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UDDIPAN

a Bangladeshi National level development organization

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Human Resource Management Division(HRMD)

Introduction:

The sustainability of an organization depends on its Human resource, economical strength and policies. UDDIPAN Management believes that a well develop and organized human resource is the key component of the organization and these resources can make a positive contribution to achieve the organizational goal. Human resource management division (HRMD) of UDDIPAN is working as a strategic and coherent partner of the management to maximize job satisfaction, increase transparency, ensure friendly work environment and make sure procedural fairness for all employees.

The HRMD has adapted the new Human Resource Management Policies and procedure which came into effect from January 2018.

Over 30 years of operation UDDIPAN covers 1,407 Unions at 212 Upazilas of 37 Districts handle by 307 branches under 17 regional offices divided into 2 zonal office managed by Head quarter at Dhaka. 3,318 staffs (as on August, 2018) are working to accomplish the organizational vision. To manage these numbers of staffs 11 members of Human Resources (HR).Regional team also assists to implement different HR Issues.

Goal of Division:

HRMD of UDDIPAN committed to excellence in action by attracting, retaining, and developing a group of talented and diverse individuals In support of the organizational mission and vision

Specific Objectives:

  • Maintain a congenial and harmonious working environment throughout the organization by inducing Values, Team spirit, Fairness & transparency at all activities.
  • Ensure equal opportunities for all employees regardless to their gender, race, cast and religion.
  • Ensure human resources are employed cost-effectively.
  • Facilitate optimum level of staff development, talent management and ensure optimum utilization of the human resources.
  • Ensure Performance management system to increase employee’s productivity, rewards and incentive link to Performance Management.
  • To ensure flexibility and adaptability to manage change and innovation in response to rapid changes consequent upon globalization.
  • Considers the actual requirement of the staff for the organization. Because overstaffing is wasteful and expensive, and understaffing leads to loses of the organization economics and profits.

Key activities:

  • Prepare workforce plan for fiscal year.
  • Attract potential candidates for different jobs; coordinate the recruitment and selection process.
  • Identify Training Needs (TNA) and ensure training and development.
  • Maintain Human Resource Information System (HRIS).
  • Ensure performance driven compensation and evaluations for employees; reward and punishment system as per manual.
  • Ensure compliance at all level employees.
  • Handle employee grievance and manage Conflict.
  • Handle all legal issues through regional team.
  • Long-term employee Management through succession planning, job security, friendly working environment, etc.
  • Review HR policy.

Staff Strength:

The organization has a team of 3,318 staff members, of which 623 are female and 2,695 are male. They have been facilitating & servicing the families of target populace to plan and implement a variety of development programs.

Staff Position As on August 2018:

SL.

Name of staff Category

Program

Male

Female

Total

1

Regular Staff

MFP

2261

373

2634

2

Project Staff Field with HO

Different project

139

168

307

1

Contractual Staff Field with HO

MFP

40

7

47

2

Service Staff /Care Taker/ Cleaner

MFP& Others program

255

75

330

Total

2695

623

3318

*** The number of total staff stood at 3318 Which is male 81% and Femele 19%.

Significant achievements:

  • Developed HR policy.
  • Established web based HRIS software.
  • Established software base attendance system at Head Office.
  • Conducted an action research to analyze the reason of staff drop out.
  • Established Key Performance Indicator (KPI) based appraisal system.