An HRM Framework for Manufacturing Companies of Bangladesh Mapping Employee Rights� Protocols and Grievance Management System

Mohd Ridzuan Darun,Tarnima Warda Andalib

doi:10.17485/ijst/2018/v11i17/121429

Abstract

Objective: This paper aims to propose an Human Resource Management (HRM) framework for the manufacturing companies of Bangladesh where Grievance Management System (GMS) and Employee Rights (ERS) protocols are mapped. Methods and Analysis: Researchers collected data of twelve listed manufacturing companies of Bangladesh where every company has customized HRM policies and practices dealing with employees. Bangladesh govt. has Bangladesh Labour Law for all the companies of Bangladesh, declared in the guideline named Bangladesh Labour Act 2006, where employees’ rights and related laws are clearly mentioned. Findings: Therefore, researchers developed a new HRM framework mapping new HRM components named ‘Employee rights’ and ‘Grievance management system’, which were always mentioned in separate guideline but never have been mapped in the framework before. Novelty / Improvement: Mapping the HRM framework with employees’ rights protocols and grievances management system motivates the employees by fulfilling their rights and by considering their wellbeing. Keywords: Employee Rights, Grievance Management, HRM Framework

Highlights

In almost all the manufacturing companies of Bangladesh, human resource management is observed as a significant practice
The notion of developing an Human Resource Management (HRM) framework revolves around the degree of integration of the available HRM components along with the inclusion of employee rights and grievances management components in the framework, which eventually will make HRM as well as the organization more effective, stronger and flourished[2]
The Bangladeshi manufacturing companies are brought under observation and multiple case studies with in-depth interview have been undertaken to understand the real scenario by collecting appropriate evidence to form and propose an HRM framework, highlighting the fact that there is considerable diversity in HRM practices

Summary

Introduction

In almost all the manufacturing companies of Bangladesh, human resource management is observed as a significant practice. The researchers did twelve case studies and observed the HRM situation of these companies to develop a framework where employee rights are taken into account and employees’ grievances are managed. Incident Two: A German company, Deutsche Post established in 2001 declared a ‘code of conduct’ based on International agreement guidelines including UDHR, International Labour Organization, and The Global Compact One of their employees Ms Nilsa Rod Risuez told Human Rights Watch in an interview that ‘Employees don’t have any rights here because we can be fired at any moment for no reason. The managers did continue the operations risking the ‘employees’ lives’ and forced some employees to come to work in a regular manner[12]

Methods

Results

Conclusion