This document is a study on the human resource practices of Rural Reconstruction Foundation (RRF), a non-profit organization in Bangladesh. It provides an overview of RRF, describing its mission, vision, operational structure, programs, and working areas. The document then analyzes RRF's HR practices, including recruitment, training, performance management, and incentives. It identifies strengths, weaknesses, opportunities and threats. Recommendations are provided such as improving transparency, manpower planning, career development, and avoiding discrimination. The conclusion is that a sound HRM system is beneficial if practiced fairly.

2. Prepared By
Pronab Chandra
ID: M3170BO26
Major in HRM
Program: MBA
Army Institute of Business
Administration

3. A Study onRRF
(HRM Practice in Microcredit
sector of Bangladesh)

4. Introduction
Rural Reconstruction Foundation is a non-governmental, non-profit,
non-political and non-sectarian, voluntary development organization
was established on 20 March 1982 aiming to promote socio-economic
emancipation of the underprivileged men, women, children and youths
in the Southwestern part of the country in Bangladesh and later
extended in other parts of the country considering the demand of the
people. The founders are Mr. Philip Biswas and Mrs. Pinku Rita Biswas.

5. Objectives
LONG TERM OBJECTIVE:
 Attainment of socio-economic emancipation of the underprivileged people
 Establishment of a just society where everybody will enjoy equal Rights and
equitable share of resources
 Attainment of sustainable development of communities, programs & as well as of
the organization itself
SHORT TERM OBJECTIVES:
 Creation of awareness amongst partner people and organize them into self-help
groups
 Stimulate & promote development of the poor masses through small scale income
raising activities
 Conduct formal & non-formal schools for the children, illiterate adults and feeder
schools for the non-school going & drop out children
 Provide primary health care services
 Provide training & credit support services for income raising activities

6. Methodology:
Every report follows some method and principle. This report is based on both
primary and secondary data. But In the organization part much information from
collect from different publishes articles, journals and website and so on. The data I
have presented in the internship report are collected from various sources. The
sources are mentioned below:
Data gathered within the organization itself.
Data gathered from Texts
Internet sources.
General reports.
Annual reports
Official documents

7. Limitations:
The main limitations of the study are the collection of information because most of the
information is confidential. So they don’t want to disclose them. And I am not able to
show any forms which they use at the time of joining or I use toupgrade the files.
Besides the other limitations are:
Time Limitation
Inadequate Data
Lack of Record
Unavailability of Updated Information
Restriction on Publishing Information

8. An Overview ofRRF
Operational Structure:
HEAD OFFICE
5 ZONES, consisting of 5 Area Offices
4616 Coverages of villages AREAS, consisting of 168 Branch Offices
168 BRANCHES, consisting of 6-8 centers
27 Regional, consisting of 6-8 groups
Rural Reconstruction Foundation General Body (GB):
RRF General Body (GB) consists with 21 members. The General Body members select a
seven (7) members Executive Committee (EC) for three (3) years period to function. The
Executive Committee appoints the Executive Director to function as the Chief Functionary
of the organization. The Executive Director appoints its counterparts in consultation with
Chairperson of the Executive Committee.

9. Mission
The commitment of RRF is based on comprehensive development of underprivileged
men, women, youths and children towards establishing a civil society with respect of
full democracy, liberty, equality, justice, peace and solidarity.
Vision of the organization
RRF envisages Bangladesh society to be economically productive and
equitable, socially just, environmentally sound and genuinely democratic.

10. Program Brief of RRF
 Education Sponsorship for Children’s Education
 School Feeding Program
 Formal Education Program (Barnamala Bidyapith)
 Cultural & Sports Program
 Microfinance Program
 Community Healthcare Program
 RRF-Biogas
 Internship

11. Working Area

12. HR Practices of RRF
Recruitment
Training
Employee relation
Job analysis
Job design
Selection
Performance Management
Development
Incentives
Benefits

13. SWOT analysis of RRF
Strength:
– Rural Reconstruction Foundation has a well-constructed Promotion policy;
– Their improved productivity increases the company’s goodwill as well as benefit;
Weakness:
– Good salary not necessarily satisfy employee always.
– Most of the time field level employees are discriminate by the head offices employees.
Opportunity:
– If Rural Reconstruction Foundation increases other benefits like increase number of bonuses etc. they
could easily attract more eligible employees from other renowned company.
– More open service to bring in and bring on talent – developing staff at all levels to Achieve full potential is
a key commitment
Threat:
– If the employee finds that other company provides more benefit than Rural Reconstruction Foundation,
and then may be the employee switch the job to another company.
– High rate of turnover may occur if the employees are not satisfied with the current pay scale.

14. Analysis & Findings
This report has tried to analyze the human resource development aspects that are
practiced at Rural Reconstruction Foundation.
 They have no Proper Manpower planning.
 They have strong relative business in terms of recruitment.
 Not giving enough concentration on employee career development.
 Rural Reconstruction Foundation has a well-constructed promotion Policy.
 Rural Reconstruction Foundation has a well-constructed Compensation Policy.
 RRF has a pension Facility.
 RRF provides various staff loan facility.
 Employee can’t participate in case of decision making.

15. Recommendations
To keep the effective “Human Resource Management practices” following are some
recommendations:
 They should transparency in terms of recruitment.
 Rural Reconstruction Foundation committed to draw the most talented and
dynamic professionals from the available candidates.
 They should conduct Proper Manpower planning.
 Rural Reconstruction Foundation should provide some extra career management
benefit for their employees.
 Discrimination related to gender and race should be strictly avoided. It will
improve the working environment
 They should consider their skilled people as asserts for their organization.
 They should enhance the duration of training period.

16. Conclusion
This report is prepared for the purpose of academic under Internship program of Army
Institute of Business Administration (AIBA). At the same time, Students can get
opportunity to be engage with the organizations as well as employee of the organization
and learn more HR management system. Finally. I want to say that this paper highlights a
good number of aspects regarding Human Resource Management (HRM) system. This
report shows that a sound and employee friendly HRM policy & procedures are
beneficial for the micro finance organizations if it is practiced fairly and consistently.