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    Critique Paper BA211 12 NN HRM - Dacumos

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    CherBear A. Dacumos
    The article discusses employee recruitment outsourcing in Bangladesh and the ethical dilemmas it presents. It outlines how outsourcing began in Bangladesh in 2005 and emerged as a trend for reducing costs, though questions remain about impacts on productivity and welfare. The article analyzes negative impacts of outsourcing like reduced quality of work, cost fluctuations, changed culture, job losses, and "employee poaching." It also considers challenges like poor policy, lack of understanding, and unavailable high-quality service providers. Outsourcing presents risks if not properly planned regarding needs, resources, and avoiding constant hiring and firing.

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    Critique Paper BA211 12 NN HRM - Dacumos

    Uploaded by

    CherBear A. Dacumos
    81 views2 pages
    The article discusses employee recruitment outsourcing in Bangladesh and the ethical dilemmas it presents. It outlines how outsourcing began in Bangladesh in 2005 and emerged as a trend for reducing costs, though questions remain about impacts on productivity and welfare. The article analyzes negative impacts of outsourcing like reduced quality of work, cost fluctuations, changed culture, job losses, and "employee poaching." It also considers challenges like poor policy, lack of understanding, and unavailable high-quality service providers. Outsourcing presents risks if not properly planned regarding needs, resources, and avoiding constant hiring and firing.

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    A requirement for Human Resource Management class

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    The article discusses employee recruitment outsourcing in Bangladesh and the ethical dilemmas it presents. It outlines how outsourcing began in Bangladesh in 2005 and emerged as a trend for reducing costs, though questions remain about impacts on productivity and welfare. The article analyzes negative impacts of outsourcing like reduced quality of work, cost fluctuations, changed culture, job losses, and "employee poaching." It also considers challenges like poor policy, lack of understanding, and unavailable high-quality service providers. Outsourcing presents risks if not properly planned regarding needs, resources, and avoiding constant hiring and firing.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    81 views2 pages

    Critique Paper BA211 12 NN HRM - Dacumos

    Uploaded by

    CherBear A. Dacumos
    The article discusses employee recruitment outsourcing in Bangladesh and the ethical dilemmas it presents. It outlines how outsourcing began in Bangladesh in 2005 and emerged as a trend for reducing costs, though questions remain about impacts on productivity and welfare. The article analyzes negative impacts of outsourcing like reduced quality of work, cost fluctuations, changed culture, job losses, and "employee poaching." It also considers challenges like poor policy, lack of understanding, and unavailable high-quality service providers. Outsourcing presents risks if not properly planned regarding needs, resources, and avoiding constant hiring and firing.

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    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 2

    Chermae A.

    Dacumos
    Critique Paper BA211 HRM

    Journal of HUMAN RESOURCE MANAGEMENT


    Employee recruitment outsourcing in Bangladesh: An ethical dilemma
    Maksuda Hossain

    The article for critique gives an in-depth discussion of Employee recruitment


    outsourcing in Bangladesh and its implications as an ethical dilemma. Essentially, the
    article begins the discourse on how outsourcing began in Bangladesh. It was not
    known when Human Resource Outsourcing was initiated in Bangladesh, but it was
    assumed that they started it during the year of 2005. We live in the era dominated by
    information technology and the information is treated as gold mine. The country
    emerged as one of the top five destinations for freelancing of IT services. Bangladesh
    is in an advantageous position and the country should not miss the chance to
    increase its international market share. Bangladesh attracted global attention
    because of its achievements in economic and social sectors. The country made
    progress despite corruption, nepotism, infrastructural problems, and negative
    politics. Bangladesh has one of the highest numbers of population in the world. The
    people are potentially creative minded that IT-enabled business can take advantage
    of.
    With Human Resource Management as an emerging area of specialization,
    employee recruitment outsourcing has become a trend nowadays. Although it not
    often talked about, companies practice this to reduce costs. However, does it really
    reduce costs without sacrificing productivity and employees’ welfare?
    The journal article was long and precise. It was able to dissect the harmful
    consequences of recruitment and selection outsourcing both on the organization,
    employees, and the country as well. The author cited sources such as the survey
    report by Society of Human Resource Management and a list of HRO challenges as a
    review of literature. In here it highlighted some of the most widely discussed
    negative impacts from recruitment and selection outsourcing such as: quality of
    work, inability to choose a right vendor, sudden cost fluctuation, changed company
    culture, loss of jobs and poor salary structure, and employee poaching. It also tested
    hypotheses about job security of outsourced employees, sweat shop problems,
    mediocre quality of service, extent of employee poaching, and long run effect of
    recruitment outsourcing to national economy.
    The issue of recruitment and selection outsourcing in Bangladesh is still in its
    pupilage. In large organizations, it is a common practice to have outsourced the
    operational elements of delivering HR services. Considering that recruitment and
    selection is the most demanding HR outsourcing service in Bangladesh, it is divided
    into 3 classes namely headhunting, recruitment of non-managerial level employees,
    and recruitment of lower-level employee. Poaching is also used by the vendors to
    reach the talented candidates, especially high-tech employees from the competitors.
    Considering that the concept of HRO is still in its infancy, most of the challenges
    are generated through poor policy making. They still have no proper understanding
    yet in the mind of both service takers and providers. Quality service providers are
    also unavailable and good service providers are taking advantage of it. Although
    outsourcing offers many advantages, it does come with a certain amount of risk. It is
    found that many firms take people from third party without proper planning, after
    few months downsize them, again after few months undertake new recruitment. To
    avoid such a costly hazard the firm should analyze its resources, infrastructure,
    expertise, technology, security and track record.

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