Ahasanullah University of Science

and Technology (AUST)

Internship Report

On

HR Consultancy in Bangladesh: Practices of Lighthouse Bangladesh

Khan Md. Masrur Sanusi
ID No. 160202028
Program: BBA
Major: Human Resource Management
 Internship Report
On
HR Consultancy in Bangladesh: Practices of Lighthouse Bangladesh

Submitted to

Mr. Salman Salem Shinwary

Assistant Professor,
School of Business

Ahsanullah University of Science and Technology

Submitted by
Khan Md. Masrur Sanusi
ID No. 160202028
Program: BBA
Major: Human Resource Management

Date of Submission: 16 October, 2021

ii
 Letter of Transmittal

17 October, 2021
Mr. Salman Salem Shinwary
Associate Professor,
School of Business
Ahsanullah University of Science and Technology
140-142, Love Road, Dhaka - 1208

Subject: Submission of Internship Report on “HR Consultancy in Bangladesh: Practices of

Lighthouse Bangladesh”
Dear Sir,

Here is my internship report on “Human Resource Management Practices of Lighthouse

Bangladesh” you assigned me to prepare this report as a part of BBA degree requirement. While
writing this report, I have tried to follow the given instruction. This report will help me to know
the present HRM practices of Lighthouse Bangladesh. I have tried to gather accurate information
about this topic.

I sincerely hope that this report will meet your approval. I would be glad to furnish you with any

clarification if required.

Sincerely Yours,
Khan Md. Masrur Sanusi
ID No.160202028
Program: BBA
Major: Human Resource Management
Ahsanullah University of Science and Technology.

iii
 Declaration of Student

I, Khan Md. Masrur Sanusi, hereby declare that the internship report of entitled “HR
Consultancy in Bangladesh: Practices of Lighthouse Bangladesh” is uniquely prepared by
me after the completion of Two (2) months’ work at Lighthouse Bangladesh. I confirm that, the
report is only prepared for my academic requirement not for otherwise purpose. It might be with
the interest of opposite party of the corporation. I also assure that this report is not submitted
anywhere of Bangladesh before me.

Khan Md. Masrur Sanusi

ID No. 160202028
Program: BBA
Major: Human Resource Management
Ahsanullah University of Science and Technology.

iv
 Letter of Acceptance

This is to certify that the internship report entitled “HR Consultancy in Bangladesh: Practices
of Lighthouse Bangladesh” prepared by Khan Md. Masrur Sanusi, ID NO: 160202028,
Batch-38th a student of School of Business, Ahsanullah University of Science and Technology.
He has successfully completed his internship program at Lighthouse Bangladesh and he has
prepared this internship report under my supervision. I am pleased to state that he worked hard in
preparing this report. The data and findings presented in the report seem to be authentic. To the
best of my knowledge, he bears a good moral character and pleasing personality. I wish him
every success in life.

Mr. Salman Salem Shinwary

Associate Professor
School of Business
Ahsanullah University of Science and Technology.

v
 Acknowledgement

First of all, my gratefulness goes to the Almighty God for giving me many opportunities in my
life to develop myself as a rationale and sensible human being. I am grateful to many individuals
for the completion of the report successfully. They are from Lighthouse Bangladesh and
Ahsanullah University of Science and Technology who provided me with guidance and
information for this study. I would like to take opportunity to express my sincere feelings and
gratitude to my internship supervisor Mr. Salman Shinwari, Assistant Professor, School of
Business, AUST, whose expert supervision, continuous guidance and instructions have
contributed greatly in the preparation of this report. I am also very grateful to my Director Mr.
Najmus Ahmed Albab, Executive Director of Lighthouse Bangladesh, Dhaka, under his
supervision I could know many things which had helped me a lot. Finally, a special
acknowledgement is gratefully and lovingly offered to my friends and family who have always
been with me and offered selfless support to me.

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 Executive Summary

Human resource management is a function of any organization's management that is responsible

for enabling human capital planning and development. With the company they work for, an HR
consultancy firm handles concerns such as recruitment, salary management, and business process
review. There are many HR Consultancy firms in Bangladesh today, but every organization that
values growth understands the need of hiring one. By fostering harmony and peace between
employers and employees, a skilled and experienced HR business may assist your company's
management in a variety of areas relating to human resource productivity. Lighthouse
Bangladesh is a full-service, one-of-a-kind management consulting firm dedicated to assisting
individuals, teams, and organizations in realizing their full potential. Lighthouse Bangladesh
(LHB) is an HR Consultancy firm that offers a variety of HR-related services to businesses. LHB
began its adventure with Learning & Development services in 2015. We now offer services such
as assessments, learning and development, coaching and mentoring, and placement change
management, among others. Our services go beyond the corporate ladder to assist professionals
in preparing for the future. LHB aims to assist professionals and managers at all levels in their
career advancement by providing evaluation tools and comprehensive 'Learning & Development'
programs that will enable them to perform as leaders with leadership and functional capabilities.

This study will focus on the growth and excel operations - the company's many functions, as well
as its Strengths, Weaknesses, Opportunities, and Threats. The report will concentrate on the
knowledge I gained about the organization during my time as an Intern in the Human Resources
Division. The report will dive into the aspects that influence client loyalty, such as headhunting,
its quality, and affectivity. The report's major goal is to examine the importance of strategic
human resource management as conducted by HR consulting firms in Bangladesh in order to
achieve optimum organizational growth and employee happiness. The report will also provide
information on the talent placement process, as well as talent demand and supply. The
importance, importance, recognition, and future of HR organizations in Bangladesh will be
discussed in this paper. The report's results will be summarized in a tasteful conclusion. A list of
recommendations was compiled based on the findings, the majority of which were derived from
consumer ideas. Last but not least, a few recommendations based on my points of view.

vii
CONTENTS

1. Introduction....................................................................................................................................1
2. Literature review............................................................................................................................4
3. Methodology..................................................................................................................................5
4. An overview of the organization.....................................................................................................6
5. Experiences through internship.......................................................................................................8
6. Analysis and findings.....................................................................................................................9
7. Conclusions..................................................................................................................................17
8. Limitation.....................................................................................................................................17
9. Recommendation..........................................................................................................................18
10. Appendix......................................................................................................................................19
11. References....................................................................................................................................20

viii
 Chapter 1

INTRODUCTION
Human capital has been described as a critical aspect in enhancing an organization's personnel
and human resources in order to raise productivity and acquire a competitive edge in the
literature of management studies (Becker, 1964; Schultz, 1971). Human Resource Management
(HRM) is a strategic and comprehensive approach to managing people and the workplace culture
and environment (Tomer, 2003; Chuang, 1999). It is also a function that deals with the
recruitment, management, and providing direction for people within an organization (Tomer,
2003; Chuang, 1999). HRM is effective and productive that allows employees to contribute to
the larger corporate mission and the achievement of the organization's goals and objectives.
(Rastogi, 2002; Mayo, 2001) Human resources are one of the most crucial aspects of many firms,
especially in an economy where service-based industries are becoming more prevalent. Human
resources account up a substantial portion of most firms' costs, and it is the people who
invariably propel the company forward. Much of the research on HRM and organizational
growth emphasizes or presupposes that each organization is pursuing an integrated set of
business goals and human resource practices. HR provides answers to questions like, "Where
should we look for acquisitions?" and "How can we maintain the business fabric intact?".
Therefore, HR has a strategic role to play even in a company's inorganic growth path. (Gratton,
2000; Pfeffer, 1994).
According to Narayana Murthy, Chief Mentor, Infosys,
“HR is the most challenging task on hand for companies today and the profession needs
strategic people. In today’s organizations, to guarantee their viability and ability to
contribute, HR managers need to think of themselves as strategic partners. In this role,
the HR person contributes to the development of and the accomplishment of the
organization-wide business plan and objectives.”
'The notion of HR' is not unknown in Bangladesh. However, in the previous 7 to 10 years, the
technique has become more widespread, and most large corporations now include a Human
Resource Management department. The emphasis on people and knowledge has constantly
increased as we move into the 'new economy'. Companies today face new hurdles in coping with
concerns such as talent scarcity, the value of ideas/knowledge, and shifting labor market
preferences. As a result, successful HR strategies are in higher demand than ever before for
business success. (Hussain,2012) HR professionals' key problem is to create an effective HR
policy for their company, which will help them establish a strategic strategy to maintain a
competitive advantage in the market. HR experts are also responsible for the formulation of HR
plans. (Tomar, 2003; Chuang, 1999) are two examples of this. People prefer to have a clear grasp
of their own and others' roles in a firm, as specified by the HR Policy. Each member of a
successful team should have well-defined and disciplined roles. Everyone should know what
they are expected to do, how to do it, and how their actions will affect those around them.
(Pfeffer, 1994; Gratton, 2000).
The strategic HR job has evolved into a critical component of a successful organization. These
businesses are becoming more adaptive, robust, fast to pivot, and customer-focused. The HR

1
professional serves as a strategic partner, an employee sponsor or advocate, and a change mentor
in this context. Many businesses in Bangladesh have realized that human resources must be
integrated into their operations. A company organization cannot be effective without human
resources.

Globalization, new technology, multinational growth, labor mobility, capital mobility, and
technology mobility, as well as competition, have arguably contributed to a convergence of
managerial and HRM approaches (Brwestart and Tregaskis, 2001; Dowling Welch and Schuler
1999; Edwards 1998).

Every multinational corporation and practically all local institutions, both public and private, in
Bangladesh are now outsourcing their human resources functions entirely or partially to HR

2
consulting firms. The business has seen a significant increase in demand, and more people are
considering careers in it.
Human Resource Consultancy Firms are a relatively new concept in Bangladesh, although they
are emerging as an industry. HR consultants with the business acumen to contribute to business
strategy at the highest levels of the firm are leading the transformation of HR from merely
administrators to critical strategic advisors. The majority of businesses now have their own HR
department as well as outsource some of their tasks to these consulting services.
A shift toward using consultants to deliver certain expertise that clients don't have in-house is
one of the reasons behind this. Despite having their own HR department, the majority of local
and multinational businesses increasingly outsource a portion of their HR initiatives to these
consulting organizations. HR consulting firms specialize on HR norms and policies and have in-
depth understanding of them. The majority of the staff have extensive experience in this industry
and have extensive HR understanding.
As a result, the relationship between HR and management in Bangladesh has become more
collaborative in recent years. HR executives are gaining a foothold at the top of the management
food chain. HR departments are becoming more collaborative and involved in line management
activities on a daily basis. However, if HR is to become a strategic partner at all levels, there is
still a long way to go. To accomplish so, HR must develop internal capabilities to deal with
organizational difficulties, educate itself on agency and program missions, and create ways to
provide businesses with creative and new solutions to common problems.

3
 Chapter 2

LITERATURE REVIEW

DhakaTribune. (2021, October 15). The long and short of HR consulting.

This article delivers a statement about the current in-house human resource strategies of
Bangladeshi companies and the need for HR consultancy by discussing the efficiency of those
strategies. While the in house and orthodox methods of employee engagement is somewhat
effective, to achieve maximum integration with human resources, the modern strategies
implemented by an HR consultancy firm is a prerequisite.

CAREER POINT KENYA. (n.d.). Importance Of A Human Resource Consultancy Firm.

As told in this article, outsourcing HR consultancy services is a choice that most of the time
outperforms domestic HR department in many aspects, such as better cost effectiveness, better
time management and higher investment return. Whether large or small, every business
eventually needs it.

Otiende, S. (2016, May 17). IMPORTANCE OF A HUMAN RESOURCE CONSULTANT.

Linkedin.
Here, the author discusses both the pros and cons of hiring outside HR consultants. As expected,
outsourcing HR services can be objectively profitable, but it can take its toll on employee morale
and overall image of the company. Employees, candidates and clients alike, people always trust a
face-to-face conversation more than that over phone.

Beststart Human Resources. (n.d.). 10 reasons why organizations need HR consultancy.

The essence of this article is that a growing business employing less than 50 or so people may go
without needing outside HR counsel, but a necessity arises when that business expands into a
workplace of more than 50 people. Although important, investing time and money for HR
becomes an obstacle for further expansion of the company. That is why in a grown business,
outsourcing HR services is a necessity.

4
NavigoSearch . (n.d.). Top 5 reasons to ise human resources consulting services.
Outside HR counsel offers businesses of any scale the functionality of a domestic HR department
and much more. They offer solutions to employee integration, recruiting, restructure of salary
and remuneration and so on. This allows the company to focus more on growth and expansion
for the better.

Joshi, K. (2020, June 16). 6 Reasons Your Business Needs a Human Resources Consultant.
MYSTORY.
The article discusses a myriad of advantages of hiring an HR consultancy firm for the HR
services of a firm. The outside counsel can bring their expert solutions on labor management,
human performance efficiency, legal matters and so on to the table. They can also save the
business a lot of resource in terms of time and money as they take a significant load off of the
executives and help them expand.

Staff Squared HR. (2016, August 25). How HR Consultants can Help Your Business.
Hiring outside HR consultants means hiring experts on managing human resource. While they
can offer excellent service and solutions, stepping in for the inhouse HR department, they can
also give expert advice on outsourcing for other matters as well. They can also help a business
take important decisions and make efficient changes during transformation and expansion.

Chapter 3

METHODOLOGY

For my primary research, I will conduct a survey of a representative sampling of the general
public in Dhaka and interview few to understand people's point of view towards HR consultancy
firms that whether or not it is important in Bangladesh. To that end, I will design a questionnaire
with different types of questions so as to get a range of useful data which will help me to answer
my research questions.

5
For my secondary research, I will browse the internet and use standard search engines like
Google.

Chapter 4

AN OVERVIEW OF THE ORGANIZATION

Lighthouse Bangladesh (LHB) is an HR Consultancy firm that offers a variety of HR-related

services to businesses. LHB began its adventure with Learning & Development services in 2015.
They now offer services such as assessments, learning and development, coaching and
mentoring, and placement change management, among others. These services go beyond the
corporate ladder to assist professionals in preparing for the future. LHB aims to assist
professionals and managers at all levels in their career advancement by providing evaluation
tools and comprehensive 'Learning & Development' programs that will enable them to perform
as leaders with leadership and functional capabilities. Lighthouse Bangladesh is a full-service,
one-of-a-kind management consulting firm dedicated to assisting individuals, teams, and
organizations in reaching their full potential. Light house Bangladesh is currently working with
some organizations such as Valor of Bangladesh, BANCAT. The only branch of this
organization is now working with 20 employees. In this company, the CEO is in charge. The HR
department is led by a single HR manager who oversees everything, with two employees
reporting to him, an HR expert and a recruiting coordinator. Light house Bangladesh’s mission
and vision is to preserve the customer loyalty, they are committed to providing outstanding
services with integrity, trust, and gratitude. They guarantee that they will achieve outstanding
business results while also adding value and making positive contribution to their client's
organization.

Principal activities are eight core disciplines that our organization offers:

1. Human Capital Strategy: Human capital strategy encompasses a wide range of HR-
related strategic work, including defining a corporate culture, organization design,
establishing a people strategy that supports key business pillars, and designing HR-
related strategies in areas such as diversity, recruitment, and talent management, among
others.
2. Compensation & Benefits: Compensation and benefits, often known as total rewards,
examines all aspects of employee pay and benefits, from base and variable pay to
incentive schemes and other secondary benefits, across the entire organization - from the
boardroom to the shop floor. Pensions and retirement consulting, as well as health and
welfare advising services, are all included in this field.
3. HR Function: The HR function area is responsible for all initiatives aimed at increasing
the human resource department's efficiency. Offerings range from creating and
implementing an HR target operating or delivery model to adopting HR systems and

6
 technology, as well as other HR transformations that improve processes and
organizational efficiency.
4. Talent Management: All operations required to attract, retain, and develop talent, as
well as having the right structure and processes in place to ensure professionals can
function optimally, are included in talent management. Strategic manpower planning –
the science of anticipating current and future human capital needs by connecting business
goals with HR data – recruiting and retention, workforce effectiveness, and performance
management are just a few of the key propositions.
5. HR Analytics: HR analytics has evolved into a full-fledged service sector within HR
consulting as a result of the proliferation of data and new technology. HR analytics
focuses on applying analytic techniques to the human capital spectrum with the goal of
enhancing HR functions with new insights and value.
6. Learning & Development: The learning & development service line, often known as
training & development, deals with actions targeted at increasing individual and group
performance. Individual training and education needs are supported as well as
organizational and competency development across leadership, departments, and
functions. Learning and development encompasses both the soft side of development,
such as coaching and mentoring, and the technical side of training, such as the creation
and implementation of learning management systems.
7. HR Technology: HR technology is the field that focuses on all HR systems and tools,
including huge ERP modules from SAP, Oracle, or Microsoft, as well as more specialist
solutions per functional domain.

7
 Chapter 5

EXPERIENCES THROUGH INTERNSHIP

As an intern at Lighthouse Bangladesh, I came across a lot of activities an HR associate might

have to perform in their every office work. Firstly, I had to learn how to operate and update our
internal databases with new employee information, including contact details and employment
forms as well as potential corporate client and human resource databases. I gathered payroll data
like leaves, working hours and bank accounts for the accounts department to operate. I had to
screen resumes and application forms for new recruitment and schedule and confirm interviews
with candidates. I was already getting hands-on experience in many aspects of HR, such as
training and recruiting, during the first week of my internship. Since then, I've aided the internal
recruiter by making phone calls, providing assessments, and conducting reference checks. It's
gratifying to see applicants I spoke with start their new jobs at Lighthouse Bangladesh. It makes
me happy to know that I was able to assist someone in finding a new employment. I've created
training presentations for internal staff and led training sessions during new-hire orientation. I
was paired with a mentor who was really helpful in addressing any problems or questions that I
had. I had to post, update and remove job ads from job boards, careers pages and social networks
on a regular basis. I prepared HR-related reports as needed (like training budgets by department)
when needed. I also addressed employee queries about benefits (like number of remaining
vacation days) when required. I reviewed and distribute company policies in digital formats or
hard copies. I even coordinated and participated in company events and career-based seminars
and webinars which is one of the major practices of this organization. Throughout my internship,
I also got the opportunity to work on two important projects. To accomplish these assignments, I
was given a nice combination of supervision and independence. I was able to interact with
various departments at Lighthouse Bangladesh, such as the Sales & Marketing team and On-Site
Management, as a result of the initiatives. This was advantageous since I was able to have a
better understanding of the functions of each department at Lighthouse Bangladesh. My critical
thinking and project management skills were honed as a result of the projects I worked on. My
capacity to collaborate with others to achieve common goals has improved.

8
 Chapter 6

ANALYSIS AND FINDINGS

Primary data finding and analysis

A survey was used to gather the primary data. There are 10 questions in the survey. Each
question is explained in detail below, along with a graph:

Description: The above pie chart shows people’s point of view towards the necessity of HR
consultancy firms. 96% of the respondents agree that HR consultancy firms are needed.

Analysis: In Bangladesh, the practice of HRM or HR firms are lesser than other developed
countries. Now as a growing country, people of Bangladesh feel the need of practicing HRM or
having HR consultancy firms to help manage the human resources properly. 96% of the
respondents says that which is the majority.

9
Description: the above pie chart shows that people’s point of views that whether HR
consultancy firms are beneficial or not. 92% of the respondents replied that HR consultancy
firms are beneficial to any organizations or business which is the highest number of respondents.
4% respondents replied against it and 4% replied maybe they are beneficial.

Analysis: HR consultancy firms can help other organization understand human resources and
manage them properly to where they are needed. In Bangladeshi context, people now feel the
need of HRM and thus the majority which is 92% of the respondents said that HR consultancy
firms are beneficial.

Description: The above graph shows peoples opinion on HR consultancy firms and in what way
they are beneficial. This was an open-ended question as well as respondent could choose more
than one answer given in the options. 68% of the respondents said HR consultancy firms

10
provides specialized recruitment facilities. 52% of the respondents said HR consultancy firms
can help customize training schedule. 28% of the respondents said they help with mediator
facilities. And 4% of the respondents said they help analyze the overall attitude and perception of
your employees.

Analysis: The interpretation of the above graph is people are inclined on different necessities of
HR consultancy firms or HRM that they offer. They are accepting HR as a valued and necessary
management process for their business.

Description: The above pie chart shows whether people who are doing business or need HR
consultancy will be open to an HR consultancy firm providing conflict resolution services in
their brands. 56% of the respondents said they will be open to an HR consultancy firm which is
the majority, 32% of the respondents said maybe and 12% of the respondents disagreed for
accepting conflict resolution services in their brands.

Analysis: The interpretation of the above pie chart is people are open to accept help from Human
Resource Specialist to get the best conflict resolution. Majority of the respondents or 56% says
they will be open to HR consultancy firm for providing conflict resolution in their brands.

11
Description: The above graph shows how much of the functions are done in house by the
companies by an HR consultancy firm. 44% of the respondents said some of the functions which
is the highest number of the respondent, 40% of the respondents said most of the functions, 16%
of the respondents said many of the functions.

Analysis: The interpretation of the chat tells us HR consultancy firms can be helpful to other
organization in case of arranging different activities in house by the company. 44% of the
respondents said some of the functions are covered by HR consultancy firms that can be done in
house by the company.

Description: The above pie chat shows if HR consultancy firms are reliable for organizational
recruitment process. The majority says yes, HR consultancy firms are reliable for organizational
recruitment process which is 80% of the respondents.

12
Analysis: The interpretation of the above pie chart is people rely on HR consultancy firms, one
of the cases can be organizational recruitment process. Majority agrees on the process of
bringing the best resources in the company by the HR consultancy firms. They trust their ways
and decision in case of choosing the best resources for the organization.

Description: The above pie chart tells whether HR consultancy firms gain more efficiency than
mainstream organizations or not. 56% of the respondents agree that HR consultancy firm’s
recruitment methods gains more efficiency and 44% of the respondents partially agree to the fact
by replying maybe.

Analysis: The interpretation of the above pie chart is people trust HR consultancy firm’s ways
and decision more than mainstream organizations in case of bringing the best resources in the
company by choosing and recruiting the best human resources for the organization. 56% agrees
with it and 44% partially agrees with it.

13
Description: The above pie chart shows how the recruitment programs of HR consultancy firms
actually are. 72% of the respondents which is the majority said their recruitment programs are
transparent.
Analysis: The interpretation of the above pie chat is based on what people think about how the
recruiting programs are performed by an HR consultancy firms. People believe that HR
consultancy firms can help them bring the best human resources that are fit for the company.
72% believe that they are transparent and open to the company throughout the whole process of
recruiting new members. They won’t consider other option or compromise the best option in
order to provide the best service.

Description: The above pie chart shows how people articulate the performance of HR
consultancy firms. Majority of the respondents which is 48% says that their performance is good,
24% says very good and 28% says average.

14
Analysis: The interpretation of the above pie chart is people trust and like the support of HR
consultancy firms and their performances. 48% person says good which means positive and 24%
says very good that means the services are helping other organizations that HR consultancy firms
are giving.

Description: The above pie chart shows the importance of HR consultancy firms in Bangladesh.
48% of the respondents said HR consultancy firms are very important in Bangladesh, 28% said
important, 20% said somewhat important and 4% said not important at all.

Analysis: The interpretation of the above pie chart is there is a need of HR consultancy that is
seen in Bangladesh in recent times. People feels the importance of HR consultancy firms in
Bangladesh to find and manage human resources for the organization in the best way to get the
best results. Majority of the respondents agrees with it in context of Bangladesh and Bangladeshi
organizations.

 Human Resources Policy Emergence: Human resources policy is one of the most
significant elements of many firms, especially in an economy where service-based
industries are becoming more prevalent. A good policy and practice strategy identifies
and answers people's needs in addition to drawing boundaries. If a policy is well-
developed and written, it will improve employee communications, explain expectations,
and aid in application uniformity. As a result, having a proper HR policy has become a
must in our company world.

15
 Lack of qualified and experienced HR consulting firms: Human Resource
Management is a relatively recent idea in Bangladesh. The emphasis on people and
knowledge has constantly increased as we move into the 'new economy.' HR consultants
with the business acumen to contribute to business strategy at the highest levels of the
organization are leading the transformation of HR from administrators to strategic
advisors. However, there is a significant shortage of competent and experienced
consultants that can help the industry.
 Unethical Interference: As previously said, HR consulting firms are a relatively new
concept in Bangladesh. As a result, many organizations are unaware of the activity of the
businesses. The issue emerges when local organizations want to disobey the law in order
to increase their profits. When a business entrusts the creation of HR policies to a
consultancy firm, that firm's first and main job is to design a fully law-compliant HR
policy. However, unethical meddling occurs, which is humiliating for both parties.
 Lack of Training: In Bangladesh, there is no training system in place to teach
individuals about the importance of strategic human resources and how they relate to
corporate success and employee happiness.
 Government Inaction: While the government claims to encourage human resource
development, it does not adequately fund it. There has never been a national study on
strategic Human Resource Management and HR Policy.
 No National HR Policy or Standard for Government Offices: Bangladesh has no
national HR policy or standard. For government offices to have a similar HR policy, there
must be a standard. When government agencies have an HR policy in place, the private
university may be able to process everything.
 Organizations of varying quality: Organizations of varying quality exist. Some
organizations do not supply qualified executives or other resources that are required for
SHRM or policy to be successful. Some people are uninterested in human resources,
despite the fact that it has become an essential component of business success. All of
these reasons contribute to our poor reputation in the worldwide business community.
 Lack of coordination: Human resource development operations in Bangladesh are not
adequately coordinated. The primary, secondary, and tertiary levels do not work together.
Organizational executives are even unaware of the importance of a well-developed
strategic Human Resource Management strategy. The work's quality isn't up to par.
 Inadequate investment: On Bangladesh, both the government and the business sector
invest very little in human resources development. All of the plans are financially
unviable. The government has not yet focused on this factor. That is why there is no
money for strategic Human Resource Management in government agencies.
 Scarcity of qualified instructors: In Bangladesh, experienced, efficient, and trained
instructors are hard to come by. It's tough to find suitable instructors due to a shortage of
funds. More instructors can provide more training, which may cause firms and employees
to be more concerned about their HR policies and strategic HR management.
 Lack of resources: In Bangladesh, learning technologies (multimedia, OHP, Internet,
computerized program, and other audio-visual devices) are almost non-existent. The
development of HR initiatives is hampered by a lack of facilities.
 Lack of communication: In Bangladesh, HRD programs are not reviewed. As a result,
there is limited communication between educators and students, as well as limited
opportunities to modify programs or courses.

16
 Chapter 7

CONCLUSIONS

A company's most valuable department is its competitive and vibrant human resource
department. Human resources are now regarded as the most valuable means of acquiring
competitive advantages in today's economic environment. The only way to gain a competitive
advantage is to use HR strategies to develop highly motivated and skilled staff. Despite the
hurdles, HR firms in Bangladesh strive to make a positive contribution to organizational
development. Companies from other regions continue to outsource their information technology,
customer service, and manufacturing needs, benefiting not only multinational companies but also
local companies in the country. Such global economic realities, as well as the political events
that drive them, necessitate swift, ethical, and visionary local leadership to navigate and manage
change effectively. HR professionals in Bangladesh, like those in other countries, must be aware
of external factors as well as their own devotion to the organization's goals.

LIMITATION

The findings of this study must be seen in the light of several limitations. Secondary resources
that are entirely or even partially related to my research topic were difficult to come across for
this research paper. Although gathering data through the survey was not difficult, obtaining a
suitable sample size for statistical analysis proved to be a challenge. It would have been easier to
increase the research necessary for this paper if there had been more time, and it might have
aided in enhancing secondary resource research. Due to the worldwide epidemic, it was
impossible to locate research paper-related publications, articles, books, and other materials, as
everything, including educational institutions and libraries we closed. It's an HRM project, and
most people are hesitant to provide accurate information when it comes to discussing their HR
rules and practices. I did not receive any financial data from the firm because of this exclusivity.
As a result, the financial analysis is approximately done. Because HR consulting firms compete
with one another, they are hesitant to disclose information for fear of it being used against them
later.

17
RECOMMENDATION

We might try to increase the skills of the human resource pool and build strategic Human
Resource Management by taking some constructive initiatives. In developing strategies and plans
for human resource development, we can think about the following points:
1. Private sector concentration: The private sector should place the greatest emphasis on
implementing SHRM in order to improve performance. They can hire HR consultants if
they don't have skilled manpower. For the time being, HR consultants are the best option.
They have the potential to contribute to the business sector's success.
2. Initiatives by the government: To develop the human resources in order to compete
locally and worldwide, the government must take significant steps to establish
institutions, improve infrastructure, and provide additional funding.
3. Proper planning and coordination: For the development of human resources, effective
planning and coordination are required. In Bangladesh, both the commercial and public
sectors benefit from effective planning and cooperation. It is necessary to upgrade the
educational infrastructure.
4. Ensure proper resource levels: Modern equipment and infrastructure are always
required for any type of improvement. Modern equipment and facilities are required by
organizations. Because of the quick pace of technological advancement, these facilities
and technologies must be examined on a regular basis to ensure that they remain current.
5. Sequential and long-term approach: To assure excellence, consulting companies
should employ a sequential and long-term strategy to convince business organizations of
the need of HR policies. Various ways that provide positive results might lead a company
down the path of strategic human resource development. The efficacy of formal and non-
formal ways will be evaluated, adding value to the approach.
6. To invest in the development of human resources: Government and non-government
policymakers should place a greater emphasis on and invest in HRD initiatives, and urge
others to do the same. Furthermore, they must give "soft finance" such as tax or VAT
exemptions, tax credits, and lending facilities.
7. Establishing more institutes and training centers: The number of educational,
technical, professional, vocational, and other specialized training institutions in
Bangladesh is currently insufficient to match the country's overall need. For the sake of
human resource development, more institutions should be formed.
8. To find qualified instructors: To recruit and retain well-qualified trainers and
instructors, financial and other incentives should be provided.

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APPENDIX

On the survey there was an open ended question for the demographic information, that was about
occupation. On that survey, 8% was businessmen, 4% was trainee officers, 8% was teachers, 8% was
interns and 72% was students which is the majority of the numbers.
Questions used in the survey:
1. Are Hr consultancy firms necessary in Bangladesh?
2. Do you think HR consultancy firms are beneficial for corporate recruitment?
3. In your opinion, what are the benefits of an HR consultancy to a company?
4. Will you be open to an HR consultancy firm providing conflict resolution services in your brand?
5. How much of the functions covered by an HR consultancy firm can be done in house by the companies?
6. Are HR consultancy firms reliable for organizational recruitment process?
7. Do you think HR consultancy firm’s recruitment methods gain more efficiency than mainstream organizations?
8. How are the recruitment programs of HR consultancy firms?
9. How do you articulate the performance of HR consultancy firms?
10. How do you define the importance of HR consultancy firms in Bangladesh?
The feedback of the survey based on the questions stated above were used as the primary source of the research.

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