Research Proposal on Tourism Industry in Bangladesh

2.0 Introduction

2.1 Origin of the report:

Human resource is an integral part of a company. So it is needed to be managed well. To get a better understanding and practical knowledge of the Human resource management and its processes, this report has been prepared.

2.2 Objectives of the report:

Objectives of preparing this report-

* To get a better understanding about Human resource management

* To know the process of Human resource management

* To know the implementation of the processes

* To gain practical knowledge

* To compare between theory and practice

2.3 Scope of the report:

In this report some factors are included and some are excluded. Such as:

Included are -

* Present condition of organization

* Human resources

* Organizational Structure

* Management perceptions

* Transparency and accountability

* Motivation approach

Excluded are-

* Political intervention

* Environmental issues

2.4 Methodology

This study is on a descriptive research including some characteristics like tables, pictures and statistical data. The report mainly highlights on going practices of HRM in Banglalink and comparison of these practices with the theory. We have collected data both from primary and secondary sources in this report. We have collected the primary data from Banglalink executives through personal interview. We have gone through several Human resource management related articles, journals, websites and taken help to collect the secondary data. We have analyzed these data in qualitative perspective as it is not a quantitative research.

2.5 Limitations:

There are limitations in making this report. Those limitations are given below:

* Access to information

* Access to respondents

* Access to experts for editing, proof reading, and guidance

* Support from organizations and participants

* Lack of funds

* Stipulated time frame

3.0 Human Resource Management:

Human Resource Management is the integral part of management associated with managing the human individual effectively & efficiently for achieving the vision & mission of the organization.

Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives.

Human Resource Management is moving away from traditional personnel, administration, and transactional roles, which are increasingly outsourced. HRM is now expected to add value to the strategic utilization of employees and that employee programs impact the business in measurable ways. The new role of HRM involves strategic direction and HRM metrics and measurements to demonstrate value

3.1 Modern HRM Process:

3.1.1 HRM Planning: HRM planning involves the activities or courses of action for demand & supply forecasting of the target group of Human Resources. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. It should serve as a link between human resources management and the overall strategic plan of an organization.

3.1.1.1 Stages in HRM Planning: We have two stages in HRM planning. They are-

* Demand Forecasting: How much human resource a corporation need in a particular time frame

* Supply Forecasting: How much human resource exists in the current market.

3.1.1.2 Five Steps in Developing a HRM Plan:

* Conduct a departmental strategic analysis: The results of this step are an understanding of the department's vision, mission, values; a strategic review of the department; and understanding of the challenges facing the department.

* Identify strategic HR issues arising from the strategic analysis: Building on the results of step one, the outcome of this step is an analysis of the strategic HR issues facing the department.

* Identify ongoing HR issues: In addition to the strategic HR issues identified in step two, the ongoing HR issues impacting the department's effectiveness must also be identified.

* Prioritize the strategic and ongoing HR issues and determine actions: Once all The HR issues have been identified through steps two and three, they should be prioritized and key actions required in respect of each issue identified with input from the department's top management.

* Draw up the HRM Plan: After doing all the four things an organization have to draw up the HRM plan.

3.1.1.3 Strategic Human Resource Planning

Strategic human resource planning is a process by which an organization ensures that -

* The organization has got the right number of people

* The organization has got the right kind of people

* The organization has got the right people at the right time

* The organization has got the right human resource from right source

* The organization has got the right people effectively & efficiently

Strategic human resource planning finds out the current & future