Quota System in Bangladesh

Introduction Quota constitution/Policy is a hiring policy, where a specified number or percentages of specific group members argon to be hired. In Bangladesh every government jobs be enriched with the quota system. Different types of quota are available in both prison cell and non-cadre class I & II jobs. The persons are selected for government jobs either from merit basis or zone basis. Quota system was introduced in the government service by an executive order in 1972, where 45% are reserved on merit, rest 55% is distributed as 30% for children of freedom fighters, 10% for women, 10% for districts and 5% for indigenous people.Recruitment into different Cadres of the Bangladesh Civil Service (BCS) is in accordance with the provisions of this rule. No direct particular date can be given in BCS Cadre Service without the recommendation of the Public Service Commission, and examinations are held (both written & viva-voce). The purpose of this quota system is to equally develop the country but whenever we compromise the infusion at the highest level of government service through quota implies the negative impact on the improvement of governance.From the perspective of humane Resource Management, Quota System never be a good selection tools because it discriminates the humans. Whenever we are going for some(prenominal) quota system which will must hide to select right people at right put in at right time. pic To run any sector whether it is public or private people constitute a prime role which start from manpower planning. In figure-1 it is assumed that the recruitment & selection mold is quota-free and hence entirely depends on merit.Therefore we would get a fair competition and as such we would hold back best fit for the organization. In long run, as they are fairly and merit-based selected, they would be more inspired, motivated, pro-active, result-oriented and careerist. At the end in that location would more possibility of nurture of talent, other wise retain of talent would be impossible. Besides, the quota-free selection ensures Equal Employment Opportunity. In the contrast, in Fig. it has been assumed that, the selection process is quota based, ie, we have to fill-up quota rather than selection right fit leading to non-compliance of Equal Employment Opportunity. These employees would be, no doubt, less motivated, inspired and re-active. Therefore there would be possibility by the management to exploit them rather nurture, because retain of such employees are non a big deal as they are not careerist, result-oriented. Figure 1 HR score In Terms of Talent Management Figure 2 Impact of Quota In HR take aim also Padma Bridge