Contribution of Non Government Organizations(NGO) in Human Resource Development(HRD)of Bangladesh: A Comparative Study of Five Selected NGO s

Abstract

The world is heading faster towards modern trade, commerce, industry and advancement of technology. Some of the countries already have attained vast economic growth. Despite these, there is prevailing a remarkable sign of illiteracy, 100 malnutrition and poverty around the world. According to UN billion of people were suffering from illiteracy, 50 million people were not getting chances of having primary education, 55 million people were passing their days either in un-fed or half-fed condition, 100 billions of people of the world were below the poverty level. Most of them were the resident of developing countries like Bangladesh, India, Sri Lanka and the African countries [Shelly, MR, 1999]. One of the ways to solve the above problems is to develop their human resources as early as possible. Again the world is also facing the challenge of open market economy. In order to face this challenge the developing countries like Bangladesh, Pakistan etc have to improve the qualities of human resources. Like other developing countries, Bangladesh can develop its human resources by improving its (1) Education(2) Health care and (3) Economic activities. This type of work of Human Resource Development (HRD) can be done by government or non-government organizations (NGOs) or institutions and individuals. Sir1ce the task accelerating the works of HRD is very important. So it is needed to know the contributions of all the governmen1 and non-government organizations. 3t t with our limited scope, an attempt has been made to study the contributions of some (five) of the selected non- government organizations (NGOs). The concept and idea of human resource development (HRD) was evolved in USA [UNDP, 1994, pp-90]. First the idea came as the topics of class room discussion at the George Washington University in 1969 and it took the formal shape in the American Society for training and development conference [UNDP, 1994. pp91]. At present the concept is a widely accepted mechanism and reality in the field of management and control of human resources. With the passage of time the 1 arm HRD system of management 1s getting popularity and usefulness both in developing and developed countries of the world for attainment of the organizational and developmental goals. Human Resource Development (HRD) is a process by which workforce of an organization is given full co-operation to develop them in one ham1 and on the other hand to develop the environment in which manpower can work effecti'1ely in continuous and organized manner. The resources of an organization can be divided into two broad divisions; one is material resources and other is human resources. Material resources cannot run on its own. But the human resource can use and manage the material resources properly for the well being of the human society. The human resource can be run on its own and again human resource can develop human resources. Thus human resource can run both material resources and human resources. Human resource is the asset, power, spirit and guiding forces. P. gain human resource is a means of support to win goals of an organization. Thus it is regarded as the prime component of the Human Resource Development (HRD) system of management. In fact, HRD system of management helps the human resources to acquire the capabilities to perform, develop, manage, and organize and establd1 organizational culture, team work motivation professional skills and proficiency and congenial supervisors and subordinate relationship for smooth and effective performance of the organization. There are five functional areas of management namely production procurement, finance, marketing and personnel. HRD will regulate all these function!3 1•1 effective style and method. HRD system of management looks into the creation of ar1 environment of trust, mutuality and collaboration ie inter personal trust, confidence, faithfulness, mutual understanding, mutual help, mutual feedback, group dynamics and team spirit. This climate calls for openness, which can be generated through the t.se and application of HRD mechanism. To assess the volume of human resources development of a country or a region some sorts of tools were needed. Fortunately the first Human Development Report (UNDP, 1990 introduced a new way of measuring human development by an Index called Human Development Index (HDI) .It was constructed by combining the indicators of life expectancy, educational attainment and income into composite human development index (HDI). The report acknowledged that no single index could ever completely capture such & complex concept. It acknowledged too that the I:,JI would remain subject to improvements, corrections and refinements, both as a result of a growing awareness of its deficiencies and to accommodate criticisms and suggestions from academics and policy makers. It is also to be emphasized that the HDI is ::1ot intended to replace the other detailed socio-economic indicators, these are essential for a fuller understanding of individual countries. The Human Development Report - 1993 (UNDP, 1993) constructed separate HDI is not for different groups of five countries. One innovative feature of the HDI is the way its components are combined. Each indicator is constructed in different countries Life expectancy is in years of life ii) schooling is in ears of schooling iii) income in purchasing power adjusted dollars and iv) adult literary as a percentage. To combine the indicators, the range of values for each one is put into a sale of 0 to 1, where 0 is the minimum and 1 is the maximum.