The work-life quality, stress management, and development of BRAC International employees

Abstract

BRAC is a success story in the development sector, promoting anti-poverty measures in Bangladesh and 11 other countries beyond Asia and Africa. BRAC launched its first initiative in Afghanistan in 2002 under the Dutch-registered as “Stitching BRAC International”. BRAC International was officially registered as a foundation on March 16, 2009, with the goal of engaging in charitable amendments and social welfare operations in any country around the world that are firmly based on a non-profit basis, as well as doing all other things that are relevant or composite materials to the achievement of the goal. Currently, the BRAC International initiative is linked to 11 nations. Afghanistan, Sri Lanka, Uganda, Tanzania, Pakistan, South Sudan, Sierra Leone, Liberia, the Philippines, the United Kingdom, and the United States are among them. Currently, BRAC has around 9000+ employees and BRAC International has around 65 employees who are engaged together to inaugurate their mission and vision. Nevertheless, the internship report includes information about BRAC International's Human Resources approach. BRAC International's HR department is significantly more solid in terms of interacting with the HR procedures of 11 nations. They have certain benefits and drawbacks in the HR process. This study on work-life balance and stress management focuses on the organization's work environment and employee acceptance of it. According to an anonymous interview with several Human Resource Division employees, their hectic work schedule disrupts their daily lives owing to great work pressure, as well as it frequently diminishes their work spirit, and mental health, as a consequence they lack confidence more frequently, delay the work process and behave frustrated with each other that impact on individual performance. Some possible solutions to the problems include employee expansion to have flexible and balanced work arrangements, weekly stress management activation to have a proper work environment, a monthly leisure program, and performance assessments for overtime or devotion to work. Before making final annotations on this report, please bear in mind that due to confidentiality, this report may not be capable of processing all of the data required for this research and locating the precise solutions. Yet as an intern and observer, I feel this research and preparation of the report indicates which approach and technique shall be beneficial to both the organization and the personnel.