Concern Group

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A Report on….

HRM Practice of Concern, Bangladesh



Title: HRM Practice on Concern, Bangladesh

Course Code: BUS 301

Course Title: Human Resource Management

Submitted To:

Farhana Rashid

Assistant Professor

Dept. of Business Administration

University of Liberal arts Bangladesh

Submitted By:

Submission Date: 19 August, 2010



To

Farhana Rashid

Assistant Professor

Dept. of Business Administration

University of Liberal arts Bangladesh

Sub: Letter of Transmission

Dear Madam,

It is indeed a great pleasure for us to be able to hand over the result of our hardship of the

HRM report on Concern Bangladesh. This report is the result of the knowledge which

has been acquired from the respective course.

We tried our level best for preparing this report. The information of this report is mainly

based on Internet information. Some other details were gathered from other sources. All

of us gave our hundred percent for making this report come together.

We, fervently hope that you will find this plan worth reading. Hope you will appreciate

our hard work and excuse the minor errors.

Thanking you for your cooperation.

Sincerely,



Table of Contents



Acknowledgement

First of all we want to give thanks to Almighty Allah for giving us the opportunity to

complete this assignment.

After that we would like to express our gratitude to our teacher Farhana Rashid Assistant

Professor Dept. of Business Administration for her generous and day to day suggestion.

Her advice helped us a lot to prepare a complete assignment and she never hesitate to

give us valuable time while preparing the assignment whenever we needed.

We like to give thanks especially to our friends and many individuals, for their

enthusiastic encouragements and helps during the preparation of this report us by sharing

ideas regarding this subject and for their assistance in typing and proof reading this

manuscript.



EXECUTIVE SUMMERY

Concern Bangladesh is the non profitable organization where the poor people’s socio

economic condition depends a lot. In Bangladesh non profitable organization is also very

influential. This non profitable organization is very big in Bangladesh and holds a lot of

skilled employees. So Human Resource Management (HRM) is very much applicable as

well as practiced in Bangladesh.

Concern is known as the world’s helping organization. It also has reached to the

Bangladesh not only to boost up the poor people living condition. Compete the global

challenge concern has developed a skilled and efficient workforce. This large employee

force is managed totally by the HR department of concern. This HR department meets all

the requirements of the employees from salary to rewards, hiring to firing employees and

other important developing trainings. Additionally, we have discussed about the concern,

its background, history, kind of services they provide, along with the different

departments they have. We have especially tried to know the overall activities of HRM

department of concern.

In this report the Overall work of the human resource department will be focused and

described. To know the details of the company we were collected information and

gathered with the help of the internet. Concern is the organization where actually the HR

activities are applied with a huge effort, and the outcome is also very satisfying.



Chapter 1 (Introduction)

INTRODUCTION

With the increase in the size and complexity of organization, man has become the most

important factor in organization. Organization needs people as owners, employees, and

consumers. Organizations need people to make them operated. An organization is

nothing without human resource. Of all the resources, the most important one is human

resource, because human beings play a dual role- as resource, as well as a motive force

for all other resources by manipulating them, by the way of developing, utilizing,

commanding and controlling. So human resource management (HRM) functions are

including - recruitment, selection, training and development, performance appraisal,

compensation and industrial relation in an organization.

This report provides the details about the organizations:

o Recruiting and selecting new employees

Concern recruits highly skilled candidates and offer international trainings to develop its

employees in an extensive cast. Concern has the country’s one of the best HR department

which does a variety of acts to achieve organizational objectives and expectations.



OBJECTIVE

Without any type of objective no work is done and definitely we have some basic

objective to complete the term paper on the due day. The basic objective to do this paper

is given below:

• To identify the Recruiting and selecting process of an organization.

• To know the background of an organization.

• To identify the SWOT analysis of Concern

• To know the comparative analysis of Concern

• To find out some problem associated with Concern its HRM.

• Finally, to put some suggestion.

Other Objectives:

To find out some basic questions answer, for example

To understand how the people are recruited?

In which way they are recruited?

What is the selection source of the organization?

In case of selection, in which aspect it give emphasis or extra point?

What kinds of application form usually use by the organization according to

the employee?



SCOPE OF THE REPORT

Our scope of the report is Recruiting and selecting. This study has focused upon the

Recruiting and selecting; the importance of this selection. Recruiting and selecting

programs are also important to cope up with the changes in technology and with diversity

within the organization. Today because of number of changes in technological fields,

these programs are increasingly emphasizing on converting the organization to learning

organizations and human performance management. And finally for the purpose of report

we have select one Company to know about the selection process.

METHODOLOGY To prepare this report we have collected data from different published materials. Then we

have conducted a secondary study. After that we have prepared a questionnaire and took

interview one of the executive serving in this Company. We also collect data from

internet .This way we collected primary data. Thus we have used both primary and

secondary report to prepare this report.

To formulate the report, we had conducted Literary Survey; it is the survey of books,

journals, periodicals etc. related to the topic of the report. In here we had collected all the

data through personal interview.



Primary Data:

To source information on the Concern primary research methodology was designed and

tested to obtain the necessary information on the Recruiting and selecting.

Primary research techniques’ including a survey method was utilized to investigate the:

Company’s basic information

Company’s HRM system.

Company’s Recruiting and selecting

The methods used included field surveys (face to face interviews) in the different sectors

of the market.

Secondary Data:

Published book of Human resource management

Various related Web site.



LIMITATION OF THE STUDY

No research is perfect, so it is important to indicate its limitations. The factors, for which

we could not make our report the perfect one, are as follows:

We did not have enough sources for data collection.

The HR managers who have been questioned were sometimes unwilling to

provide all the necessary information.

The HR managers gave us a hard time inquiring about what our purpose reallywas.

Time Management was another problem for me to complete the report in a

distinct way.

Lack of enough previous experience also limits my performance in conducting

the research.



TIME AND SCHEDULE OF THE REPORT

WORK

SL. The Works that

have done

1 Month

1st Week 2nd Week 3rd Week 4th Week

1. Meeting With

Madam //////2. Questionnaire

ready ///////3. Visiting the

company ///////4. Meeting with group

members /////// /////// ///////5. Preparing the

report /////// ///////

6. Submission Date ///////



Chapter 2(Analysis)

GENERAL OVERVIEW

Human resource Management:

Human resource management (HRM) is the strategic and coherent approach to the

management of an organization's most valued assets - the people working there who

individually and collectively contribute to the achievement of the objectives of the

business. The terms "human resource management" and "human resources" (HR) have

largely replaced the term "personnel management" as a description of the processes

involved in managing people in organizations. In simple words, HRM means employing

people, developing their capacities, utilizing, maintaining and compensating their

services in tune with the job and organizational requirement.



However, Human Resource Management (HRM) is the function within an organization

that focuses on recruitment of, management of, and providing direction for the people

who work in the organization. Human Resource Management can also be performed by

line managers.

Human Resource Management is the organizational function that deals with issues

related to people such as compensation, hiring, performance management, organization

development, safety, wellness, benefits, employee motivation, communication,

administration, and training.

“Human Resource Management (HRM) is the function within an organization that

focuses on recruitment of, management of, and providing direction for the people

who work in the organization.”

HRM deals with:

Compensation, Hiring, Performance management, Organization development, Safety,

Benefits, Employee motivation, Communication, Administration and Training

HRM Feature:

Organizational management

Personnel administration

Manpower management

Industrial management

Importance of Human Resources Management

Successful companies are those that consider their human capital as their most important

asset. Facts and figures are the quantitative elements of successful management, yet the



qualitative, i.e. the cognitive aspects, are those that actually make or break an

organization. Human Resources Management (HRM) is the strategic management of the

employees, who individually and collectively contribute to the achievement of the

strategic objectives of the organization.

The HRM activities in modern organizations are typically performed in communication

with the General Management in an effort to provide a variety of views when a decision

must be taken. In that way, decision making is not subject to the individual perceptions of

the HR or the General Manager, but it becomes the outcome of strategic consensus.

• The main goals / responsibilities of HRM are:

• To retain low employee turnover rate by inspiring people to work for the company

• To attract new employees

• To contribute to employee development

To achieve these goals, Human Resources Management trains and motivates the

employees by communicating ethical policies and socially responsible behavior to them.

In doing so, it plays a significant role in clarifying the organization's problems and

providing solutions, while making employees working more efficiently.

The main goals / responsibilities of HRM are:

To retain low employee turnover rate by inspiring people to work for the

company

To attract new employees

To contribute to employee development

To achieve these goals, Human Resources Management trains and motivates the

employees by communicating ethical policies and socially responsible behavior to them.

In doing so, it plays a significant role in clarifying the organization’s problem and

providing solutions, while making employees working more efficiently.



New challenges arise even now for the organization, and it is certain that new challenges

will never cease to emerge. Therefore, the use of proper Human Resources techniques is

a really powerful way for organizations to overcome these challenges, and to improve not

only their quantitative goals but also their organizational culture, and their qualitative,

cognitive aspects.

2.3 Business practice

Human resources management involves several processes. Together they are supposed to

achieve the above mentioned goal. These processes can be performed in an HR

department, but some tasks can also be outsourced or performed by line-managers or

other departments. When effectively integrated they provide significant economic benefit

to the company.

• Workforce planning

• Recruitment (sometimes separated into attraction and selection)

• Induction, Orientation and On boarding

• Skills management

• Training and development

• Personnel administration

• Compensation in wage or salary

• Time management

• Travel management (sometimes assigned to accounting rather than HRM)

• Payroll (sometimes assigned to accounting rather than HRM)

• Employee benefits administration

• Personnel cost planning

• Performance appraisal

•

Labor relations

2.4 HRM strategy

An HRM strategy pertains to the means as to how to implement the specific functions of

HRM. An organization’s HR function may possess recruitment and selection policies,



disciplinary procedures, reward/recognition policies, an HR plan, or learning and

development policies; however all of these functional areas of HRM need to be aligned

and correlated, in order to correspond with the overall business strategy.

An HRM strategy thus is an overall plan, concerning the implementation of specific

HRM functional areas.

An HRM strategy typically consists of the following factors

"Best fit" and "best practice" - meaning that there is correlation between the HRM

strategy and the overall corporate strategy.

Close co-operation (at least in theory) between HR and the top/senior

management, in the development of the corporate strategy.

Continual monitoring of the strategy, via employee feedback, surveys, etc.

The implementation of an HR strategy is not always required, and may depend on a

number of factors, namely the size of the firm, the organizational culture within the firm

or the industry that the firm operates in and also the people in the firm.

An HRM strategy can be divided, in general, into two facets - the people strategy and the

HR functional strategy. The people strategy pertains to the point listed in the first

paragraph, namely the careful correlation of HRM policies/actions to attain the goals laid

down in the corporate strategy. The HR functional strategy relates to the policies

employed within the HR functional area itself, regarding the management of persons

internal to it, to ensure its own departmental goals are met.



CASE OVERVIEWRecruiting and Selection:

Recruitment is the process trough which the organization seeks applicants for potential

employment. Selection refers to the process by which it attempts to identify applicants

with the necessary knowledge, skills, abilities and other characteristics that will help the

company achieve its goals, companies engaging in different strategies need different

types and numbers of employees. The strategy a company is pursuing will have a direct

impact on the types of employees that it seeks to recruit and selection.

Source of recruitment:

There are two kinds of source Concern uses for recruitment .They are

1. External source

2. Internal source.



Chapter 3 (Company Overview)

COMPANY PROFILE

Concern Worldwide, Bangladesh is a not for profit International Non-Governmental

Organization. It's headquarter is in Dublin, Ireland. The organization has over 36 years of

experience working in relief and development programs with people living in absolute

poverty and local partners. In November 1970, when a devastating cyclone hit what was

then known as East Pakistan, and then immediately followed by the liberation war

resulting in the creation of the independent state of Bangladesh, Concern saw the

staggering need for help in the region. The war had created an enormous refugee problem

in Calcutta, and Concern sent a medical team to provide emergency assistance in the Salt

Lake Camp and, in June 1971 launched the East Pakistani Famine Appeal. Later, after

Bangladesh was declared an independent state, Concern started by extending support

mainly to the standard Bihari communities in Dhaka, Saidpur, Khulna and Chittagong

urban areas. Gradually it expanded its program to other locations and its initial work

approach was relief oriented, however, it moved towards development and capacity

building approach in the 1980s. In late nineties, considering the development of a strong

civil society in Bangladesh as well as changing role of international development

agencies, it decided to move towards partnership approach from direct implementation.

Current programs include Health and Nutrition, Education, Disaster Mitigation, and

Livelihood Security focus on poverty reduction and on building the capacity of local

communities, government organizations and non-governmental partners, to increase the

sustainability of program objectives and to reach more people. Concern Worldwide

Bangladesh, as part of its commitment to improve the Maternal and Child Health has

implemented a pilot operation research project on Reduction of Exposure to Indoor Air



Pollution (IAP) through Household Energy and Behavioral improvements. The overall

goal of the pilot project is to develop and demonstrate a household energy intervention

model that integrates health and energy aspects, and leads to alleviation of indoor air

pollution and improved energy efficiency. Concern is enthusiastic to work more on IAP

issues in large scale through its existing rural and urban health setups.

HR Department of Concern

Human resource department of concern is responsible for accomplishing objectives by

acquiring, retaining, training, terminating, developing and properly using human

resources in its organization.

The overall success of HR department of concern is mainly depends on the cooperation

among the managers at all levels, and the mangers interpret and implement policies and

procedures. The HR managers translate into action what the department provides.

Without the managerial support at the top, middle and lower levels, HR department’s

goal can’t be achieved.

The HR program serves the need of the concern and facilitates the accomplishment. It

develops its HRM program after considering such factors as size, type of skills needed,

numbers of employees required, clients and customers, financial postures and their

geographic location.

Acquiring the skilled, talented, and motivated employees is an important work part of

concern HRM department. The acquisition phase involves recruiting, screening selecting

and properly placing personnel concern found out that acquiring the talents that are

needed to survive

In this competitive market, if qualified individuals regularly leave a company, then that

organization must seek new personnel, which costs enormous money and consumes

countless time. Thus retention of productive people has become a major objective of the

HR department of concern





and abilities required of that employee, and determine the duties, responsibilities and

requirements of each job.

Job analysis should provide information such as

Job title.

Department.

Supervision required

Job description -- major and implied duties and responsibilities.

Unique characteristics of the job including location and physical setting.

Types of material used.

Types of equipment used.

Qualifications.

Experience requirements.

Education requirements.

Mental and physical requirements.

Manual dexterity required.

Working conditions (inside, outside, hot, cold, dry, wet, noisy, dirty, etc.).

Job Description

The job analysis is used to generate a job description, which defines the duties of each

task, and other responsibilities of the position. The description covers the various task

requirements, such as mental or physical activities; working conditions and job

hazards. The approximate percentage of time the employee should spend on each

activity is also specified. Job descriptions focus on the what, why, where and how of

the job.

There are two excellent resources the small business owner can use to develop job

descriptions. First, ask employees themselves to describe their jobs. A good employee

may know more about the job than anyone else. Second, consult the Dictionary of



Occupational Titles, published by the Government Printing Office, which contains

over 20,000 job descriptions.

Job Specification

The job specification describes the person expected to fill a job. It details the

knowledge (both educational and experiential), qualities, skills and abilities needed to

perform the job satisfactorily. The job specification provides a standard against which

to measure how well an applicant matches a job opening and should be used as the

basis for recruiting.

Recruitment

Recruitment is the process of seeking and attracting the right kind of people to apply

for a job in an organization. Recruitment in any organization is effected by various

internal and external factors where internal factors include the recruitment policy,

time and cost constraints etc and external factors include the situation in the economy,

the job market, the industry etc. Recruitment is an important part of an organization’s

human resource planning and their competitive strength. Competent human resource

at the right positions in concern is a vital resource and can be a core competency or a

strategic advantage for it. Recruitment acts as a link between the employers and the

job seekers and ensures the placement of right candidate at the right place at the right

time. Using and following the right recruitment processes can facilitate the selection

of the best candidates for concern.

Who are they recruiting?

1. Bright, young graduate or a postgraduate, who cannot wait to start his/ her

career in the financial services industry.



2. Consistent academic performer throughout his/her education.

3. Career-oriented person

4. Energetic, ambitious, innovative and business-oriented person.

Recruitment Criteria:

Concern recruits the most talented individuals from the external market to supplement

their internal pipeline of talent. Their Human Resources department provides guidance on

the use of psychometric tests and has robust recruitment criteria to ensure that all

candidates are treated fairly, equally and with respect. It has a global Graduate

Recruitment Program; where in the region of 150 graduates are recruited each year on a

management trainee program across all businesses , functions and countries.

Recruitment Process:

Internal Recruitment

Internal selection is done through competency based recruiting, succession process.

Internal recruiting is very high in concern. Concern training and development activities

are very high in quality so the recruiters emphasize to recruit internal capable candidates

for the respective post. Concern also uses HRIS for succession planning. It is also a

method of the internal recruitment.

External Recruitment

The external recruits consist of the following steps:

• 1. CV Submission

Potential candidates interested in joining the bank are required to send their complete

curriculum vitae. An acknowledgement of receipt is sent for all submitted applications

to the candidate's email.

• 2. Application Evaluation

The Human Resources department evaluates all incoming applications, against

prerequisite abilities and skills set for all current openings. All applications are kept

based on strengths and specialization, for future reference.



• 3. Ability Tests

Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal,

English and psychometric, when deemed necessary.

• 4. Capability Based Interviews

To ensure that our recruitment process is fair and consistent, all candidates who are

successful at the exams are invited for a capability based interview. Interviews are based

against capabilities, required for each position for which the candidate is interviewed for.

A capability or competency is an ability described in terms of skills & behaviors that are

essential to effectively perform within a job.

• 5. Reply Letters

At all stages of the process candidates are kept informed of the status of their application

with an email reply letter.

• 6. Job Offer

If a candidate successfully reaches the final stage, a position offering is made in

conjunction with a competitive reward package.

Concern uses some external sources for recruitment:

• When job opening cannot be filled internally, the HR department of SQUARE

must look outside the organization for applicants. We discuss all the external

source of recruitment at bellow.

Selection

Selection is a discreet process and after every stage there is a pause. In selection process,each and every step in the process seeks or each step represents a decision point requiring

some affirmative feedback for the process to continue. Each stage in the process seeks to

expand the organization’s knowledge about the applicant, knowledge about the position,

applicant’s background, abilities skill and motivation and this sort of information helps

decision makers to make their predictions and the final choice. Selection process of



Mercantile Bank consists of a series of steps, at each stage, facts may come light which

may lead to the rejection of the applicant. It is a series of successive hurdles or barriers

which an applicant must cross. These hurdles or screens are designed to eliminate an

unqualified candidate at any point in the selection process. There is no standards

selection procedure to be used in all organizations or for all jobs. The complexity of

selection procedures increases with the level and responsibility of the position to be

filled. Therefore, the strategy and method used for selecting employees varies from firm

to firm and from one job to another.

• Screening applications

Screening application is a process, where a large numbers of applicants are rejected. At

the first stage of selection process, applicants are rejected by the organization or applicant

withdraw themselves from the job offer because some applicant will be eliminated based

on the job description and job specification. In this stage job description encourages

people or applicants to voluntary withdraw from the job application due to the

requirement of organization and it also helps the organization to reduce the selection cost

and time

•Interview:

It is a process to justify whether the applicants are able to perform the job or not. It is

designed to proof that the area that the candidate is going to work is not easy to address.

Here those candidates will be selected who are self motivated, can work under pressure

and who have the ability to perfectly fit with the organization culture.

• Background Investigation

Background investigation is needed to find out whether the employees are hidden any

information or not. This Background investigation includes candidates work record his or

her career achievement, performance, contracting other job related and personal

references given by applicant, verifying the educational accomplishment police inquiries

etc.



• Reference Checks

From concern, the applicant is asked to mention in his application form, the names and

addresses of two or more persons who know him well. These may be his previous

employers, heads of education institutions or public figures. These people are requested

to provide their frank opinion about the candidate without incurring any liability.

• Occupational Health Checks

An examination to determine the applicants are physical fitness for essential job

performance. It is to find out the disable employees who do not perform according to the

expectancy level or to reject a unfit employee. Here the organization has to prove that the

medical experience is related to the job performance. Medical examination is used as a

screening tool beside that it also ensures that the applicant has minimum standard of

health to perform the job.

• Job Offer

Human Resources will be responsible for checking and approving Interview Result

Forms and determining the salary to be offered to the successful candidate. Any queries

will initially be raised with the Chair of the panel and referred to a Pro Vice President in

the event of a disagreement

• Appointment

When all required documentation has been received and verified, Human Resources will

agree a starting date with the successful candidate and confirm the appointment in

writing. Contracts of employment will incorporate the terms of employment appropriate

for the post, including any probationary period, and will be signed by the Head of Human

Resources.

• Contract of Employment

When a person has been appointed, concern must give him or her written statement of employment or contract of employment. Some of the items that concern follow are given

below:

o The employee's name;

o The name and address of the employer;

o Job title or brief description of job;



o The date employment began;

o The amount of pay and the intervals between payments;

o Hours of work;

o Holiday entitlement;

o Sick leave arrangements;

o Pension arrangements.

SWOT ANALYSIS

SWOT analysis means the analysis of strength, weakness, opportunity and threats. For

HSBC Bank it is given below:

Strength: Concern is one of the popular helping organizations in the modern world. Concern

Bangladesh offers a comprehensive range of financial help to the poor people. Concern

Bangladesh has a help center which operates on daily basics. It is one of the very few non profit

organizations in the country to offer.

Weakness:

There are some weakness in the recruiting and selection process some weakness.

Opportunities:

In order to successfully conduct the performance measurement process, concern should

formulate effective internal and external communication.

Threats:

Government & International Regulations is main threats of Concern.



COMPARATIVE ANALYSIS

Only in few years back NGO sector in Bangladesh was left behind but current scenarios

is different. In recent years a mentionable figure of money has been invested in this

industry. Government is also encouraging this sector. Government is making some

favorable policies and minimizing the regulations, so that this sector can be grown up.

Among the domestic companies Concern is one of the leading one. The other potentialcompetitors are CARE Bangladesh, BRAC. Competition will be severe after 2005;

Market Share will be Quota free at that time. So Bangladesh will have to compete with

other company’s market share of different NGO sector.



Chapter 4 (Findings)

FINDINGS

A well-conceived recruitment and selection program can help your firm succeed. A

program structured with the company's strategy and objectives in mind has a high

probability of improving productivity and other goals and by the previous analysis we

have found that this company has an effective recruit and selection program.

By the previous analysis we have found some points. Such as:

• The company has a very good recruitment and selection program.

• Their recruitment and selection process is very effective.

• The top managers are responsible for the recruiting and selection employees.

• They evaluate each employee in a qualitative method, which is very good.

Problem Identification

The study also uncovers some problems. The learner's skills and knowledge are evaluated

before the recruiting and selection program. During the start of recruitment and selection,

candidates generally recognize it as a waste of resources because at most of the times

candidates are unaware of the objectives and learning outcomes of the program. Once

aware, they are asked to give their opinions on the methods used and whether those

methods confirm to the candidates preferences and learning style.

Lack of Time – The HR managers find that time demands do not allow them to

recruiting the employees.



Lack of expertise - In external recruiting there are huge lack of knowledge and

practical experience of the HR manager.

Lack of employee participation - Most of the time employees are not interested

about recruitment and selection.

Chapter 5 (Recommendation)

RECOMMENDATIONTo be successful, all recruitment and selection must receive support from the top

management as well as from the middle and supervisory levels of management. It is a

team effort and must implement by all members of the organization to be fully

successful.

From the analysis with the organization structure we have seen that its span of super

vision is too large. A number of departments report directly to the general manager. If thenumber were less the efficiency and productivity of the organization might be increased.

Quality control department should remain prompt always. So that it can maintain a

certain level of standard as per the market demand to capture the foreign market share it

should strive more.

As Concern faces some problems, the HR department needs to be more effective and

efficient in performing their activities.

A conceptual framework understood by all levels of concern should be developed.

Performance measurement system must provide intelligence for decision makers

rather than just compiling data.



Compensation rewards and recognition should be linked to performance

measurements.

Performance evaluation should be positive and not punitive.

Employees should be specific as to what is expected from them so that they directtheir efforts towards achieving those expectations.

Feedback on the evaluation should be provided to the employees so that

they can improve their performance.

Chapter 6 (Conclusion)

CONCLUSION

This research was conducted to understand the present condition of NGO sector in

Bangladesh. Beside this, another objective is to identify some problem related to Concern

Bangladesh. In this report, there are some recommendations regarding to the identified

problem. This might be valuable for the company to confiscate some of their problem.

Concern Bangladesh is one of the big organizations in Bangladesh. In late nineties,

considering the development of a strong civil society in Bangladesh as well as changing

role of international development agencies, it decided to move towards partnership

approach from direct implementation. Current program include Health and Nutrition,

Education, Disaster Mitigation, and Livelihood Security focus on poverty reduction and

on building the capacity of local communities, government organizations and non-

governmental partners, to increase the sustainability of program objectives and to reach

more people.

A company’s success is mostly depends on its effective Human resource planning. And

recruitment and selection is the most effective part of HRM. Recruitment and selection is

the framework for helping employees to recruit the best employee and select their

personal and organizational skills, knowledge, and abilities. The focus of all aspects of



Human Resource Development is on developing the most superior workforce so that the

organization and individual employees can accomplish their work goals in service to

customers.

Concern Worldwide, Bangladesh is a not for profit International Non-Governmental

Organization but a very big organization in Bangladesh. This organization is also very

important and influential. Human resource department is a basic part now days. So to run

concern, this department has a lot of activities to do.

REFERENCES

Literature Review:

Human Resource Management, Gary Dessler, Ninth Edition. Published

by Pearson Education (Singapore) Ptv. Ltd

Human Research Management, Gary Dessler, Sixth Edition, FISHER

SCHOENFELDT SHAW, Inc. Chapter – 06

External Links:

http://en.wikipedia.org/wiki/Concern_(Bangladesh)

http://en.wikipedia.org/wiki/Human_resource_management

http://managementhelp.org/hr_mgmnt/hr_mgmnt.htm

https://myleicester.le.ac.uk/portal/form.html?

form_id=6&sub=create&source=clms-

adwordsb&kw=human+resource+management




https://myleicester.le.ac.uk/portal/form.html?form_id=6&sub=create&source=clms-adwordsb&kw=human+resource+management











APPENDIX

Appendix (a):

Questionnaire on Training and Development of Square Textile Ltd

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