Author: Shajada Ahsan Habib

Publisher:

Published: 2022

Total Pages: 0

ISBN-13:

Introduction:The basic function of any government is to provide various types of services and facilities to its citizens. The quality of services and facilities greatly depends on how satisfied government employees are, which mainly depends on the way they are paid and allocated, how quickly they are promoted, how well they are trained, etc. If the employees are well paid, timely promoted and well trained, then they are inspired to provide better service delivery for citizens.Objectives:This study aims to justify the government job recruitment system, payment system, training system, promotion system, etc. in Bangladesh and also finds constraints and problems with these elements and will recommend ways to improve the human resource management process in the public sector.Methods:Data for this study was gathered from various sources using a qualitative research design. Employees of the Bangladesh Civil Service of different divisions, districts, upazilas, and others involved in the civil service. In-depth interviews with key informants and open-ended questions were used as guidelines. The respondents were chosen using both snowball and purposive sampling. The study's datasets were thematically evaluated.Result:The findings demonstrate that there are various types of constraints and problems in Bangladesh's public sector human resource management. The civil service recruitment system is criticized because there is too much lengthy process, too much politicization in recruitment, too much politicization in police verification, etc. Promotional system attacked for bias, partisanship, manipulation in ACR, etc. Employees aren't benefited by the training system that is being criticized, as these activities don't appear to have any bearing on their chances for advancement. Additionally, many training programs lack clear regulations, international training, and a sufficient and trained trainer. Promotion or career advancement in the public sector rests more on seniority and interventions from peers and canvassers than it does on continued skill improvement and qualification attainment.Conclusion:By completing the recruitment process in a timely manner, rationalizing the pay structure, promoting on merit, and updating training, we can achieve modern human resource management in the public sector in Bangladesh that is capable of providing people with fast, efficient, effective, and better public service delivery.