Introduction
Human resource development (HRD) policies concern the quality of
the labor force and the regulation of the labor market. High-quality
sequentially is known as a do the job in important and even advanced schooling,
schooling software additionally, the overall health of the population. The quality and adaptability of
the labor force is a key driver in creating a favorable environment for both
domestic and foreign enterprises to grow through new investment and to adapt
quickly to changing circumstances. Their relative roles and the overall
importance of HRD depend on individual country circumstances, particularly the
economic structure.
Even more important than these individual HRD policies is the
interaction among them. Attempts to boost workforce skills through vocational
training without considering their interaction with basic educational
attainment or flanking labor market policies are likely to be ineffective.
Human resource development requires a comprehensive strategy that takes full
account of the linkages between, for example, improved population health on
educational attainment and, depending on employment policies, on labor
productivity.
Definition:
Human Resource Development is a process for developing and
unleashing human expertise through organization development and personnel
training and development for the purpose of improving performance. It includes such opportunities as employee training, employee career
development, performance management and
development, coaching, mentoring, succession planning, key
employee identification, tuition assistance, and organization development.
Literature Review:
"Human Resource Development is any process or activity that, either initially or over the long term, has the potential to develop adults’ work-based knowledge, expertise, productivity, and satisfaction, whether for personal or group/team gain, or for the benefit of an organization, community, nation, or, ultimately, the whole of humanity” (McLean & McLean, 2000).
Human resources constitute the ultimate basis for the wealth of nations. Capital and natural resources are passive factors of production; human beings are the active agents who accumulate capital, exploit natural resources, build social, economic and political organization, and carry forward national development. Clearly, a country which is unable to develop the skills and knowledge of its people and utilize them effectively in the national economy will be unable to develop anything else (Harrison, 1973, p.3).
1. Training
and Development: Training typically involves
providing employees the knowledge and skills needed to do a particular task or
job. It focuses on changing or improving the knowledge, skills, attitudes of
individuals and other points.
i. Improvement
Education and Knowledge: Education is the key to
socio-economic development of a nation. It is also considered as one of the
principal strategies of poverty alleviation and human resources
development. There are sixty-two education development projects they have
been allocated Tk.95667.00 lacs under the Annual Development Program in the
current financial year 2001-2002. An allocation of TK. 94287.00 lacs is for
investment projects and TK. 1380.00 lacs are for technical assistance and
self-financed projects.
Male-Female Enrolment at Primary Level
(2000-2013) (In Lakh)
Year
|
Total
|
Boys (%)
|
Girls (%)
|
2000
|
176.68
|
90.33
(51.1)
|
86.35
(48.9)
|
2001
|
176.59
|
89.90
(51.0)
|
86.69
(49.0)
|
2002
|
175.62
|
88.42
(50.3)
|
87.20
(49.7)
|
2003
|
184.31
|
93.59
(50.8)
|
90.72
(49.2)
|
2004
|
179.53
|
90.47
(50.4)
|
89.06
(49.6)
|
2005
|
162.25
|
80.91
(49.87)
|
81.34
(50.13)
|
2006
|
163.86
|
81.29
(49.62)
|
82.56
(50.38)
|
2007
|
163.13
|
80.35
(49.26)
|
82.78
(50.74)
|
2008
|
167.49
|
83.25
(49.70)
|
84.24
(50.30)
|
2009
|
165.39
|
82.41
(49.83)
|
82.98
( 50.17)
|
2010
|
169.58
|
83.95
(49.50)
|
85.63
(50.50)
|
2011
|
184.32
|
91.39
(49.60)
|
92.93
(50.40)
|
2012
|
190.03
|
94.63
(49.80)
|
95.40
(50.20)
|
2013
|
195.85
|
97.81
(49.94)
|
98.04
(50.06)
|
Source: Ministry of Primary and Mass Education
ii. Skill and
Technical Training: The need for skilled and technical workers
remains high. Bangladesh employers often express concern that many young adults
are graduating from schools lacking the skills needed to perform current jobs.
Computer training typically involves either introductory or applications
training. Quality and team-training programs are typically part of a larger
quality improvement agenda and may include training needed for the
organization.
iii. Development
in Higher Education: Higher education is very important as Bangladesh as
developing countries. Most students are lost their study for opportunity.
Bangladesh government has set up 6 new universities namely University of
Professionals in Dhaka, Begum Rokeya University in Rangpur, Science and
Technology University in Pabna, Science and Technology University in Gopalganj,
Barisal University, and Maritime University in Chittagong.
iv. Quality
of Trainer: In Bangladesh most of the teachers are using traditional methods
and working from old scripts that are not up-to-date with current thinking. Students
have recently begun to question the quality of instruction and this is
providing some motivation for the development of stronger teacher
education programs.
v. Employee
development: New employees face many challenges when joining an
organization. They must learn the skills and behaviors necessary to perform
their jobs effectively.
vi. Management
Training and development: Management development is
one of the most widely offered and important forms of HRD. It should be
deliberate, long-term oriented, specific to an organization, and tied to the
organization’s strategic plan.
2. Organization
development: Organization development (OD) is a process used
to enhance the effectiveness of an organization and the well-being of its
members through planned interventions.
i. Organizational
Planning: The organizational planning process of the organizational
management structure is the first step for management. It is an organization's immediate
and long-term goal and objectives, and formulating
and monitoring specific strategies to achieve them.
ii. Organizational
Management: The
organizational management of a business needs to be able to make decisions and
resolve issues in order to be
both effective and
beneficial. Managers allocate responsibilities to various team members
according to the skills, labor hours and job definition of each employee.
Strongly the primary management team and allows each department within a
company to work more efficiently.
3. Career
Development: Career development is the ongoing process by which individual
progress, learning and work. It involves developing the skills and knowledge
that enable individual to plan and make informed decisions about education,
training and career choices. Career development involves two distinct
processes: career planning and career management.
i. Career
Planning: Involves activities performed by an individual, often with the
assistance of counselors and others, to assess his or her skills and abilities
in order to establish a realistic career plan.
ii. Career
Management: Involves taking the necessary steps to achieve that plan, and
generally focuses more on what an organization can do to foster employee career
development.
4. Assurance
Nutrition, Foods and Health Service: One of
several uses in the National Nutrition Services (NNS) should be to develop
recognition one of several men and women for the balanced style of living this
means personalized proper care, adjust for you to appropriate food choices
behavior, mental and intellectual order etc. The Ministry of Health and Family
Welfare has been working to prevent and control malnutrition and to reduce
child and maternal deaths.
Everybody knows that a labor sells his labor for some monetary
gain. Food problem is a serious one, and in Bangladesh sustaining food supply
to increasing population is a major challenge. Recent research reveals that the
present world is not a food–surplus one, but a food-deficit one, due to climate
change, population increase and decline cultivable land. So controlling child
birth and increase to food production.
Everybody needs to health service because a sound body to help for
work and women give birth a healthy child it will be an asset for a country.
5. Development
in private sector: In order to reduce the
economic problem in the education sector, private sector education is being
encouraged. A large number of schools, colleges, madrasahs, and universities
have been established in the private sector in Bangladesh.
6. Labor
Specialization: Everybody study is not only learn but also do something for money.
They want to job as much as possible for their by skill, knowledge and labor
activities. Labor specialization is most important for Bangladesh, completed
graduation and post-graduation students has gone to abroad because here has no
vacancy for their.
7. Human
Performance Technology: Technologies to support of
learning (Multimedia, Internet, Computerized program, and other audiovisual
devices) are almost absent in Bangladesh. This lack of facilities
constrains the development of HRD programs.
Recommendation:
1. Increasing budget for human
resource development
2. Standard quality of
teachers appointing in primary schools, colleges and university.
3. Ensure fundamental demand
of Bangladeshi people
4. Improvement female
education and empowerment
5. To
develop valuable and salable skills
6. To
develop institutional infrastructure
7. Improvement
more creativity of educational system to PSC, JSC, SSC, HSC, and university
education.
8. To
improve exporting basics industry establish and labor jobs here.
9. Subsidy
for computer equipment and internet.
10. Stopped
corruption, opportunity for jobs without relative good
will.
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