Human Resource Management Critical Essay Example

HR department of most private dairy farms is primarily involved in recruitment and selection services. On the other hand, the state-owned dairy farm Milk Vita does not have a dedicated Human Resource department. Instead, the selection procedure is carried out by higher officials within the organization. Worker level recruitment at Milk Vita is mostly done through references and lacks a formal and structured interview process.

Our research found that the recruitment process in Milk Vita, a state-owned dairy company, lacks transparency completely. The turnover rate for officer level positions is almost non-existent due to their highly secure and relaxed nature. To address this issue, we have proposed a Human Resource model specifically tailored for these dairy farms. This model highlights the importance of unbiasedness, responsiveness, activeness, and monitoring. We have advised them to implement Strategic Human Resource Management (SHRM) to effectively tackle the current challenges they face. Additionally, we have provided them with an HR paradigm to help achieve organizational goals in a more responsive way. This introduction lays the foundation for our discoveries and recommendations.

Dairying is an essential component of mixed farming systems in Bangladesh, providing income, reducing poverty, and ensuring access to animal protein. Livestock, particularly dairy farming, plays a significant role in generating income. (Miyan 1996) Despite the high demand for fresh dairy products in Bangladesh, the country still imports approximately 40 percent of its milk consumption. This presents a favorable chance for dairy farmers to expand their operations and meet the local demand for milk. The growth of dairy businesses has been observed periodically.

Both men and women in rural Bangladesh are crucial for agricultural and economic

productivity, specifically in dairy companies. It is especially praiseworthy that rural women actively participate in these firms. The country widely accepts the milk produced by these dairy companies. Nevertheless, there exist various challenges regarding dairy cattle production, such as insufficient availability of high-quality feeds and fodder, inadequate cattle breeds, ineffective management methods, limited veterinary care accessibility, and disorganized marketing systems. Additionally, there is a lack of institutional support, research opportunities, and training programs aimed at enhancing the farming environment.

Proper implementation of Human resource management can partially solve this issue, according to M. Saadullah. Numerous private dairy firms have emerged to address the demand for dairy information. However, in Bangladesh, the government only owns one dairy firm known as Milk Vita. This large-scale dairy farm faces difficulties due to the lack of effective strategies and policies. Nevertheless, a significant portion of consumers continue to heavily depend on this institution, primarily because of its diverse product offerings and competitive prices compared to the market.

Human resource management (HRM) encompasses a range of policies and practices pertaining to the management of human resources (HR). This includes activities such as human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations (Dessler, 2007). In addition to these operational aspects, HRM also incorporates policies, practices and systems that influence the behavior, attitude and performance of employees (Noe et al., 2007).

The HR planning in Bangladesh is gradually advancing by addressing important issues and implementing policies, practices, and processes. HR strategies are crucial for setting organizational objectives and understanding stakeholder needs. Moreover, these strategies are developed to align with the

company's mission and vision. Human resource planning plays a vital role in modern organizations as it greatly influences their success by placing suitable individuals in suitable positions.

The importance of human resource management has increased in organizations worldwide, including Bangladesh. The implementation of HRM is now being practiced in Bangladesh, both theoretically and practically. Theorists and practitioners emphasize the need for efficient and effective Human Resources Planning to ensure proper utilization of resources. In the context of Bangladesh, HRM planning demonstrates the logical relationships between different aspects of HRM and highlights the significance of integrating them within the organization's overall framework.

In Bangladesh, the focus of human resource studies is mainly on the changing positions of subsidiaries and their relationship with HRM practices. Research on HR practices in developing and emerging economies, despite the focus of multinationals on these regions, is still limited. However, the findings from these studies can be utilized by academics and HRM practitioners in Bangladesh to stimulate further research and policy initiatives (Monowar Mahmood).

In general, HRM planning in Bangladesh involves various techniques such as recruitment and selection (R&S), training, promotion, employee compensation, performance appraisal, transfer and posting, grievances, diversity management, employee testing and selection, and establishing strategic pay plans (Billah, 2009).

The adoption of strategic human resource management (SHRM) practices and cultures is common in Bangladesh. It is assumed that organizations develop their own distinct culture that is independent of national and industry contexts (Billah, 2009).

Thus, the potential impact of external environmental factors on organizational culture is overlooked. However, some researchers and scholars have raised doubts about the accuracy and dependability of research on national culture-SHRM practices. (Peter

K’Obonyo) In general, Human Resource practice in Bangladesh has definitely improved compared to the past. Previously, the role of Human Resource was focused on hiring and firing in Bangladeshi organizations. Recently, it has expanded to encompass more responsibilities.

The situation has changed, with a greater focus on specific sections of human resource management such as employee motivation, employee development, employee retention, and facilitating organizational development initiatives. This shift is seen as a value-added service in Bangladesh, where Human Resource is now contributing to the achievement of organizational goals. As a result, most organizations in Bangladesh have introduced a Human Resource department, aiming for a brighter future and the welfare of the organization. This is in line with Bangladeshi national and corporate culture, societal norms, and values.

Bangladesh is the most densely populated country in the world, with a population density of approximately 2,640 persons per square mile. In an area of 55,813 square miles, about 15.5 million people reside. The Bengali population makes up the majority at 98 percent, while tribal or non-Bengali groups constitute the remaining 2 percent. Muslims account for around 83 percent of the population, Hindus make up 16 percent, and the remaining 1 percent follow Buddhist, Christian, or other religions. Additionally, Bangladesh experiences a high annual population growth rate of about 2 percent.