A Study on Personnel Management of Prime Minister’s Office of Bangladesh

1.1. Prime Minister’s Office:

1.1.1. HR Value Chain:

The HR value chain argues that performance could be measured via four different sets of outcomes: employee, organizational, financial and accounting, and market based. This sequential outcome has a cause-and-effect relationship.

sequential outcome has a cause-and-effect relationship.

HR Value Chain Model

Figure 1. HR Value Chain Model.

Figure 1. HR Value Chain Model.

Employee Outcomes: The employee outcomes are generally measured in terms employee attitude and behavior but in PMO there is no measurement procedure for this kind of criteria therefore the employee outcome is measured in terms of how well are with behavingwith the higher authority and the performance is measured in terms of goal achieved but there isn’t any measuring criteria.

Organizational Outcomes: The PM office is Apex body in the business and the constitution the article 21 states the first objectives of PMO is to serve the public of the nation and article 7 states that public is the owner of the state, therefore PMO works solely for full filling

public necessity and hence the organization provides services to the public and the outcomeis measured in terms of achievement of those services.

Financial Outcomes: The PMO has to work to provide for the nation therefore even if it is incurring lose in some projects but it still continue with the project until and unless it finds out a better or effective project for full filling public needs.

Market-based Outcomes: The market-based outcomes are measured in terms of stock price in the market but this organization doesn’t have such criteria therefore this whole section from the value chain model can be removed for PMO.

Human Capital of PMO:

1.1.2. Model for Measuring Human Capital

Figure 2. Model for Measuring Human Capital.

Figure 2. Model for Measuring Human Capital.

Human Capital is the prime asset of any kind of organization the effectiveness of human capital can be measured in terms absent rate, vacancy costs, return of investment etc.In PMO there is no such criteria for measuring Profit Per Employee, Return On Investment or Human Capital Value Addition. However HR expense factor is measured vaguely by the supervisor, if the employee performs better after the training he/she will be eligible to receive better training in the future (example training in abroad) or he/she will require less time to promote. But when an employee is performing poorly after training he/she will be transferred to an inferior office. The turnover rate is very low for government employees because of higher flexibility in the job and government jobs are usually permanent until the employee break a serious low or commits fraud.

1.1.3. Factors influencing an Organization’s Investment Orientation:

How “investment orientated” an organization is in its management of human resources depends on five major factors: Management values, Attitude towards risk, Utilitarianism, Availability of outsourcing, and Nature of employee skills.

Figure 3. Model of Factors influencing an Organization’s Investment Orientation.

Figure 3. Model of Factors influencing an Organization’s Investment Orientation.

1.2. Proposed Model:

Figure : HR Value Chain

2.1. Prime Minister’s Office

2.1.1. Workforce Demographic Changes and Diversity:

Demographic changes in society and the composition of the workforce are creating a number of challenges for management of HR. Diversity has become and continues to be one of the main focus for both public and private organizations, recognizing and promoting diversity is seen as critical for organizational success.

There is no racial discrimination in the PMO, as the office hires on a quota basis the jobs are designed in a grade system starting from 9th grade to 1st grade. The book rule of business has organogram for each departments and the number of employees required for a specific task along with the requirements and skills needed for the job. The ratio of male and female are divided in quota based for each grade of job, for example 1st grade job has quota for female 10% and 2nd gradehas quota 15% and there are also knowledge based opportunity which is 45% and quota based are rest 55%. There are also quota for disabled people except people who has blindness disability, shemale can also work for PMO. Family status for example freedom fighter, military, and other sectors have a quota for employment at PMO. These are all personal related dimension of diversity, the work related diversity are how PMO motivates, and what are the work ethic and job responsibility for a given job. The experience, work ethic, and job responsibility all are mentioned in all business rule book and for motivation there is no bonus but letter of appreciation and better training opportunities are given to the employees who performs better.

2.1.2. Model of Individual Dimensions & Diversity

Family status: quota for freedom fhigher and military

Figure 4. Model of Individual Dimensions of Diversity.

Figure 4. Model of Individual Dimensions of Diversity.

2.3. Proposed Model:

Figure: Diversity Model

3.1. Prime Minister’s Office:

Strategic management is the process by which organizations attempt to determine what needs to be done to achieve corporate objectives and, more important, how these objectives are met. Ideally the senior management examines the organization and the environment in which it operates and attempts to establish an optimal “fit” between the two to ensure organization’s success.

3.1.1. The Process of Personnel Management of PMO:

Figure: The Process of Personnel Management of PMO

3.2. Proposed Model of Personnel Management:

4.1. Prime Minister’s Office

The role of human resource management in organization has been evolving dramatically in recent years. The days “personnel department” are over. Strategic human resource management involves the development of a consistent, aligned, collection of practices, programs, and policies to facilitate the achievement of the organization’s strategic objectives.

4.1.1. Traditional HR versus Strategic HR:

Topic Traditional HR Strategic HR

Department

Administrative department controls hiring

HR department controls hiring

Nature of organization

Less Flexibility

Flexibility either public, statutory, non-statutory

Technology

Manual application process used to take longer time

Online application and aptitude test

5.1. Prime Minister’s Office:

The human resource planning involves forecasting demand for employees, talent identification and assessment, and dealing with shortages.

♠ Forecasting- When government opens a new project it forecasts how many employees are required for the posts that have been created in the project organogram.

♠ Talent Identification and Assessment- For a particular position there is a set required skills and competency so the PMO gives advertisement in the newspaperto haunt the talent required and after screening they go for a written examfollowing with an interview for selection and identification of the right people.

♠ Dealing with shortages: When there is a shortage the PMO goes for attachment of an existing employee from other department.

♠ Dealing with surplus: PMO usually don’t have surpluses.

5.1.1. Human Resource Planning Model of PMO:

Figure : Human Resource Planning Model of PMO

5.2. Proposed Model 1:

Figure: Propose Model for Human Resource Planning

5.3. Proposed Model 2:

Figure: Propose Model for Human Resource Planning

6.1. Prime Minister’s Office:

6.1.1. The Job Characteristic Model:

Figure 8. The Job Characteristic Model.

Figure 8. The Job Characteristic Model.

The redesign of work systems represents one of the most radical yet common changes taking place in organizations from an HR perspective. Although redesign effort may initially be very time consuming process, well designed flexible work systems can provide an organization with the ongoing ability to respond quickly to a changing environment.

6.1.2. Impact of Technology in PMO

Figure 9. Impact of Technology in PMO.

Figure 9. Impact of Technology in PMO.

Figure: Job Model

7.1. Prime Minister’s Office

Staffing, the process of recruiting applicants and selecting prospective employees, remain key strategic area for human resource management. Given that an organization’sperformance is a direct result of the individual it employs, the specific strategies used and decisions made in the staffing process will directly impact an organization’s success or lack thereof.

7.1.1. A model of staffing process at Prime Minister’s Office:

Figure 10. A model of staffing process at Prime Minister’s Office.

Figure 10. A model of staffing process at Prime Minister’s Office.

7.1.2. Model for Temporary Staffing:

Figure: Model for Temporary Staffing

8.1. Prime Minister’s Office

If an organization considers its employees to be human asset, training and development represents an ongoing investment in these assets and one of the most significant investments an organization can make. Training involves employees acquiring knowledge and learning skills that they will be able to use immediately.

The gap between acquired knowledge and practical knowledge is covered with training. And the PMO has different types of training for its cadre and non-cadre employees.

8.1.1. Model for Types of Training at PMO:

Figure: Model for Types of Training at PMO

8.1.2. Model for Training Policy at PMO

Figure: Model for Training Policy at PMO

8.1.3. Training for BCS Cadre:

Off the job training Training Center
Foundation for Administration Professional	Bangladesh Public Administration Training Center (BPATC), Savar.
Foundation for Health Professional	Bangladesh Academy of Rural Development (BARD), Comilla
Foundation for Engineering Professional	Peoples Development Community (PDC), Dhaka.
Foundation for Educational Professional	National Academy for Educational Management, (NAEM), Dhaka.
Special or Specific Training for selected Employees.	International Institutions for Training.

Figure: Training for BCS Cadre

8.1.4. Model for Training Policy at PMO:

Figure: Model for on the job training

8.2. Proposed Training model

Figure: Training Model

9.1. Prime Minister’s Office

An Organization’s long-term success in meeting its strategic objectives rests with its ability to manage employee’s performance and ensure that performance measures are consistent with the organization’s needs. Appraisal often put employees in a defensive position therefore feedback is better since it involves mutual exchange of information.

9.1.1. Annual Confidential Report of PMO:

Figure: Annual Confidential Report of PMO

11.3. Proposed Model

9.2.1. Performance Appraisal Format ACR:

Figure: Performance Appraisal Model

10.1. Prime Minister’s Office

Compensation a key strategy area for organizations impacts an employer’s ability to attract applicants, retain employees, and ensure optimal levels of performance from employees in meeting the organization’s strategic objectives. The PMO has different level of pay scales for different grade of employees. Starting from, 1st grade BCS cadre to 20th grade lower grade employees. For different sector the pay scale differs according to the amount of work load experience etc. The senior level officers get 1st grade pay along with other benefits. All the information regarding the pay scale is given in the National Pay Scale 2015 section in the Bangladesh Ministry of Finance MOF website. Along with the pay there are early 3 festival bonus 2 Eid and Boishak.

10.1.1. Model for Compensation System of PMO

Figure : Model for Compensation System of PMO

11.4. Proposed Model:

Figure: Salary Structure

11.1. Prime Minister’s Office:

The global human resource management manage people globally for which a broader range of functional areas needs to be addressed. These areas includes clarifying taxation issues, coordinating foreign currency, exchange rates. It requires involvement of employee’s personal life there must be a human resource management for different geographic locations. And the organization will have to deal with complex external constitutions, including foreign governments and political and religious groups. Finally the global assignments involve exposure to risk. These risk includes the health andsafety of the employee and family, legal issues to host countries etc.

All the embassies in Bangladesh are directly connect with the PMO and all the embassy related documents passes though the PMO for approval.

11.1.1. Model for Global Mission and Trade:

Figure 18. Model for Global Mission and Trade.

Figure 18. Model for Global Mission and Trade.