Midterm Assignment, HRM518.1/5185.

1 (TWF)
Your Student ID: 2021010005015
Your Name: Kazi Shafikull Islam
Instructions: Both of the questions contain equal marks of 15. The total marks for the exam are 30. Emphasize the quality
of the writing, not quantity. Calibri font is used. Font size is 11, with single spacing as line spacing. Do not change the text
formatting.

1. Assume that Bangladesh Cricket Board is going to fire the present coach. They want to hire a new coach for
the national cricket team. Therefore, the management needs to prepare job descriptions and job specifications
for the new coach. They want their new coach to take additional responsibilities for coaching not only the
national team, but he will also instruct some selected talents. Now, suppose, you are tasked with making the job
description and job specification for the position of coach of the Bangladesh National Cricket Team. You need to
pinpoint the exact roles of the Coach, as the accomplishment of his tasks will be vital to the team's future.
Prepare the job description and job specification for the position of Coach of the Bangladesh National Cricket
Team.
Answer:
Job Description
Bangladesh Cricket Board (BCB), previously known as the Bangladesh Cricket Control Board, is the main
governing body of cricket in Bangladesh. BCB became a full member of the International Cricket Council on 26
June 2000. The Board is responsible for the operation and development of cricket, maintenance of venues, and
selection for the national team.
The Board has its headquarters in Dhaka which is located within the recreational heart of the city, in the
complex of spectacular Sher-e-Bangla National Cricket Stadium.
The Bangladesh Cricket Board (BCB) is a high profile national sports organization responsible for governing the
game of cricket in Bangladesh. Keeping in line with its international standing the BCB is seeking applications
from qualified individual(s) for the following positions for immediate appointment:
Position: Head Coach-Bangladesh National Cricket Team
Core responsibilities include:
 Leading the coaching team in planning, training, managing and implementing an annual coaching plan
for the Bangladesh National Cricket Team.
 Lead the coaching team in completing the BCB’s standard performanceappraisal forms in writing for indi
vidual cricketers. These forms will take into account the cricketer’s performance during the season
and the results of standard fitness tests conduct during the season.
 Establishing a suitable individual training plan for each of the national team players aiming to enhance
their capacity, performance, consistency, and team spirit.
 Setting goals and deadlines for the players in line with long term objective of the team.
 Motivating the players and assisting them in reaching their optimum performance.
 Coordinating and liaising with the medical advisors to assist in the management, treatment, and
prevention of injuries within the national cricket program.
 Monitoring and evaluating his own coaching as well as the national team’s performance(s) using Video
analysis, SWOT analysis and “Lessons Learned” sessions for all major games and tournaments.
 Giving written report after end of all international series and tournament.
 Contribute to the BCB Cricket development strategy and work effectively with and contribute to the
Cricket Management and Coaching Group (CMCG) at BCB to generate ideas, execute plans and
collaborate so shared goal are achieved.
 Maintaining the highest level of confidentiality in matters sensitive to the BCB’s operational activities.
Midterm Assignment, HRM518.1/5185.1 (TWF)
 Following the BCB’s Professional Standards and Code of Ethics on all areas of the role.
Additional responsibilities include:

 Responsible for planning & developing a world class talent identification, development and
management system to produce players capable of sustained success at the International level.
 Provide specialist coaching, mentoring and leadership to the High Performance raw talent in the
country.
 Collaborate on the development of long term planning (IPP’s) with High Performance Coaching staff
aimed at improving the performance of each individual talented players physical, technical, tactical and
mental skill.
This job profile is not an extensive or definitive list of all possible job responsibilities. These may evolve
considering business needs and at the direction of the Leadership Team.
Job specification
Skills/Experience:
Essential
 Minimum ICC Level 4 Coaching Qualification.
 Demonstrable success as a cricket coach at Domestic and/or International level.
 Experience of coaching in professional cricket.
 Minimum of 7 years’ coaching experience, preferably with ICC Full Member(s).
 Should have experience as Head Coach of a Full Member for minimum 2 years or Head Coach of an Asso
ciate Member/international leagues/First Class Teams/National A Team, for minimum 5 years.
 Ability to motivate and influence professional cricketers, coaches and teams.
 Resilience and energy to operate in a challenging and high profile working environment.
 Proven ability to operate with professionalism and integrity in challenging situations.
 Exceptional planning, co‐ordination and organizational skills.
 Self‐motivated with the ability to work independently or as part of a team.
 High level interpersonal, written, and verbal communication and influencing skills.
 Strong disciplinary skills.
 Have computer literacy / IT knowledge with ability to operate cricket coaching software
packages.
Desirable:

 Having experience in working in ICC Full Member(s) subcontinent Teams.

 Minimum of 2 years’ experience of leading a high performance Program in professional cricket.
 Sports Science and Medicine professional qualification
Submission Guidelines: E-mail CV and covering letter addressed to Chief Executive Officer, Bangladesh Cricket
Board, Sher-e-Bangla National Cricket Stadium, Mirpur, Dhaka 1216 on or before 5th September, 2021.
Interviews are planned to take place over the fortnight commencing 25th September 2021.
Midterm Assignment, HRM518.1/5185.1 (TWF)
2. While recruiting fresh graduates, many organizations provide opportunities to only graduates of selected
universities. Moreover, sometimes they impose restrictions on CGPA too, like if you have a CGPA of less than
3.00 then you should not apply. Do you think this is a proper practice in the context of Bangladesh? Write
assuming you are the policymaker of that particular firm and you need to make a policy on the minimum
academic requirements for eligibility to apply for recruitment purposes.
Answer: Yes I am, in the context of present job market of Bangladesh I support this practice. Presently in
Bangladesh a huge number of young people are coming to career race every day with higher degree. But our job
market is small compare to our population. So in every jab circular there is gigantic number of application
comes. It is really hard task to pick right person for any employer from that gigantic number. so if they impose
minimum CGPA requirement to minimize he application number, and ease to find out the appropriate
candidate. So CGPA is a factor for short-listing candidates from the primary pool of applicants. The fact is that
CGPA often works as the first parameter when applying or being considered for a job. This is not because it
presents a comprehensive idea of the candidate's skills to the employer, but to shorten the list of applications.
Mostly, during job interviews it has been observed that if a student graduates with a minimal or low CGPA to
meet the circular pre-requisite, employers tend to focus on their skills instead of their grades.
Nowadays, employers/corporations look for skills, qualities and experience; attributes that aren't always
captured by one's CGPA. In other words, CGPA may get anyone to the door, but it is not going to close the deal.
There are other important factors — creativity, interpersonal skills, critical thinking, team spirit, decision making
skills, and presentation and communication ability— that are likely to be far more relevant than the grades
received in student life.
Moreover, I believe low CGPA does not mean low capability but it surly does low sincerity. If an individual
couldn't be sincere to his studies, how will he be sincere to the job? However, I think cutoff CGPA should be
different as per sector of the job, types of job and passion of the job. As example in an educational institute
there are so many position of the job, Like Teaching, Lab instructor, Accounts, Marketing etc. Here, for Teacher
recruitment the cut off CGPA for application should be 3.50 or higher, but for lab instructor, cut minimum CGPA
for applies should be lower CGPA 3.20, because in this post practical skill is much more acceptable. Other hand
for accounts department cut off should be 3.00 and for marketing department it can be 2.50 because marketing
jobs inter personal skills and communicating skills are more important. In addition, in the sector of technical jobs
minimum CGPA requirement should be lower than compare to other jobs as the technical ability and skills are
very important for technical job.
Therefore, as a policy maker in my firm I will prefer a cut off CGPA in circular as per the job description that
specific department. Moreover, I advice to our recruitment department, during job interviews if a contender
with a minimal or low CGPA to meet the circular pre-requisite, we should more tend to focus on their skills
instead of their grades. All the candidate will be treated same after meeting the minimum CGPA requirement. It
is important to balance CGPA and efficiency. Often we spend too much time on one or the other and don’t pay
much attention to the other. But both are very important to pick up the appropriate Candidate. So in the
context of Bangladesh, if we want to get best resources from market we should keep a balance between skill
and result. Whatever the CGPA (after meeting cutoff CGPA), we should consider the hard and soft skills as well
as co-curricular activities of the candidate that are compatible with the industry.