balance between meeting the organizations and individuals needs address work-life balance for all staff, promote inclusiveness, equality, fairness, transparency and mutual respect throughout the organization, use the skills and experiences of all staff effectively, recognize achievement, set out clear objectives, structures, roles and responsibilities for all staff, identify relevant opportunities for professional development and career progression, underpin effective succession planning and build and maintain a culture of openness, creativity and lively debate.

HR In Bangladesh:
1. Public sector and institutional reform: A coherent sector strategy is a prerequisite for sustainable HR strategy and supporting structures. Since this is probably at least a ten year process; Departments need to develop improved in-house training management practices and utilization of training resources especially training centers and, effectively utilize their own resource persons (developed over more than a decade of donor supported capacity building) to improve and update the skills of junior staff and new entrants thus, preventing knowledge erosion in the organization. Donors may support an overarching reform of HRM/D in the public sector but with concurrent funding to Departments that have established fully functional HRM/D units guided by an organizational strategy e.g. HRD strategy responds to a national fisheries/research/agriculture strategy (i.e. for DoF, Bangladesh Rice Research Institute, DAE) 2. Strategic groups: The formation of a high-level strategic HRM policy group, and a lower level working group, to support the change process. The strategy group would be led by the MOE and contain members from the Public Service Commission (PSC) and MOF who are highly influential in HR management. In addition, there would be private sector/NGO representation to expand the knowledge base of HRM and share good practice. 3. Institutional Analysis: Linking the Local Consultative Groups (LCG) to the 'Strategic Groups' is an opportunity to develop an institutional analysis study funded by the LCG donor representatives which may provide strategic direction for overarching public service reform for HR in the civil service. This would set in motion a program to address HRM/D and could develop better performing Departments working in accordance with the reformation process.

HRM 301

[HUMAN RESOURCE MANAGEMENT]

This provides donors with an opportunity to support skill development once again but this time as part of a public sector reform initiative. 4. Support for in-country HRM development: The Bangladesh Society of HRM (BASHRM) has established itself as the only forum for HRM professionals within Bangladesh. If the Society were well developed, it could become the professional body for HRM in the country. Support could include a small scoping study to examine how the Society could be developed, where and how the public sector would fit, timescale for any support and long-term sustainability. The professionals affiliated with BASHRM may be utilized for the analysis recommended above and advise strategic groups. 5. Co-ordinate support for MIS Development: There is currently duplication of MIS development for HRM systems. This could be established as a standardized system to meet all HRM needs. Support could include an initial review of current systems and an agreed plan on an integrated approach to MIS development. 6. Developing a Code of Conduct: The purpose of a code of conduct is to provide a framework Human resource planning becomes more complex as the time horizon for planning stretches further into the future, so it is not surprising that companies become involved in longer term planning activities only after becoming proficient in shorter term planning activities. As organizations change more quickly, so will the knowledge, skills, and behaviors needed from employees. This means that people working in organizations will be asked continually to adjust to new circumstances. Assessing and facilitating peoples' capacity for change are two activities that psychologists are likely to be called on to do, yet there is very little research available to consult for guidance. Whereas organizations are seeking changes from employees, employees will be demanding that organizations change to meet the needs of the increasingly diverse work force. Research designed to help us understand how organizations can establish and maintain employee flexibility and adaptability is likely to make an important contribution. Thus a final challenge in human resource planning is balancing current needs-of organizations and their employees-with those of the future. The criterion against which this balancing act is measured is whether employees are currently at the right place doing the right things but yet are ready to adapt appropriately to different activities.