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8/6/2019 Employment Agencies in Bangladesh
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8/6/2019 Employment Agencies in Bangladesh
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EXECUTIVE SUMMARY
The present economy of Bangladesh not being in a state to absorb the full range
of available professional; Technical, Skilled, Semi Skilled and Unskilled
manpower. In addition to fill the domestic demand of manpower, there is a need
to find employment abroad for a sizeable number of them. There are also a
number of foreign countries that are in need of importing manpower from labor
surplus countries like Bangladesh. In this context, Bangladesh is being
increasingly considered by the Foreign Employers as one of the major sources to
cater to their growing manpower needs. Amongst the manpower exporting
countries of the region Bangladesh offers the most competitive salary, terms &
conditions of service. The Bangladeshi workers are proverbially loyal, religious,
disciplined, hard working and have rare quality of adaptability to new situations.
With the advancement of science & Technology all over the world & sharing of
the same globally, the need for professionally & technically qualified people since
been increased and its movement from one country to other also increased. So
long the developed world depends on the developing and under developed
countries for workers to perform mainly odd jobs but now a days they are
growingly depending on them for High-Tech personnel in all sectors of their
economy especially in IT sector. In the backdrop of such a situation, manpower
surplus countries in the world are coming forward to invest much more for human
resources development and transferring their manpower where there is a need
for them. Bangladesh being a manpower surplus country has put due emphasis
on human resource development. Bangladesh is able to supply almost all the
categories of work force to cater to the needs of a modern economy. It is now
connected with Information super highway technology through worldwide sub-
marine cable network. To meet the requirements of the skilled and unskilled
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workers in both home and abroad, many employment agencies developed in
government and private sectors. Here we will try to highlight regarding
Employment Agencies developed in Bangladesh.
CONCEPTUAL FRAME WORK
Employment
Employment is generally seen as the means of sustaining life and of meeting
basic human needs. But it is also an activity, through which individuals affirm
their own identity, receives satisfaction and makes fullest development of their
potentials and skills, thereby making great contribution to common well-being.
Therefore, employment is not to be seen only as access to any job, rather access
to full job of acceptable quality, productive in nature and freely chosen. All those
who work have rights at work. Every worker enjoys certain rights irrespective of
his or her type of employment, whether in organized or not, in formal or informal
economy, at home, in community or in the voluntary sector.
Migration
Short-term international labor migration is defined as voluntary movement of
people from one country to another for a certain period to achieve a better life or
to earn a better livelihood. Employment is a major avenue through which
migrants aspire to attain a better living. In the light of the four pillars,
employment, right at work, social protection and social dialogue; the scope of
voluntary international migration in creating decent work can be analyzed.
The first indicator therefore may be access to full employment, to earn a
reasonable income for maintenance of decent living and flourishing of creative
energy of individuals. The second indicator would be that rights that are
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recognized for individuals at work and the extent to which he/she enjoys those
rights in practice. The third indicator would constitute of social protections that
are at place. Finally, the fourth indicator would be the available mechanisms
operational for employers and employees to negotiate and protect rights at work.
Domestic Market Oriented Garments Sector (DMGS)
DMGS sector plays an important role in the economy in Bangladesh. It provides
employment to a vast segment of craft persons in rural and urban areas and
meet domestic demand for garments products and capable of generating
substantial foreign exchange for the country. Currently, domestic garments
sectors contribute substantially to employment generation and export.
TYPEAND NATUREOF BANGLADESHIWORKERS
Bangladeshi workers are generally loyal, reasonable, dedicated, reliable and
hard working. They respond admirably well to kind treatment and just dealings
but at the same time they are conscious of their self respect. They are religious
and are proud of their heritage & culture.
They are quick in their uptake and are always willing to learn and acquire more
skills so increase their productivity. They are adaptable and can adjust quickly to
climatic and socio environmental conditions.
Bangladeshi workers are physically and psychologically best suited to Middle
East and South East countries. The performance of Bangladeshi workers in
these countries will vouch for their qualities and capacity. In fact they have tested
and are maintaining a record of which we are proud and the Employers consider
them as the best.
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Civil Society Organizations
Various civil society organizations have been tapped in order to understand their
level of involvement with domestic and migrant workers such as Legal Aid and
Other Organization etc.
CODEOF CONDUCTOF EMPLOYMENT AGENCIES
In September 1985, the government announced a Code of Conduct for
Recruitment Agents (No. S-XII/M-32/85-801). With a decade of experience in
manpower export, the government felt it necessary to develop such a code to
bring about order and discipline in this sector.
The code of Conduct is divided into three categories of codes to be followed by
the employment agents. The Code provides that the agents would:
select the technically and medically qualified candidates only;
make a sincere attempt to select job-seekers from the Manpower Bank as
far as practicable;
facilitate conduct of recruitment test and medical examination in the best
possible manner and honor the terms and conditions with the Principal in
letter and spirit;
enter into agreement with those principals who will employ the workers
and honor the terms and conditions and shall not render services or any
other benefits to the employers which are not permitted by the Ordinance
and Rules.
In there duty to workers the agents were to:
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provide correct information to the workers through advertisement and
other means;
pass on all available service benefits to workers;
charge only fees authorized by the government and shall not
overcharge in any manner;
assist contractual workers in all possible ways during their period of
employment overseas; and
promptly settle any claims that may be due to the workers
In there duty to the country the recruiting agents were:
to uphold the national ideals and safeguard national interests in their
dealings with foreigners in connection with their business;
to refrain from doing or saying anything that tarnish the image of the
country abroad;
not to accept terms and conditions of employment which were below
the prescribed minimum requirement; and
shall never attempt to secure demand by such means as are harmfulto the interests of the country, fellow agents and workers.
MANAGING EMPLOYMENT
Labor recruitment from Bangladesh involves various ministries and agencies of
government, private recruiting agents, their local and international intermediaries,
potential migrants and their families
Ministries
The Ministry of Expatriates Welfare and Overseas Employment, Ministry of
Home Affairs, the Ministry of Foreign Affairs, Ministry of Finance and the Ministry
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of Civil Aviation and Tourism are the four important ministries which deal with
international labor migration. The power of implementing the rules framed in
2002 under the Emigration Ordinance 1982 and accordingly, promoting,
monitoring and regulating the migration sector are vested with the new ministry.
The activities of the ministry concentrated in two broad areas. First is to create
employment in and the second is to solve problems of expatriates and ensure
their welfare (GoB, 2003).
Bureau of Manpower Employment and Training (BMET)
Bureau of Manpower, Employment and Training (BMET) was established in the
year 1976 by the Government of the People's Republic of Bangladesh as an
attached department of the then Ministry of Manpower Development and Social
Welfare with specific purpose of meeting the manpower requirement of the
country and for export of manpower as well. BMET is engaged for over all
planning and implementation of the strategies for proper utilization of manpower
of the country.
Since its inception until 1984, the Bureau has arranged overseas employment for
significant number of workers in different categories. More than 700 private
recruiting agencies are working in the field of manpower export under regulatory
control of BMET. The Bureau issues emigration on clearance against all
demands approved by the Ministry. Moreover, the BMET is working as the
regulatory body in all activities related to manpower export including renewal of
licenses of the recruiting agents.
There are 12 Technical Training Institutes under the Bureau to offer trainings in
different trades for overseas job seekers.
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Bangladesh Association of International Recruiting Agencies
History & Background
Bangladesh Association of International Recruiting Agencies (BAIRA) is one of
the largest trade bodies in Bangladesh affiliated with the Federation of
Bangladesh Chambers of Commerce and Industry (FBCCI), the apex body on
Trade & Industry, established in 1984 with a view to catering the needs of the
licensed recruiting agencies who are engaging themselves in promoting
manpower market abroad and deploy a good number of unemployed
Bangladeshi manpower in various foreign countries after imparting necessary
training.
Currently BAIRA has about 700 Government Approved Recruiting Agents as its
member.
Achievements
Manpower is one of the major national resources of Bangladesh. About 35 million
people constitute this vast reservoir of manpower. Fortunately Bangladesh is
steadily turning her manpower into an asset through training and skill
development with a view to meeting the needs of a modern economy.
It is not possible for Bangladesh to absorb the full range of available unskilled,
semi-skilled and professional manpower within the country in an appropriate
manner and hence the need to find employment opportunities for them abroad till
her economy could absorb them locally. There are also a number of foreign
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countries who are in need of importing manpower from other countries. Today
Bangladesh is considered as a good source.
With a modes beginning in 1976, Bangladesh has, by now, become a notable
exporter of manpower. Between 1976 to 2001 a total of more than three million
Bangladeshis have been able to secure employment in foreign countries,
particularly in countries of the Middle East and Malaysia, Singapore of south
Korea through the members of BAIRA. The Bangladeshis, currently working
abroad, range from domestic aides to Atomic Scientists. The main objective of
the BAIRA members is to ensure supply of quality manpower at a minimum cost
within the time schedule given by the employers.
With a view to ensuring the financial security of migrating workers BAIRA, has
already undertaken two Insurance Schemes: one for the workers before their
departure and the other is for their families left behind, through BAIRA Life
Insurance Company Limited, an affiliated organ of BAIRA.
In addition, BAIRA is going to set up a Bank to ensure quick and easy monitory
transaction service to the members of BAIRA and the migrating workers, in
addition to the public in general.
A sophisticated and highly technical & vocational training center is coming up
shortly to impart training to our youths in modern developed technology including
Information Technology (IT), to cater to the need of the country and our valued
overseas employers. To ensure proper medical check-up of the migrant workers
BAIRA is setting up a modern Medical Testing Center with elaborate facilities.
These will be in addition to the existing facilities already available with some of
the reputed members if BAIRA.
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BAIRA arranges short term foreign language course & briefing sessions before
allowing the selected workers to emigrate.
Aims and Objective of BAIRA
BAIRA has been working for its members with the following objectives:
1. To promote and protect the rights and interests of the members of the
association in particular and the trade, commerce and industries of
Bangladesh in general;
2. To promote, advise and assist in the business activities of the members of
the association, to make all out efforts for providing Bangladeshis with job
abroad;
3. To co-ordinate the activities of the licensed recruiting agents approved by
the Government of the People's Republic of Bangladesh for arranging
employment's of Bangladesh abroad and to create unity amongst the
licensed recruiting agents;
4. To develop an understanding and awareness of Government notification,
rules and regulations regarding the overseas employment of manpower
amongst the member recruiting agents;
5. To advise Government to amend, alter or modify orders in this regard from
time to time keeping the interest of the country;
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6. To take all steps by lawful means that may be necessary for promoting,
supporting or opposing legislation or any other action effecting the general
interests of member recruiting agents;
7. To establish close and intimate liaison with foreign missions in
Bangladesh with a view to provide employment of Bangladeshi citizens in
their respective countries;
8. To keep in touch with Bangladesh Embassies or other reliable agencies
for creating job opportunities for Bangladeshi citizens in different
countries;
9. To invite delegations from countries having potential for employment of
skilled and un-skilled Bangladeshi workers with a view to acquainting them
with the vast hard working manpower available in Bangladesh, after
getting prior permission form the Government;
10.To assist Government and non-Government delegations coming to
Bangladesh to select appropriate manpower by cultivating close liaison
with them;
11.To send delegation from the association abroad for creating proper
awareness amongst the intending employers about skilled and un-skilled
workers of Bangladesh;
12.To print brochures, booklets and leaflets of skilled workers of Bangladesh
and circulate these abroad with the help of Government;
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13.To make efforts to ensure distribution of all privileges and facilities to all
member recruiting agents fairly and equitably;
14.To distribute all offers received by the association for employment in the
private and the public sectors equitably amongst the member-recruiting
agents;
15.To create association's own Trade Institute in order to assist each and
every member-recruiting agent appropriate and capable manpower;
16.To establish association's own training center to assist and offer training to
all candidates selected for employment abroad on manners, customs and
foreign languages etc;
17.To assist all member-recruiting agents about rules, regulations,
procedures, visa entry permits by procuring them from different countries
and making them available to the members;
18.To make all efforts and take all steps to remove difficulties and bottlenecks
faced by the member-agents;
19.To remove difficulties and inconveniences of the workers sent abroad by
the member-recruiting agents ;
20.To make efforts to remove complaints and misunderstanding amongst the
foreign employers about manpower sent by member-recruiting agents;
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21.To maintain regular liaison by visits of responsible executives to overseas
employers and their Bangladeshi employees;
22.To organize welfare measures for the Bangladeshi workers abroad and
their beneficiaries at home;
23.To encourage the Bangladeshi workers working abroad for remit
maximum of their foreign exchange earning to the country through regular
official channels;
24.To encourage and advise the Bangladeshi migrants abroad and their
beneficiaries at home for investments of investments of their foreign
exchanges in the productive pursuits in the country;
25.To undertake initiatives for repatriation and payment of compensation to
the persons wrongly selected and sent abroad;
26.To provide assistance for bringing the dead body of Bangladesh workers
to the country or for its proper disposal, as the case may be, in co-
operation with foreign employers;
27.To obtain labor laws of the labor importing countries and to disseminate
the information of those laws among the Bangladeshi migrant workers;
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28.To fix annual target of business for each member agency and to help them
to achieve the same;
29. To monitor the monthly activities for the member agencies to the Ministry
of Labor and Manpower, Bureau of Manpower, Employment and Training
and Bangladesh Manpower Planning Center through a pro forma to be
prepared by Bangladesh Manpower Planning Center;
30.To submit annual report to the Ministry of Labor and Employment by each
member agency dealing with their total activities during every calendar
year.
31.To report to Ministry, Bureau of Manpower, Employment and Training and
Bangladesh Manpower Planning Center the amount of fees actually
charged from job seekers of various categories;
32. To explore job market in different parts of the world in addition to the
countries in the Middle East;
33.To explore job opportunities for skilled and professional personnel as well;
34.To set-up branch offices as an when required in different parts of the
country & the globe with a view to fulfilling the aims and objects of the
association;
To do all such other things as are incidental or conducive to the attainment of the
above objects.
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Bangladesh Overseas Employment and Services Limited
To earn the much needed foreign exchange by way of exporting skilled &
unskilled manpower the Government of the Peoples Republic of Bangladesh
established Bangladesh Overseas Employment and Services Limited (BOESL) in
1984: This is the only Company created by the Government to operate in healthy
Competition with about 600 private recruiting agencies in the country in this
sector. BOESL is dedicated to ensure supply of quality workers within shortest
time span and minimum migration. Profit making is not motto of the company.
The main purpose of creating this company is to provide honest, efficient and
quick services to the valued foreign employers in the matter of recruitment and
deployment of manpower.
All categories of personnel exported for employment are broadly classified into
four groups as:
(1) Un-skilled (2) Semi-skilled(3) Skilled (4) Professional
Welfare Association of Repatriated Bangladeshi Employees
Welfare Association of Repatriated Bangladeshi Employees (WARBE) was
formed by a group of repatriated employees of Bangladesh. It has been
dealing with the issue of migrant workers since 1997, keeping the focus on
the UN convention on the Protection of the Rights of Migrant Workers and
Members of their Families. The objectives of WARBE include (a)
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empowering migrant workers to become an interest articulating and
advocacy group in influencing policies of the government for the welfare of
migrant workers; (b) hold pre and post departure AIDS awareness
programme and mobilize the community to develop a tolerant and
supportive environment for the persons affected with AIDS and (c) work as
an information pool from migrant workers to use them in establishing their
rights and building awareness against forgery.
So far, WARBE has been engaged in building up its organizational
structure. A number of Thana Committee has been formed in and around
Dhaka. The organization has been observing the international Solidarity
Day for Migrant Workers and other social events as part of building
contacts with returnee migrants.
Bangladesh Migrant Centre
One of the few organizations actively working for Bangladeshi migrant
workers both at home and abroad is the Bangladesh Migrant Centre
(BMC). BMC was established in South Korea a few years ago in the
industrial city of Ansan in order to provide support for the Bangladeshi
migrant workers in Korea. It has been working in an organized way to look
after the migrant workers. BMC also monitors if the workers are treated on
the basis of labour law, labour standard law, labour protection law and
human rights law of Korea. BMC in Korea is closely linked with the Joint
Committee of Migrant workers in Korea (JCMK) and Ansan migrant Shelter
(AMS).
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Individual Contract
Almost 55 to 60 percent of recruitment is conducted through individual initiatives
and social networks. Usually persons already deployed in the host counties
arrange visas for their friends and relatives through their own contacts.
Sometimes these visas are sold to the interested parties. The cost of migration
and illicit practices are less when work visas are procured through individual
migrants working abroad (Siddiqui 2002).
RELATIONSHIPBETWEENEMPLOYERSANDRECRUITERS
The relationship of recruiters of different employment agencies with employers
may be summarized in the following format:
First, most of the medium and small employment agencies depend on the
business, that is, they are not in a position to arrange work permit unless
someone offers them permits. Permits may be obtained from various sources,
e.g. friends of relatives of the owners of recruiting agencies; someone offering to
sell work permit to them; people bringing in work permit with them from the place
of work at foreign countries and asking to process those permits for a
commission, and so forth.
Secondly, the employments agencies have only informal contacts at the
countries of migration through relatives, friends, etc. and are not in a position to
find out business. These agencies do not have much information on demands for
migrant workers. In fact quite a few employment agency representatives, in spite
of their efforts, they havent been able to travel to any of the countries to which
they have sent people.
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RECOMMENDATIONS
Employment agency is a business which is mostly derided, instead of
encouragement and support which they deserve. The ill reputation of manpower
business may have discouraged involvement of young and energetic persons
with high levels of skills in to this arena, making this sector dependent on others.
As for official institutions, the present role and contribution of BOESL is certainly
not encouraging. Combination of service and regulatory functions in BMET is
another issue that attracts scrutinizing attention. In the backdrop of almost 700
private recruiting agencies, performing of similar functions by BOESL, probably
at a much high per capita cost, may need to be scrutinized.
Upgrading of the training institutions, following the recently introduced practice of
uniformity of courses and syllabuses may need further scrutiny. These are not
difficult tasks and can be performed by the existing strength of personnel with
financial and other inputs.
Information about jobs abroad, terms and conditions, includes skill and expertise
necessary, requirements for various kinds of jobs etc. (ie. Job
descriptions/qualifications) are not readily available. However, this information is,
in fact available in scattered manner with various offices and institutions,
including government agencies.
For increasing access to employment
The government agency and private sector needs to commit adequate resources
to domestic and overseas employment.
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Human resources of Bangladesh have to be trained and marketed as per
projection plans of development work and concomitant labour needs. These
projection plans need to be collected and analyzed on a routine basis.
To ensure equal access of man and woman to overseas employment,
government restrictions on migration on unskilled and semi-skilled women below
the age of 35 should be rescinded.
The existing training institutes of BMET need to be upgraded to increase skilled
migration. BMET also needs to extend their training outreach through joint
ventures with NGOs and private training institutes. In this respect BMET needs to
disseminate information on labour market to the organizations that provide
training and NGOs. To ensure access of poor, both men and women to such
training, special scholarship programmes have to be designed. All these require
major resource allocation.
Vocational training should be incorporated in mainstream primary and secondary
level curricula. To increase the communication skills, English should be
introduced as a second language from the first grade.
Enhancing the Scope of Social Dialogue
Expert bodies and civil society organizations may organize consultation meetings
with local trade unions to familiarize them with workers issues particularly on the
exploitation of workers and on nature of violation of the human rights and labour
rights of workers in organization both at home and abroad. In this regard a
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linkage should be established between trade union and workers association so
that they can complement each other.
In order to reduce fraudulent practices experienced by the workers, employment
agencies should register their intermediaries.