Internship Report
On
Forecasting HR Needs and Planning
A Study on Brac
Submitted by
Profile of BRAC
1.1 Vision
A world free from all forms of exploitation and discrimination where everyone has the opportunity to realize their potential.
1.2 Mission statement
Our mission is to empower people and communities in situations of poverty, illiteracy, disease, and social injustice. Our interventions aim to achieve large scale, positive changes through economic and social programs that enable men and women to realize their potential.
1.3Values
Innovation
Integrity
Inclusiveness
Effectiveness
1.4 Objective of BRAC
Poverty reduction program’s undertaken so far have bypassed many of the poorest. In this context one of BRAC`s main focuses is the ultra poor.
Given that development is a complex process requiring a strong dedication tp learning, sharing of knowledge and being responsive to the needs of the poor, BRAC places a strong emphasis on their organizational development, simultaneously engaging itself in the process of capacity building on a national scale to accelerate societal emancipation.
The fulfillment of the BRAC`s mission requires the contribution of competent professional committed to the goals and values of BARC, BRAC therefore, foster the development of the human potential of the members of the organization and those they serve.
In order to achieve its goal, wherever necessary BRAC welcomes partnership with the community, like-minded organizations, governmental institutions, the private sector and development partners both at home and abroad
1.5About the company
BRAC, a national, private organization, started as an almost entirely donor funded, small-scale relief and rehabilitation project initiated by Fazle Hasan Abed to help the country overcome the devastation and trauma of the liberation war and focused on resetting refugees returning from India. Today, BRAC has emerged as an independent, virtually self-financed paradigm in sustainable human development. It on of the largest southern development organizations employing 97, 192 people, with 61% woman, and working with the twin objectives of poverty alleviation and empowerment of the poor.
1.6 BRAC profile at glance
1.6.1 Program Coverage
Districts64
Upazila/ Thana480
Villages68480
Urban Slums4378
Population covered100 Million
1.6.2 Development programs
Village Organizations142117
Membership- Total4858763
-Female4727286
-Male131477
Loan disbursement- Year 2004Tk.25902 Million
Loan outstandingTk.14630 Million
Repayment Rate98.74%
Members’ SavingsTk.7657 Million
Currently Enrolled in BRAC school1.50 Million
Graduate (Till to date)2.8 Million
Legal literacy – Courses held106241
- Learners Completed2473361
Population Coverage of health program
-Essential health cares31 Million
-Tuberculosis control program82 Million
-National nutrition program13 Million
1.6.3 Commercial Enterprises
Aarong shops8
Printing press1
Dairy and Food project1
1.6.4 Job Creation
Poultry1698165
Livestock470778
Agriculture847574
Social Forestry75050
Fisheries277230
Sericulture19060
Horticulture179031
Handicraft Producers15223
Small Enterprises136159
Small Traders2635212
Total6353482
1.6.5 Human Resources
Staff32652
School teachers65412
Community health volunteers29736
Community health workers2284
Poultry workers50805
Community Nutrition workers11988
Nutrition woman members119658
1.6.6 Program Infrastructure
Regional Offices137
Area Offices498
Team Offices1172
Training center19
Health center 48
Diagnostic Laboratories51
School –BRAC Primary31619
-Pre –primary16019
Gono kendra (Union Libraries)878
Kishori Kendra8811
Handicraft production center285
Limb and brace center1
1.6.7 Annual Expenditure
YearAmountDonor Contribution (%)
1998Tk. 6283 Million32%
US $ 130 Million
1999Tk. 7708 Million30%
US $ 148 Million
2000Tk. 8024 Million21%
US $ 152 Million
2001Tk. 8135 Million21%
US $ 153 Million
2002Tk. 9258 Million20%
US $ 161 Million
2003Tk. 11471 Million20%
US $ 196 Million
2004Tk. 14487 Million23%
US $ 245 Million
1.6.8 Program support enterprises
NameNo.Capacity (Annual)
Poultry firms & Hatcheries 613.5 million Chicks
Feed mills340000 MT
Prawn hatcheries815 Million post larvae
Fish Hatcheries45000 Kg fish spawn
Seed processing centers23500 MT
Seed production farms235200 MT
Sericulture
-Silk Reeling centers315 MT
-Grain ages122.0 Million dft
Nurseries2421.5 Million saplings
Bull station1125000 doses
Iodized salt Industry180000 MT
1.6.9 Related companies/ Institution
BRAC Industries Ltd.Cold storage
BRAC BDMail Network Ltd.Internet Service Provider
BRAC Services Ltd.Hospitality
Delta BRAC Housing finance corporationLand and Housing
BRACUniversityTertiary Education
BRAC Banksmall & medium
Finance & Banking
BRAC Tea companies Tea plantation & production
Documental TM Ltd.Software
1.6.10 BRAC Afghanistan
Working Areas 94 District Offices under
17 Provinces
Community school and studies83 with 2753 Student
Accelerated learning project (ALP)73000 students
Fixed health clinics23
Village organizations3689 with 72804 members
Loan DisbursementUS $ 7485904
National solidarity program20 districts
Agriculture19 districts
Training & Resource center2 inKabul
- Introduction:
Human resources planning is very much important for every business organization. In international business sector it is more important now a days. It is now very competitive business world. So in this time if any time one to existed and run this competitive business world they needed some new rules and apply some innovative idea and get delivery better items which help them to be best in this world. Human resources planning are one type of department, which is the modern world’s contribution. It is very important department of an organization. They act an important role in the business organization. It helps the organization to run perfectly and help to achieve the organization goal. Naturally human progressing themselves day by day. They make any work broken down and divided it into small and small job, which helps to do the work more effective. They achieve and hold new invention of this world. When we heard these words of “Human resources planning naturally we think that it is related with human activities. And try to come out their new policy to implicate their own goal and to maintain and make a good relation with others organization. Which is most necessary to stay this competitive business world and to be popular in the business society.
2.1 Rationale of the Study
Company have adopted multiple approaches to retain valued talent, including financial incentives, career plans, mentorship programs, and flexible work arrangements, and they place great emphasis on diversity and work life balance in order to compete for the best talent and retain high potential employees. So, this report has been very helpful concerning the process of HR planning.
2.2 Statement of the Problems
The specific questions that were answered by the study were:
- The HR planning of BRAC
- The recruitment and selection process of BRAC
- The training & development, compensation & benefits of BRAC
2.3 Scope and Delimitation of the Study
This project did not cover all the function of Human resources that followed in BRAC.
- The report relied heavily on the personal judgment and observation.
- This report is limited to Dhaka corporate office only.
Salary Administration is the most sensitive part of an organization so that this issue was not covered in this report.
Due to confidentiality of information in the organization it is difficult to get full featured information.
2 months’ time period is very short to study on BRAC.
2.4 Objectives of the Study
1.Broad/General Objective:Our objective of the study is to know about the organization and its present activities. Through the study we will try to learn about organization’s policy, procedures, objective, strategic, objectives for its competitive advantage. Beside this we will know how the organization structure is formed.
2.Specific Objectives:
To find out the different strategy on HRM.
To evaluate the implementation process of the strategic HRM.
To evaluate the overall working environment of BRAC.
To have an idea the implementation Technique of HRM function.
To Evaluate the HRM practice procedure of BRAC.
To have a practical exposure.
Methodology of the Study
Methods of data collection
To satisfy our objectives requires information from some sources. To the best of our capability we collect data through personal conversation with executives, stuffs, besides this inquires into different type of magazines, published books. Furthermore to know more about we have collected information from the output users.
1. Primary data collection
2. Secondary data collection
1. Primary data collection: Primary data have been collected through interviews with concerned authority of the selected organization. Some data also have been collected through observations.
2. Secondary data collection: Secondary data are very much available in these regard brochures, catalogs, officials’ records of designated organization and other ISPs information as secondary data in this study.
1.1 What is HR?
Human resources (HR) are the people who are ready, willing, and able to contribute to an organizations success.
Human resources (HR): Hiring activities, including recruitment, interviewing, training, layoff planning, including out placement, and counseling.
Human resources (HR) segment contains the full set of capabilities needed to manager, schedule. Pay, and hire the people who make a company run. It includes payroll, benefits and ministration, applicant data administration, personal development planning, workforce planning, schedule and shift planning, time management, and travel expense accounting.
1.2 What do you mean by Human Resources Planning?
Human Resource Planning is a process of deciding in advance what is to be done in future regarding human resource of an organization. It deals with the activities and steps to be taken in regard to demand for and supply of human resources as well as their proper utilization.
Human Resource Planning includes the determination of existing human resource needs and finding out the ways of the human resource to be needed for the organization. That is Human Resource Planning is a blue print of existing human resources and required number of human resources in future.
Human resource planning is the key between a firm’s strategic plan and its overall human resource management function. The human resource plan is a projection of how the fire plan acquires and utilizes human resource.
Human resource planning is the sum total of the plan formulated for the recruiting, screening, compensation, training, job designing, and work rules of an organization’s human resource. It is a process deigned to translate the corporate plans and objective into future quantitative and qualitative employment requirement, together with plans to fulfill that requirement.
1.3 Definition of Human Resource Planning?
1. Robbins(1998) defines HRP as “The process by which an organization ensures that it has the right number and kind of people at the places, at the right time, capable of effectively and efficiently completing these tasks that will help the organization achieve its overall objectives.”
2.According to Tripathi “Human resource planning may be defined as a strategy for the procurement, development, allocation, and utilization of an enterprise’s human resources”.
3. In the words of Coleman Bruce, “HRP is the process of determining manpower requirements and the means of meeting those requirements in order to carry out the integrated plan of the organization.”
4.According to William F. Glueck, “Human resource planning is the process by which management attempts to provide human resources to achieve organization objectives”.
It then translates the organization’s objective and plans into number of people needed to meet those activities. Through planning management makes balance between demand for and supply of right number and kind’s people at the right time. It is a supply and demand calculation. Manpower is an asset; it is asset which appreciates- which grows over day by day. Machines depreciate as time goes on.
By consulting the above definitions, we can get some elements of HRP. These elements are listed in the following points:
1. Establishing and recognizing the future jobs requirements.
2. Identifying deficiency in terms of quantity
3. Identifying deficiency in terms of quality and specification
4. Identifying the sources of right type of man
5. Developing the available manpower and
6.ensuring the effective utilization of work force.
A manpower plan must be a set of two plans: a manpower demand plan and manpower supply plan.
1.4Why adopt HR Policies?
Every organization should have human resource policies as they ensure the following benefits.
1. The work involved in formulating human resource policies requires that the management give deep thought to the basic needs of both the organization and the employees the management must examine its basic convictions as well as give full consideration to the prevailing practices in other organizations.
2. Established human resource policies ensure consistent treatment of all human resource throughout the organization. Therefore favoritism and discrimination are minimized.
3. Continuity of action issued even though top management human resource change. The manager of a company may possess a very sound human resource management philosophy. The tenure of office of any manger is finite. But the organization continues. Policies promote stability.
4. Sound human resource polices help resolve intrapersonal, interpersonal and inters group conflicts.
5. Human resource polices serve as a standard of performance. Actual results can be compared with the policy to determine how well the members of the organization are living up to the professed intentions.
1.5 Benefits of Human Resource Planning.
By formulating a well-conceived HRP, some benefits can be accrued by the organization as well as by the human resource management. These benefits can be summarized in the following points:
1. Better view of business decision: Upper management has a better view of the human resource dimensions of business decisions.
2. Minimum cost: HR costs may be lower because management can anticipate imbalances before they become unmanageable and expensive.
3. Anticipated talent: More time is available to locate talent because needs are anticipated and identifies before the actual staffing is required.
4. Management development: Proper HRP can ensure the development of managers through proper training programs.
5. Improved utilization: HRP improve the methods of Utilization of human resource of an organization.
6. Economy in hiring: Effective HRP can set a system of hiring human resource for the organization with minimum cost and efforts.
7. Information base: HRP helps in expanding the human resource management information base to assist other human resource activities and other organization units.
8. Coordination: Coordination of different human resource management programs and activities is possible with the help of a well-established human resource planning.
9. Technological change: Rapid technological changes make human resource planning more important as the demand for new skills is increasing.
10. Reduction of wastage: Proper manpower policy will reduce wastage rate. There are two of wastage – a. voluntary(marriage, pregnancy, immigration, early retirement) and b. incidental( death, retirement and dismissal).
11. Corporate asset: Manpower planning stresses the value of human resource as corporate assets.
12. Gradual growth: Interest in manpower planning is increasing because the size of the organization is gradually increasing.
If human resource manager makes a good plan all activities are expected to be performed timely and properly and then organization may be benefited in many wags.
1.6Human Resource Planning Method.
There are four methods of formulating human resource planning. These methods are used to determine the requirements of personnel. By using these methods, human resource planning unit can formulate an effective human resource plan for the organization.
1. Annual estimate of expected vacancies: By using this method requirements of human resource for the whole year can be estimated. Thus organization can also make necessary arrangement for procuring suitable human resources.
2. Long range estimate of expected vacancies: This method helps the human resource manager to make a long range estimate of human resources for the next few years(usually for more than 3 years).
3. Man specification requirements: By resorting the third method of human resources planning, human resources needs can be specified for the departments. Not only that human resource with specific qualification can also be identified by this method.
4. Job requirements: Every job requires separate type of human resource for proper functioning. This method helps HRP unit/manager in determining job requirement for the organization.
Human resource manager will examine the organizational structure regularly to anticipate its manpower requirements. A job analysis must be made to know the requirements of a particular job.
1.7 Components of Human Resource Planning.
Human resource planning has several components. Anthony and his associates have identified three component of HRP. These components can help the human resource planner to know the nature of economic forces available in the business and industrial area, latest position of demand and supply of labor in the market and lastly possibility of skills change and shortage or surplus of human resources. In the following paragraphs these three components are briefly discussed:
1. Economic forces
2. The labor market
3. Skill change and human resources shortage
1. Economic forces: National employment and economic policy planning influence human resource planning. National economic policy planning set the stage for national policy in training and education and level of economic activity though monetary and fiscal policy.
2. The labor market: Labor market is the pool of qualified applicants from which a company can line. The relationship between organizations goes requirements and the available pool of skill and abilities is typically viewed by manager is as a sequential process whereby the organization first establishes the best goes structure in terms of job content and task assignments determine each goes worth in the production process and proceed to hire develop is a resources that retch this requirement.
3. Skill change and personnel shortage: Change in the labor market have led in skill shortages as well as over supply. When the human resources educational skill min differ significantly from one skill required by employers, personnel shortage develop. Employment have to be open but cannot find people with the skill needed. Many people who want goes are not hired because they do not have skill demanded.
1.8 Human Resource Planning Model.
Human resource planning model organizations are more or less formulated up to the mark. They do not usually follow the model of process developed in the foreign countries. Human resource planning model can be proposed for Bangladeshi organization, which can be glanced in following diagram:
1. Mission
2. Objective and goal
3. Policy and Strategy
4. Organization Structure
5. Manpower
6. Follow up
1.Mission: Every organization should set it mission to improve the Human resource to reach the mission.