Md.

Shakilur Rahman
1326

HRM : NGO
(BD)

Journey of NGOs in
Bangladesh

Before 1971
After 1971 : welfare orientation in NGOs prolonged till
1974
In 1976 some NGOs modified their strategy and
administered their programmers and services to benefit
the poor
Voluntary Social Welfare Agencies (Registration and
control) Ordinance of 1961 : 13000 organizations

Journey of NGOs in
Bangladesh
Foreign Donation (Voluntary Activities) Regulation
Ordinance of 1978: 438 organizations
Roughly 600 are engaged in development activities

Classification of NGOs
Local NGO
National NGO
International NGO

Dr. David Korten analysis the evoluation of the NGOs

sector in Bangladesh within the framework of the four
Generation of NGOs
Ist Generation:NGOs put emphasis on relief and
rehabilitation work (1971-72)
2ndGeneration: Development efforts of NGOs are
aimed towards community development (1973-75) with
a number of sectoral activities.

 3rdGeneration: This is known as sustainable system

development where the NGOs extend the breath of
their programs, enormity sustainability through under
taking large-scale program, complementing the national
development system and involving various organization
and institutions.
4thGeneration: Which entirely depends on the
development phase of NGOs in realizing their vision of
society characterized by strong peoples movements.

Kajol Chandra Bashak

1348

Functions of NGOs
Micro-credit and Poverty alleviation
Education Programmed
Development of Agriculture
Standard of living
Communication Facilities
Building Organization of the poor

 Poverty Alleviation
Environment, health and population control
Improving the welfare of the disadvantaged
For example, such NGOs are OXFAM, BRAC, ASA, concerned with
poverty alleviation might provide needy people with the equipment and
skills they need to find food and clean drinking water.

Advantages Over Govt. Agencies

NGOs are administratively and financially stronger than a weak
government.
government lacks the technical or other skills required supporting the
process.
Where government wishes to support participatory development but
lacks the knowledge or capacity to be effective.
Where government is unable to coordinate the activities necessary to
support participatory projects.

Criticisms of NGOs
NGOs are taking funds from various donor agencies. Though they
operate within the legal framework of the country, in most cases they
are accountable to the donor agencies rather than Government of
Bangladesh
Political parties, particularly the; leftist parties, critics NGOs for
taking funds mostly from western donors and from the national
institutes of the capitalistic governments. Leftist parties argue that this
is one kind of patron-client relationship, which increases dependency
and hinders social revolution

 The most serious allegation against the NGOs is that in spite of

hundreds of NGOs working in Bangladesh for years together, yet the
reduction of poverty is not visible. Rather poverty is increasing day by
day while in the name of helping poor people the number of
millionaire is increasing every year
NGOs are taking fund from donor agencies for poverty alleviation
But they use 50% of their money for being luxury car 25% money for
employee salary 25% money they use for full fill their mission.
Some NGOs are related with politics, which is against law

Rajib Kumar Bashak

1335

HRM practice in NGO

The role of human resource as an integrating factor in
any of the industry or sector and it matters most when it
is related to the service sector like NGOs.
Effective HR Practices in Service Industries, highlighted
that building employee engagement is about building the
business. Moreover, it mirrored the parallels between
employee 6 engagement, quality of service and
therefore, customer engagement and returns for
business.

Adoption of effective human resource management

(HRM) practices in many local Non Governmental
Organizations (NGOs) is often low in the list of
management priority.
Successful NGOs are those that recognize the
significance of the human element on organizational
success and emphasize on their development,
satisfaction, commitment and motivation in order to
attain desired objectives.

Importance of HRM for NGOs

To collect volunteer & do recruitment & selection
Develop volunteer & employee
Maintaining competitive salary package
Effective HR practice improve the overall performance
of the organization
Employee involvement, collective bargaining system,
grievance management specially for field officers.

Md. Zahidul Islam

1340

Staff recruitment policy for NGO

In NGOs staff recruitment is mostly determined by the
availability of ongoing projects and how they have been
budgeted.
Recruitment can be done internally (through referrals or
inventories) or externally (through open job
advertisements or employment agencies).
In both cases, it is necessary to specify that a policy is in
place to manage these processes.

VOLUNTEER
Volunteers are individuals who work at NGO out of their
own choice or have been deputed at NGO by other
organizations. They will be assigned tasks from time to
time as deemed necessary by NGO. NGO will have a
limited contract with volunteers and will not provide any
compensation except under special conditions.

PERSONNEL RECRUITMENT
NGO believes in equal employment opportunity to each
individual, regardless of race, color, gender, religion, age,
sexual orientation, national or ethnic origin, disability,
marital status, veteran status, or any other
occupationally irrelevant condition. This policy applies to
recruitment and advertising; hiring and job assignment;
promotion, demotion and transfer; layoff or termination;
rates of pay and benefits; selection for training; and the
provision of any other human resources service.

Md. Habibur Rahman

1325

NOTICE OF VACANT OR NEW POSITIONS

It is the responsibility of the Board of Members to fill
vacant positions as well as new regular positions and new
temporary positions of a duration exceeding more than
six months. The Board must make sure that the positions
can be filled under the organizational budget.
Recruitment for a new or vacant position can be opened
to internal and external competition. For external
recruitment, positions in the professional category can be
advertised publicly through newspapers if they are
regular positions, or if there is a limited tendering process

INTERVIEW & SELECTION

As a general rule, a selection committee comprising of, at
least two members shall be assembled for filling all
positions.
The committee will go through the applications received,
retaining those that show the best qualifications. It will
evaluate each candidates application with the help of an
evaluation form created beforehand, containing welldefined criteria.
A list of the candidates chosen to be interviewed will be
shortlisted by the Selection Committee. The interviews
will serve to make a final choice and also to establish a

Extensive Training
Training is must for every NGO which is generally
organized by HR department. Training will be on the job
or off the job. As volunteers work for certain period,
organizing training session is almost a regular process for
NGOs.

Ullah Bhuiyan

Md. Asif
1358

CHALLENGES FACES NGOs IN HRM

Recruitment and Retention of Competent Staff
Inadequate Human Resource Policies or Procedures
Lack of Capacity to Manage a Diversity of Work Force
Mismatching of Employee Qualifications with Jobs or
Positions
Inadequate HR Management Skills among Supervisors

 Organization Program Strategies Affect Staffing

Inability to Offer and Provide Competitive Employee
Incentives and Benefits
Inadequate Performance Management Systems
Inadequate Career Development Opportunities

 Difficulties in Maintaining Balance between Employee

and Organization Needs
Lack Induction and Coaching Mechanisms for New
Employees
Presence of Leadership Gaps/Crisis
Inadequate or Clear Structures for Rewarding
Performance

Recommendations
Globally contemporary HR policy should be practiced
at local NGOs
More HR expert needed from our own country
HR management skills should be increased among
supervisors
There must be an alignment between organization
program and HR policy

 Career development program should be more fruitful

specially for local NGOs
Performance appraisal system should be more
comprehensive
More budget should be allocated for HR department
Conduct mentorship on HR Management on board
members and project managers

 Outsourcing HR functions
Conducting periodic organizational HR assessments
Develop management and leadership succession plan
Develop internal organization culture
The NGO world is continuously evolving and is becoming
an industry to be recognized as the change frontier in
economic and social development in the country and with
the right people its bound to achieve success.