Employee motivation and retention in BRAC
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Since its inception in 1972 as a small relief and rehabilitation project in a remote corner of Bangladesh, BRAC have grown to become one of the largest and most successful development organizations in the world. Over the course of evolution it has established itself as a pioneer in recognizing and tracking the many different realities of poverty. Guided by its founder’s vision, BRAC is defeating poverty by giving the poor a chance to bring changes in their own lives. With 125000 employees, it is now the world’s largest nongovernmental organization, a catalyst for change touching the lives of 138 million people around the world. BRAC currently has 36 programmes. Through this report the way BRAC motivates and retains its employees and whether in reality the employers are actually motivated or not can be figured out. This report mainly wants to identify the age, tenure, experience, managerial position and how employees feel about their job, working environment, Performance Appraisal, compensation and other benefits, job satisfaction etc. 57 was the sample size. There are 12 units in BRAC’s Human Resource Division, Head Office and they were the sample population. Primary data’s from the respondents from BRAC will be collected then SPSS would be used to process, tabulate, analyze the collected data’s in order to come up with a meaningful result. Convenient sampling is used and the sample size would be 57 because the access to Human Resource Division, Head Office of BRAC was only available. From the questionnaire it was found that in BRAC, the ratio of male and female employees are balanced; majority of the employees working at BRAC HRDHO are at their mid aged; majority of the employees fall in the entry level category; most of the employees of BRAC HRDHO have been working here for a long time and they have good working experience and majority of the employees of the HO are full time employees. According to the findings, most of the employees feel secured about their job; most of them were satisfied with their working environment; majority of them were happy with their Performance Appraisal; most of them were dissatisfied with their compensation package; most of them were happy with the other benefits provided to them; most of them wants to build long term career here; most of them find their job challenging; they have proper work life balance; they stated they were able to participate in decision making; however they stated they are not fully satisfied with their job. Few problems that exist in BRAC’s Human Resource Division’s Head Office were figured out such as; employees were not motivated by compensation; they were not fully satisfied with their job. In order to overcome the first problem which was about employees not being motivated by compensation, the proposed solutions were: Praise and recognition, Career Path, One-on-One Coaching, Additional Responsibility and Social Gatherings. Through these non-monetary benefits BRAC can lessen its employee’s dissatisfaction regarding their pay package. If employees are happy with the intrinsic and other non-monetary benefits than they might be less bothered about pay package. The other problem that was figured out was that the employees were not fully satisfied with their job, the possible solutions that I suggested were: Job Rotation, Job enrichment, Job enlargement, Flex hours and Build corporate culture. The above points might help BRAC to make their employees satisfied with their jobs.