Abstract:
BRAC International started its global journey in 2002 in Afghanistan, and since then it expanded
its activities in nine other developing countries in Asia and Africa, making it a global leader in
providing opportunities for the world’s poor on a non-profit basis. The total workforce of BRAC
International is above 8000+ staff which means there is an enormous scale of human resource
activity. In every BRAC International country except Philippines there is a separate Country Head
of Human Resources & Training and a small HR team that manage the operational activities of
these enormous operations, managing their performance and capacity development.
In this particular report, how a HR department of an international non-governmental organization
works, how they manage all nine countries HR activities sitting in the head office, how they hire
the most suitable candidates and so on are describes from the eye of an intern. Their strongest point
is that they have a much enriched HR department with systematic approaches to conduct their
activities, and the main drawback they have is that they use insufficient advertisement channels to
minimize their cost, but at the same time they are also minimizing the size of potential applicant
pool.
Before having any final remarks about this report, it is requested to keep in mind that it was
prepared in a very short time’s notice, and because of confidentiality, data could not be collected
properly to do the analysis. The report will give an idea about a selection and hiring process of
world’s largest NGO with over 40 years of experience of working with humans.
