REPORT

Human Resource Management

HUMAN RESOURCE MANAGEMENT
BY:
SAKIB AHMED
ASIF IQBAL SHUVRO
M SAIFUL ISLAM TUSHAR
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BRAC BUSINESS SCHOOL
BRAC UNIVERSITY
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Acknowlede!en"#
Apart from the efforts of our group the completion of this report depends largely on the
encouragement and guidelines of many others. We would like to show our greatest appreciation
to our honourable lecturer Mr. Tanvi Newaz for his instrumental help and providing us with such
interactive project. ig thanks go to Mr. !alahuddin" #eputy #irector" !ave the $hildren" for his
splendid support in helping. And last but not the least we show our greatest gratitude to Mr. Asad
as he has unconditionally given his precious time for the interview.
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E$ECUTIVE SUMMERY
This report is done as a part of our study and helped us to understand the real life scenario of
communication. This report also facilitated the understanding of the academic theories
associated with the course of BBA.
This report intends to explore the Save the Childrens HR practices. t is term paper which gives
an overall idea a!out the HR practices of Save the Children. This Critical "valuation of Human
resource management of Save the Children helps the company to attain its strategic o!#ectives
and reach the goals.
Save the Children has positioned itself in the !est way to explore these opportunities with its core
competencies and competitive strategies. t also has resilience in its diversified human resource
strategies. Their strategy implementation is !est in the industry and its corporate governance is
up to the international standard. Thus Save the Children has achieved excellence in all of its
!usiness activities and proudly earned the one of the leadership positions in Bangladesh.
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T%&le o' Con"en"#
Topic %age
&bjectives (
!cope (
Methodology (
'imitations (
$ontact %erson )
&rganization &verview )
(eport %art )(ecruitment* *
(eport %art )!election* ++
(eport %art )%erformance Appraisal* +,
+indings and Analysis )(ecruitment* +-
+indings and Analysis )!election* +-
+indings and Analysis )%erformance Appraisal* +(
$onclusion +(
(ecommendations +)
(eferences +.
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Objectives
&ur objective is to evaluate analysis and understand the ,uman (esource practices of
!ave the $hildren and to critically evaluate their strategies as well as practices.
Scope
This report works only on the recent data and some previous data in the system. There
was huge amount of information available about the !ave the $hildren" but the term paper is
focused only on the ,uman (esource Management strategies and practices of !ave the $hildren.
Methodology
#ata has been collected for the report from both primary and secondary sources. The
main source of the information for the analysis was the primary data that we have directly
collected from the ,uman (esource department of !ave the $hildren and the !econdary data
about the company is collected from the internet.
Limitations
!carcity of availability of data.
Time is a limitation that would mostly with stands a comprehensive study on the topic
selected.
-p.to.date information was hard to get.
#on/t give the data from their source document.
-nwilling to provide information more because of their company policy.
eing busy" also another reason of not giving more information.
+aced communication gap due to the cause of political rough situation.
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Contact Person
Mr. A!A#
,uman (esource Manager.
!ave the $hildren.
(oad.01" 2ulshan.3
#haka" angladesh.
$ontact4 56677895037
Organization Overview
!ave the $hildren gives children in the -nited !tates and around the world what every
child deserves : a healthy start" the opportunity to learn and protection from harm. When disaster
strikes" they put children;s needs first. !ave the $hildren advocate for and achieve large.scale
change for children.
!ave the $hildren is the world;s leading independent organisation for children. They work
in around 635 countries. They save children;s lives< fight for their rights and help children to
fulfil their potential.
!ave the $hildren work to inspire breakthroughs in the way the world treats children and
to achieve immediate and lasting change in their lives. Across all of their work" they pursue
several core values4 accountability" ambition" collaboration" creativity and integrity.
=n angladesh" !ave the $hildren;s dedicated relief workers are helping children and
families who have been devastated by Tropical $yclone Mahasen. 'ife is difficult for families in
angladesh. The country is riddled with malnutrition" illiteracy and infectious diseases > due in
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great part to abject poverty among about half of the country/s 6?5 million people. What;s more"
natural disasters often strike" devastating the country;s limited resources. !ave the $hildren has
worked in angladesh since 6795. !ince then" they have improved millions of children/s lives by
focusing on better nutrition" health and education.
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/0T0O
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Report Part
Rec123"!en":
!ave the $hildren is the world;s leading independent organization for children. They
work in 635 countries including angladesh.
=n angladesh !ave the $hildren have 31 sectors to role play for the children/s. +or an
e@ample4 ,ealth" Aducation" $hildren protection" Nutrition" etc. =n that case they have different
management committee. !ome of them they are called it core department which are" rands"
Advertisement" ,uman (esource Management" $ommunication" +inance.
1) O4e1%ll Rec123"3n /1oce##:
Mr. Asad the ,( Manager of !ave the $hildren told us that their recruitment process are
totally sector based. (ecruitment based on sector based needs" like if one of the core departments
needs someone to recruit then firstly they inform the ,( department. After informing the ,(
department they inform the 'ine manager" and then 'ine Manager set up the Buestions.
+urthermore Mr. Asad told us that their overall recruitment process mainly all are !tructured
based. =f any kinds of case that hamper their process then they go through all the test and
sometimes analytical Buestion also been asked by the recruiters.
They basically select a person for their full time job not for the part time. =n short they
recruit as long term based. ut in some sort of case they might need some contract based job
which is below 6 year. That contract based job happens merely in that organization" but if it is
needed for contract based they must recruit that person below 6 year contract. This term they call
it !hort Term.
&ne last thing Mr. Asad include that is" for sector based selection they checked three
things for recruits" those are4
I) ,ead ,unting
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II) $heck =nformation #atabase C
III) %ersonnel Action +orm D%A+E
I) ,ead ,unting4 Mainly this is there $F D$urriculum FitaeE screening that those
applicants are applied for that job are fully prepared or not. +ocal point is Aducational
background" Activities" Working e@perience etc. Apply for a job one reBuirement is to
complete at least Master/s #egree or eBuivalent education completion. +or lower
level like driver or watchman or peon they must have to complete class 8.
II) $heck =nformation #atabase4 asically verified the information that the applicants
are provided in $F. Actually they verified their skills and job e@perience.
III) %ersonnel Action +orm D%A+E4 %ersonnel Action +orm is a form" that what they are
called it justification fill up part. Mostly there form fill up part has been done on
online. That is their additional part and whoever apply for that heGshe must have to fill
up that part" it is compulsory.
2) In"e1n%l %nd E5"e1n%l So21ce#:
!ave the $hildren basically focused on A@ternal sources for recruiting a candidate. When
it time for recruitment !ave the $hildren gives a notice and applicant must have to form the fill.
up in online. (eference are not highly appreciate for that job and who are intellectual and who
has the potential and also who has the dedication heGshe will got the job. Their e@ternal source
basically is online submitting system.
=n addition to sometimes they filled up their position by internally. =n that case" most of
the time boards of the directors or directors are held up a meeting and check performance and
other thing and recruit internally.
=n some sort of cases" some position are there that will be filled up with internally" in here
no e@ternal cases couldn/t be work out.
3) 678 "73# So21ce# %1e U#3n:
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!ave the children recruits person by internally and e@ternally but they basically focused
on e@ternally. Ma@imum of their post are filled up by e@ternal recruits. They are using this since
long ago. Mr. Asad told us that for e@ternally recruiters for senior level they highly recommend
about skills" knowledge" educational background and e@periences. This is there major factor but
on the other hand for recruit in that organization internally" that factor is not necessary. =n that
case for making internal recruits that particular person have to show the best performance" skills
and thus how they will get points. &n that basis of points they can get the position.
They are using this because on e@ternal recruits for screening and check background
information takes such less time" because that is already done in computer. !ave e@tra money. &n
the other hand" on internal recruitment a little number of training would be provided which is
cost effective.
4) S%!9le o' A99l3c%"3on 'o1!:
Mr. Asad told us that there sample Buestion are totally structured based that/s why he will
not be able to provide the sample Buestion form along with not even a least of Buestion because
it/s totally confidential and preserved by the ,( department.
Selec"3on:
The overall selection process of save the children that we have got from Mr. Asad<
includes firstly of $F screening and then the $F are short listed as there are huge number of
applicants apply for a job in !ave the $hildren. The short listing is based on some critical
analysis that is reBuired by !ave the $hildren according to the type of Hob recruitment. The
critical analysis is based on various topics including e@perience" education" knowledge about the
job etc. of the applicant. This critical analysis to short list is very important for !ave the $hildren
because they need to call the right applicant for the ne@t selection procedures< !ave the $hildren
is highly emphasized on short listing those employees which keeps the right capability to be a
part of !ave the $hildren according to the critical analysis. The critical analysis is done in such a
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way to eliminate any sort of inefficiency in the selection process of !ave the $hildren. !ave the
$hildren gives very much significance on this $F screening and short listing as it the first step of
their selection process.
!ave the $hildren tests the applicants by written e@amination followed by oral interview"
of the shortlisted applicants. +irstly" !ave the $hildren takes the written e@amination to judge the
applicant/s critical analysis. The e@am consists of different critical situation followed by some
Buestions and the applicants need to analyse the situation critically giving the best answer
according to the situation. !ave the $hildren seeks for the applicants with good cognitive skills
in critical and different scenarios. The written e@amination also consists theoretical Buestions
related to the job as !ave the $hildren reBuires applicants with proper knowledge about the job
and other related issues. !ave the $hildren wants their employees to be both theoretical and
analytically capable and that is why the written e@amination is designed in such a way by which
!ave the $hildren can evaluate the applicants both the analytical and theoretical competency of
the applicants. Moreover< !ave the $hildren gives a little bit more emphasis on the applicant/s
analytical abilities because this will help them in various critical decision making processes and
other very important situation the organization has to deal with in the near future.
&nce the written e@amination is over the successful applicants are called for an interview
or oral e@amination in !ave the $hildren. The overall interview process is conducted by the line
managers of the organization. The main role of the interview of !ave the $hildren is to e@amine
the applicant/s interpersonal skills" communication skills etc. +urthermore" other aim of the
interview is to look for the applicant/s smartness" personality" dress.up etc. =n the interview the
applicants are given some particular situation by the interviewers and are asked to give a possible
solution to the situation by critical analysis but unlike the written e@amination the applicants
won/t be given much time to think about rather than they have to come up with the possible best
answer and present the answer in the smartest way. The applicant must the proper interpersonal
skill to be a part of !ave the $hildren. 2ood communication is a criterion that has a high value in
the interview as the applicants need to have a very good communication skills because the
employees of !ave the $hildren has to communicate with different types of people in their
everyday work. Additionally" the interview consists of situational" behavioural and job related
Buestion. !ituational Buestion is mostly to determine the applicant/s analytical capabilities is
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different situation. ehavioural Buestions are asked to determine the applicant/s instantaneous
reaction in any particular moment. Hob related Buestions are basically for judging the applicant/s
elementary understandings about the job and the organization itself.
The background check and the medical test is not that much practiced in !ave the
$hildren angladesh. There is no medical test done for the applicants of the core departments of
!ave the $hildren Di.e. finance" ,( etc. departmentsE. ut the medical test is done for only for
the drivers of the !ave the $hildren. They have to undergo an eye.test to ensure the safety of the
driving of the specified applicant. &nly the lower staff applicants are taken some special skill test
according to the job types.
The format of !ave the $hildren/s interviews is basically structured. That is there are
some pre.determined Buestions for the interview that each and every applicant has to face in the
interview board. This is because !ave the $hildren focusses on giving eBual chance to each and
every applicant and make a fair evaluation of the all the applicants when it comes to interview.
There are around 65 to 63 pre.determined Buestions for the structured interview that !ave the
$hildren takes. ut the interview is not always highly restricted on structured format. !ave the
$hildren/s interview also sometimes contains Buestion which arises from the structured format/s
pre.determined Buestions. As mentioned earlier that !ave the $hildren emphasis on analytical
capabilities< that is why they sometimes need to ask some outside Buestion arising from the base
structured Buestions.
!imilarly" like most of the organizations around the world" !ave the $hildren conducts
their interview in a panel method. That is for one applicant there are several number of
interviewers in the interview board. All the interviewer in the interview are line managers. The
panel interview is used as it is the best way and the most efficient way for conducting interviews
according to !ave the $hildren.
/e1'o1!%nce %991%3#%l:
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While interviewing Mr. Asad" ,( manager of !ave the $hildren angladesh" we
identified a clear idea about the procedures followed by the organization regarding performance
appraisal. The information gathered from Mr. Asad regarding the performance appraisal is given
below.
!etting of the goal in !ave the $hildren starts with Hob %lanning in collaboration with the
supervisor and the supervisee of each department. !ave the $hildren angladesh sets its goal at
the very beginning of the year considering the Millennium #evelopment 2oal DM#2E. Not only
that" the donors most of the time set the goal on behalf of the organization and based on that they
donate money. !ince !ave the $hildren is an N2&" so" project based tasks are performed most
often. Aach project has its own goal. +or each project a certain amount of budget is allocated and
considering the budget the goal is set by the project manager. Again the goals are very specific
and those are broke into Buarterly. When we asked to refer an e@ample of one of their goals" Mr.
Asad stated that widen the coverage of Aarly $hildhood and %re Aducation programs are two of
their current year/s goal.
We" then" wanted to know about the method that !ave the $hildren is using as their
appraisal method. =n response to that Mr. Asad told us that their employees are appraised based
on their achievement of target. !o far" it is understood that save the children is using the 2raphic
(ating !cale method.
#uring the time of appraisal" the employee of subordinate sits with his respective line
manager and he or she is marked by identifying the score that best describes his or her level of
performance for each trait.
We further asked if there is any difference in the appraisal methods between departments
or between managers and non.managers. =n response to that Mr. Asad replied that there are no
such differences. The organization as a whole determines the process and according to that the
organization/s line managers appraise their subordinates.
While appraising" a biased decision is often seen to be occurred. The line managers often
show sympathy to the in.group members. We asked Mr. Asad about that. ,e then Buoted" Ihere
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in !ave the $hildren" every employee has the right to raise their voice against anyone to whom
he or she thinks is neglected while the moment of appraisingJ.
Aach employee sits for the appraisal with his or her respective supervisor twice a year.
mid.term and annually.
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Findings and Analysis
F3nd3n# %nd An%l8#3# 'o1 Rec123"!en":
+irstly" after analysing !ave the $hildren recruitment process it has been shown that it is
totally structured based. When critical situation comes then they sometimes ask analytical
Buestion to the recruiters. More or less it/s good but they may be having more specific for
selecting a person.
!econdly" they do not have any kinds of contract based job or part time job. =f someone
appointed contract based job then heGshe has to work for less than 6 year. =n that case" in my
opinion some contract based job or part time job they might be open. !o therefore" students or
others will able to work for their betterment and also for that organization.
+inally" for recruiting they mainly focused on e@ternal recruitment" but in some sort of
cases internal recruitment is also being there.
F3nd3n# %nd An%l8#3# 'o1 Selec"3on:
!ave the $hildren only takes interview in the basis of situational" behavioural and job
related Buestions but no stress Buestions are not asked to assess applicant/s reaction to stressful
situations.
No professional background check is done of the applicants and the medical e@amination
is only done for drivers and other lower level worker stuff applicants only but not for the
applicants who does not apply for lower worker level.
Much more focussed on analytical abilities of the applicants who apply for a job in !ave
the $hildren.
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F3nd3n# %nd An%l8#3# 'o1 /e1'o1!%nce %991%3#%l:
+irst of all" though !ave the $hildren has a strict policy regarding biasness but still they
have not yet taken any effort to demolish unclear standards" halo effect" central tendency and
strictness that may cause due to using graphic rating scale to appraise performance.
!econdly" we know that ,uman (esource Management includes five institutions who
appraise performance. immediate supervisor" peers" rating committees" self" subordinates and
1K5.degree feedback. ut we saw in !ave the $hildren that apart from the appraisal by the
immediate supervisor" other institutions are inactive.
+inally we realized that the chance for promotion based on the appraisal is less in !ave
the $hildren. Most of the projects in !ave the $hildren are for a certain period of time and the
employees are mostly selected for that certain time. Aven if there are appraisals but still the
employees are less motivated since they are not getting the opportunity to rise up.
Conclsion
=n !ave the $hildren the ,( department is Buite functioning. Mr. Asad at one point of our
interview stated that" I=n this organization only the ,( people are permanent" for the other
department we hire people on a contract basis.J
This well.known organization is operating its business since a long period of time. This is
obvious that the ,( holds a strong grasp on behalf of the organization. ut still in reality we
figured out that many other operations of ,( are not practiced here on a wide range. Again" =
must say in the present world of business" the cutting of cost efficiently" largely affect the
organizations. !o" may be due to cutting the cost !ave the $hildren is avoiding some of the ,(
aspects.
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Recommendations
1. Though !ave the children followed structured based to judge a recruiter but some
unstructured Buestion should also be there to judge properly. There is a saying that" Iby
born all of the persons brain capacity are same" but some use it others don/tJ. +or judging
properly besides structure Buestions some unstructured Buestion should be there. Then
one will easily find out how much capable and also how much outer knowledge that
persons got. Not only this but also recruiters will also find out how much dedication for
the organization that persons has.
2. ,owever !ave the children focused on e@ternal recruits rather than internal recruits.
When internal recruits are much less than the e@ternal recruits than inside the
organization de.motivation and turnover rate will increase gradually. =f both recruitment
processes is eBual than turnover rate will be less and employees gets the motivation to
work smoothly.
3. =nternal and e@ternal recruitment will be at the same level. =t means both should be
focused Dwhich is fifty.fiftyE or the job rotation will increase vastly.
4. !tress Buestions should be asked in the interview to assess applicant/s reaction to stressful
situations.
5. %rofessional background check is should be done of the applicants and the medical
e@amination must be done for all sorts of applicants.
6. ,ave to be eBually focused on analytical and theoretical evaluation of the job of !ave the
$hildren.
7. !ave the $hildren have to take efforts to demolish unclear standards" halo effect" central
tendency and strictness that may cause due to using graphic rating scale to appraise
performance.
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8. =t is to suggest that !ave the $hildren should emphasis more in practicing 1K5.degree
feedback since it is the most effective way to appraise an employee.
9. Aven if there are appraisals but still the employees are less motivated since they are not
getting the opportunity to rise up< so we recommend to motivate them for the betterment
of the organization.
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Re'e1ence#
1) LWho We Are.L Save the Children. !ave the $hildren" n.d. Web. 39 Nov. 3561.
Mhttp4GGwww.savethechildren.orgGsiteGc.8rN'=OM2=p=0AGb.K60K1??Gk.30A7GWhoPWePA
re.htmQ.
2) L!ave the $hildren.L nternational. N.p." n.d. Web. 39 Nov. 3561.
Mhttp4GGwww.savethechildren.netGQ.
3) Langladesh.L Save the Children. N.p." n.d. Web. 38 Nov. 3561.
Mhttp4GGwww.savethechildren.orgGsiteGc.8rN'=OM2=p=0AGb.K6?5?36Gk.60?5Gangladesh.
htmQ.
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