AN ANALYSIS OF MANPOWER EXPORT … ANALYSIS OF MANPOWER EXPORT PROCESSING FROM BANGLADESH ... An...

D.U. Journal of Marketing, Vol. 16, No. 1, June 2013 (Published in December, 2015)

AN ANALYSIS OF MANPOWER EXPORT PROCESSING

FROM BANGLADESH

Dr. Md. Abul Kalam Azad1

Ms. Samsun Arefin2

Abstract: The scenario of manpower migration is changing all over the

world. Over a few decades Labor Migration takes place as an essential part

of the global economy. The purpose of this study is to examine the process

of manpower exporting and explore the situation of Bangladeshi manpower

in foreign countries. Economic reform in different countries has created

substantial changes in labor migration process. Policy makers are showing

greater interest in labor migration issues and this is one of the core issues

of policy dialogue and international co-operation. Considering the

importance of manpower export sector and emphasizing the contributions

of expatriate Bangladeshis, government created the Ministry of Expatriates’

Welfare and Overseas Employment on Dec 20, 2001 having vision to ensure

the rights and interest of Bangladeshi workforce both at home and abroad

and to facilitate overseas employment for rapid economic growth. This

study has identified the factors of the existing process by taking survey from

the respondents considering the visa processing system, training system,

transparency of recruiting agencies, behavior of the employers, payment

system, salaries or wages, rights of employee, insurance opportunities,

working environment.

Key words: Labor migration, global economy, and manpower exporting.

INTRODUCTION

Bangladesh is a developing country. Every year our government declares a

deficit budget .Foreign aids and remittance contributes a huge contribution in our

budget. So to nurse the manpower exporting process is a demand of time. The

contribution of remittance was about 14461.14 million US dollar in the budget

during 2012-2013 (Foreign Exchange Policy Department, Bangladesh Bank).The

rapidly changing global economy is driven by innovative technologies and

integrating markets. There has been a tremendous burst in the growth of

international trade in goods and services along with a significant rise in the

international financial flows. Movement of people within and across nations is on

the rise. In fact one of the biggest implications of a rapidly changing global

economy has been on the impact on the labor market. In the last decade, cross

border movement of people and remittances outflow from a large number of

1 Professor, Department of Marketing, University of Dhaka, Bangladesh.

2 Lecturer, Department of International Business, University of Dhaka, Bangladesh.

58 D.U. Journal of Marketing, Vol. 16, No. 1, June 2013

developed countries and remittances inflows into a number of developing

countries has been increasing steadily. Since 1980 the stock of migrants has

started moving two steps ahead of the average growth rate in the world

population. According to the United Nations Report of 2010, about 3 percent of

the world population is in transit. Sizable portions of the people living outside

their countries of origin send back regularly a part of their income home. Migrant

remittances have made it possible to bring about direct, immediate and far-

reaching benefits both to the families and the countries of the migrants. In fact

the migrant workers provide a constant source of income—an amount larger and

more predictable than the official development assistance, foreign direct

investment and other private inflows.

The emergence of remittances as a new strategy for poverty alleviation in

developing countries has spurred multilateral institutions, international

organizations, foundations, universities and national governments, including the

Asian Development Bank (ADB), Inter-American Development Bank (IADB),

International Monetary Fund (IMF), World Bank, and the United Nations among

others to seriously study, identify and implement measures on how these inflows

could be maximized and then harnessed for the development of the migrants’

countries of origin. There are three major positive effects of migration.

Expatriates who remain abroad contribute money via worker remittances.

Returning migrants, in particular, bring back their skills and work experience

from abroad, thus boosting productivity of the local economy. Migrants may also

invest capital in entrepreneurial ventures that facilitate transfer of knowledge or

technology to the developing countries and boost productivity and economic

development. While all three are equally important for the development of

Bangladesh, this report focuses only on the first major impact of migration, i.e.,

migrant remittances.

It is evident that Bangladesh has an edge over many other developing countries

in its abundance of human resources. On the other hand, Bangladesh has cheap

talent, good reputation of its overseas workers, its historical presence and strong

positions in some countries, great willingness of its citizens to migrate, growing

importance of manpower exports in the eyes of the government and the

willingness of NGOs and other private sector players. If the government can

devise a new strategy to explore new export markets for the country as expatriate

workers and ensure the wellbeing of Bangladeshi citizens working abroad,

significant remittance which would be channeled to contribute a lot to the

economic growth and poverty reduction.

In all over the world about 70 Lac Bangladeshi workers are working legally and

their remittance is the second highest foreign contributor in our GDP (Current

Affairs: April, 2011). We know the workers of Bangladesh face different types of

difficulties abroad and sometimes they returned from abroad. If the related bodies

of our country and the embassy of different countries are sincere in their own

responsibilities, the obstacles can be avoided.

An Analysis of Manpower Export Processing from Bangladesh 59

The researchers have gathered knowledge from study about the overall process of

exporting manpower from Bangladesh and remittance situation. The study was

conducted at Bureau of Manpower Employment and Training (BMET) and

others. The information was collected on the basis of BMET’s and BAIRA’s

websites, brochures and through personal contact with high officials. The data

were collected from most recent available sources during the period of 2012-

2013 fiscal years.

The study has focused on the process of exporting manpower of Bangladesh.

This section is hitherto and unexplored. In Bangladesh the contribution of

remittance in GDP is huge. The researchers have tried to focus on the process

and procedure of BMET’s manpower exporting system and also confined to

show the satisfaction level of expatriate workers and their relatives under the

existing process.

OBJECTIVES

The main objective of the study is to examine the process of manpower exporting

of Bangladesh. Specific objectives of the study are:

1. to know about the overall situation of manpower export,

2. to examine remittance situation of our country,

3. to analyze the problems of going to foreign countries,

4. to explore the situation of Bangladeshi manpower in foreign countries, and

5. to suggests some remedial measures for overcoming the said problems.

METHODOLOGY

The present study is exploratory in nature. Both primary and secondary data have been used in the study. The relevant and supporting secondary data have been collected through library research and website study and Directory of Bureau of Manpower, Employment & Training (BMET)‖ as a sampling frame. To know the overall existing process of exporting manpower, the researchers have collected some secondary data, such as- Ministry of Expatriates’ Welfare and Overseas Employment (MEWOE), Bangladesh Association of International Recruiting Agencies (BAIRA), Bureau of Manpower, Employment & Training (BMET), Bangladesh Overseas Employment & Services Ltd. (BOESL) etc. From these sources the researcher has gathered vast knowledge about the study.

Primary data have been collected from fifty random sample respondents. The researchers have tried to determine the perceptions of the target people about the existing overall process of exporting manpower. Here target population was ―Suppliers of the Grameen Phone‖. The researchers have chosen sample size on the basis of non–probability convenience sampling and judgmental method is used as a sampling method because all the peoples are not potential for collecting relevant information. So the researchers as an interviewer have used their judgment to select the respondents from convenient respondents.


To show the actual picture of the study theoretical and technical analysis were

used. The questioning technique was used to collect primary data. One set of

structured non-disguised questionnaire was used to obtain factual information

and opinion. Multiple choice types of questions were also used to obtain factual

information.

The questionnaire was made on the basis of some affecting factors of the existing

process, such as- visa processing system, training system, transparency of

recruiting agencies, behavior of the employers ,payment system, salaries or

wages, rights of employee, insurance opportunities, working environment etc.

FINDINGS

The Role of Different Agencies for Exporting Manpower

Bureau of manpower, employment & 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. Presently BMET is under administrative control of Ministry of

Expatriates Welfare and Overseas Employment. BMET is composed of two

wings namely, employment services Wing and training wing.

Table 1: Shows Different Categories of Bangladeshi Migrant Workers

Years Professional Skilled Semi-skilled Unskilled

1994 -1998 2.89% 29.98% 19.22% 47.90%

1999-2003 4.74% 32.05% 14.43% 48.77%

2004-2008 0.69% 31.11% 15.74% 52.46%

2009-2013 1.65% 31.60% 12.48% 54.27%

Source: Bureau of Manpower, Employment and Training.

The table 1 shows that from 1999 to 2008 the percentages of professional

workers were in a drastically decreasing rate due to political unrest. But the

percentage of semi-skilled workers was in an increasing rate. On the other hand

from 2009 to 2013 the percentages of professional, skilled and un-skilled workers

were in a increasing rate but the percentage of semiskilled workers was in an

decreasing rate. From the above table it is evident that the number of unskilled

workers is increasing in abroad. So for gaining the overall success in remittance

amount more and more professional and skilled workers should go abroad.


Association of Recruiting Agencies Engaged in Manpower Export (BAIRA):

There are about seven hundreds licensed private recruiting agents engaged in

manpower export. They have association under the name and style of Bangladesh

Association International Recruiting Agencies (BAIRA). BAIRA cooperates with

the Ministry in implementing rules, regulation and directives of the Ministry. The

present number of BAIRA members is 724.

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.

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.

With a modes beginning in 1976, Bangladesh has, by now, become a notable

exporter of manpower. Between the years 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 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. BAIRA arranges short

term foreign language course & briefing sessions before allowing the selected

workers to emigrate.

Unemployed labor force of Bangladesh is estimated to be about 15 million.

Beside a huge number of un-skilled labor force, skilled, semi-skilled and

professional manpower is also available for foreign employment. All the


categories of personnel exported for employment are broadly classified into four

groups as: (a) Un-skilled, (b) Semi-skilled, (c) Skilled, and (d) Professional.

Foreign Remittance

Remittance: Remittance is transfer of money from one country or territory to

other country or territory in the form of government approved foreign currency

e.g. US dollar, Euro etc.

Remittances- "The money of the migrants": Fund transfer from one country to

another country goes through a process which is known as remitting process.

Suppose a local bank has 200 domestic branches and has the corresponding

relationship with a foreign bank say-―X‖, maintaining ―Nostro Account‖ in US$

with the bank.

Figure 1: Flow Chart of Remitting Process

Source: Filed Study.

Bangladeshi expatriates are sending foreign remittance to their local beneficiary,

through that account. Now, when the Bangladeshi expatriates through other

banks of different countries remit the fund to their ―Nostro Account‖ with ―X‖,

then the local bank’s Head office international division will receive telex

message and the remittance section will record the advice and generate the advice

letter to the respective branch of the bank. The branch will first decode the test,

verify signature and check the account number and name of the beneficiary.

After full satisfaction, the branch transfers the amount to the account of the

beneficiary and intimates the beneficiary accordingly. But sometimes complexity

arises, if the respective local bank has no branch where the beneficiary maintains

his account. Then the local bank has to take help of a third bank who has branch

there.

Foreign currency remitting procedures: There are two types of remittance.

In ward remittance. Inward remittance covers purchase of foreign currency in

the form of foreign Telegraphic Transfer (T.T), Demand Draft (DD) and Bills &

Travelers Cheque, Export Bill etc. sent from abroad favoring a beneficiary in

Bangladesh, purchase of foreign exchange is to be reported to Exchange Control

Department of Bangladesh Bank on form - Letter of Credit (L/C). Basically,


these are the formal channels of receiving inward remittance. A local bank also

receives indenting commission of local firm also comes under purview of inward

remittance.

Figure 2: Modes of Inward Remittance

In word remittance are export proceeds, wage earners, Investment, Grand .Aids,

UN peace keeping. Commission/Service Charges, Fees, Tourisms, Business

Development, Fair etc.

Outward remittance. Outward remittance covers sales of foreign Currency by

Authorized Dealer (AD) or Formal Channel through issuing foreign Telegraphic

Transfer (T.T), Demand Drafts (D.D), Traveler's Cheque etc. as well as sell of

foreign exchange under L/C and against Import Bills retired. The Authorized

Dealers have to demonstrate Utmost caution to ensure that foreign Currencies

remitted or released by them are used only for the purposes for which they are

released. Most outward remittance is approved by the authorized dealer on behalf

of Bangladesh Bank.

Figure 3: Modes of Outward Remittance


Outward Remittance may be made for following purposes Travel, Medical

Treatment, Educational purpose, Attending Seminar, Balance Amount of Foreign

Currency Account, Profit of Foreign Companied, Technical Assistance, Letter of

Credit (L/C) payment, Fair, Exhibition for export promotion.

Remittance transfer channels: Foreign Remittance can be transferred in two

ways.

Formal channel. Fund transfer from one country to another country through

official channels, i.e. banking channel, post office and other private service

channels, such as– Western Union Money Transfer, Neno Money Order, Money

Exchanger etc.

Figure 4: Forms of Formal Channel

The Legitimate purposes of moving money abroad through formal channel are:

(a) to invest, (b) to Lend, (c) to meet Trading/Personal Obligations, and (d) to

safeguard assets against theft or seizure by repressive regimes.

Informal Channel. Fund transfer from one country to another country through

hand by hand or over telephone in an unofficial channel like – ―Hundi‖.

Figure 5: Informal Transaction Channel

Experts state that remittance collected by informal ―Hundi‖ rings are used to

finance illegal trade and transaction. Terrorist financing is also made by this sort

of channel, criminals use informal channel for moving money abroad because of

–Dealing in arms & ammunitions, Drug trafficking ,Financing terrorists’

activities ,Evasion of exchange regulations/control, Evasion of taxation, Disguise

or remove proceeds of threat/fraud/bribe, Making blackmail payments, Paying

random for Kidnappers.


Public and private actors in remittance transfer: There are several actors

involved in the area of remittance transfer. Among them, Ministry of Finance

(MoF) and Bangladesh Bank (BB) are the two most important institutions.

Besides, Ministry of EWOE (MoEWOE); Ministry of Foreign Affairs (MoFA);

Ministry of Commerce (MoC); Bureau of Manpower, Employment and Training

(BMET); National Savings Bureau (NSB); Privatization Commission (PC) and

Board of Investment (BoI) are other relevant ministries and agencies in the public

sector. Nationalized Commercial Banks (NCBs), Private Commercial Banks

(PCBs).

Flow of Foreign Remittance in Bangladesh

Remittance has become a major contributor to the Bangladeshi economy. As the

emigrant workers from Bangladesh gradually increased over the years, the

amount of annual remittance to the country significantly rose. According to

World Bank, Bangladesh is now one of the largest recipients of remittance with

almost $14.5 billion as of June 2013.

Table 2: Foreign Remittance in Bangladesh from 1995 to 2013

Year/Month

Remittances

In million US dollar In million Taka

2013-2014* 10495.17 815968.55

2012-2013 14461.14 1156460.78

2011-2012 12843.43 1018827.79

2010-2011 11650.32 829928.90

2009-2010 10987.40 760109.59

2008-2009 9689.26 666758.50

2007-2008 7914.78 542951.40

2006-2007 5998.47 412985.29

2005-2006 4802.41 322756.80

2004-2005 3848.29 236469.70

2003-2004 3371.97 198698.00

2002-2003 3061.97 177288.20

2001-2002 2501.13 143770.30

2000-2001 1882.10 101700.10

1999-2000 1949.32 98070.30

1998-1999 1705.74 81977.80

http://en.wikipedia.org/wiki/Remittance

http://en.wikipedia.org/wiki/Bangladeshi_economy

http://en.wikipedia.org/wiki/World_Bank


Year/Month

Remittances

In million US dollar In million Taka

1997-1998 1525.43 69346.00

1996-1997 1475.42 63000.40

1995-1996 1217.06 49704.00

1994-1995 1197.63 48144.70

Top of Form

Source: Foreign Exchange Policy Department, Bangladesh Bank.

From the table 2 shows that in the fiscal year 2011-2012, this amount was about

US$ 12,843.43 million and in 2012-2013, this amount was about US$ 14461.14

million. The researchers found that the flow of overseas employment amount is

in a vulnerable situation .In some years it was in a increasing rate and in some

cases the time was unfavorable because of unrest political situation, economic

crisis, problem of diplomatic relation building etc.

Bangladesh Bank is very careful about the remittance flows in Bangladesh from

all over the world. This means it covers remittance of both long term and short

term migrants. Bank data shows that the remittances sent by the migrants have

grown over time. Nonetheless, the yearly growth rate of remittance is much less

than the total numbers of migrant workers throughout the last twenty-five years,

the remittance flows broadly indicate an average yearly increase of around 10

percent. The most important reason behind such gap in migrant and remittance

flows is that in recent times Bangladesh has exported more unskilled and semi-

skilled migrants whose wages are rather low compared to those of previous

skilled and professional ones. Wage rates have also fallen drastically over the

past decade.

One half of the total remittance came from one country, i.e., Saudi Arabia. Over

the years, the US has become the second largest remittance sending country,

Kuwait and the UAE being the third and fourth. Migrants use different methods

in sending remittance involving both official and unofficial channels. A section

of remittance is also transferred in kind. The goods that migrants bring along

while visiting or returning to Bangladesh, or send with

Overseas Employment and Remittance: Table 3 shows that till now the

amount of workers is working in ―Kingdom of Saudi Arabia (KSA) = 2629123,

which is 30.16 percent of total. It is the highest amount. Next the second highest

amount is in the ―United of Arab Emirates (UAE) = 2303223, which is 26.42

percent of total. The lowest amount of workers is working in ―Japan = 1231,

which is 0.01 percent of total. Some other findings are given below:


Table-3: Shows the Top Ten Countries of Contribution during 1976-2013

Serial No. Countries Amount of workers Percentages

1 KSA 2629123 30.16%

2 UAE 2303223 26.42%

3 Malaysia 705054 8.09%

4 Kuwait 479656 5.50%

5 Oman 842784 9.67%

6 Singapore 486031 5.58%

7 Bahrain 273933 3.14%

8 Qatar 267304 3.07%

9 Libya 117433 1.35%

10 Lebanon 97032 1.11%

Source: www.bd bmet.org

From this table it is clear that first two countries KSA and UAE contribute for

about 56.58% of total. It is evident that Middle East is the main source of our

remittance. Therefore it is very crucial to continue the diplomatic relation with

these countries. But recent anarchies in some African countries especially in

Libya create some problems for our some workers in those countries. The total

number of workers has gone in abroad from 1976 to Dec.2013 is about 8,717,002

and the amount of remittance earned from abroad in time is about US$

118,837.73 million (Tk. 782,731.49 Crore).

Analyses of the Table: Overseas Employment of Female Workers: From this

table-8.1 it is found that the amount of total overseas female workers from 1991

to 2014 (July) was about 3,19,247. On the other hand the total amount of

overseas workers in this time was 8,717,002. So the percentage of female

workers is 2.41% of total which is very negligible. So the proper steps should be

taken for increasing this amount.


Table 4: Top ten countries of contribution for female migrants from

1991-2014 (July)

Serial No. Countries Amount of workers Percentages

1 UAE 83287 26.64%

2 Lebanon 85397 31.51%

3 KSA 32126 15.32%

4 Jordan 58058 8.75%

5 Kuwait 7658 3.71%

6 Mauritius 12837 4.86%

7 Malaysia 6520 3.14%

8 Bahrain 3691 1.70%

9 Oman 20224 3.11%

10 Libya 531 0.25%

Source: www.bmet.org.bd

From the above table it is clear that first three countries UAE, Lebanon and KSA

contribute for about 73.47% of total. So it is very crucial to continue the

diplomatic relation with these countries and to take necessary steps finding out

the new opportunities for female workers. For this reason training, easy migrant

system, proper knowledge about jobs, good diplomatic relation with different

potential countries are required.

EVALUATION OF EXISTING PROCESS THROUGH TARGET

MARKET SURVEY RESULTS

To find out the target market status about existing process of manpower

exporting, the researchers have conducted a survey of 50 target people through

personal interview. The sample structure and findings based on field survey are

given below:

Table-5: Shows the Sample Structure in the field Survey

Place Respondents Percentages Total Percentages

BMET

Male 30 60% 80%

Female 10 20%

BAIRA Male 7 14% 20%

Female 3 6%

Total 100%

Source: Field Survey.


The above table shows that the researchers have collected the primary data from

two reliable sources: (a) Bureau of Manpower, Employment and Training

(BMET) (b) Bangladesh Association of International Recruiting Agencies

(BAIRA). From BMET total 40 (80%) samples are collected where male-30

(60%) and female-10 (20%).On the other hand From BAIRA total 10 (20%)

samples are collected where male-7 (14%) and female-3 (6%).

Table 6: Showing Opinions of the Respondents Regarding Existing

Visa Processing System

Status Number Percentage

1. Strongly Disagree 5 10%

2. Disagree 30 60%

3. Neither Disagree nor Agree 10 20%

4. Agree 5 10%

5. Strongly Agree 0 0%


Respondents were asked to mention about the existing visa processing system of

Bangladesh is good. The above table shows the 10% of the respondents voted

for strongly disagree, 60% of the respondents voted for disagree, 20% for neither

agree nor disagree and 10% for agree on the basis of Likert scale of that

comment.

Table 7: Showing Opinions of the Respondents Regarding

Present Training System



2. Disagree 5 10%


4. Agree 30 60%



Respondents were asked to mention about the existing training system through

the above comment. 10% of the respondents voted for disagree, 20% for neither

agree nor disagree and 60% for agree on the basis of Likert scale of that

comment.


Table 8: Showing Opinions of the Respondents Regarding Recruiting

Agency’s Transparency



2. Disagree 30 60%


4. Agree 5 10%



Respondents were asked about the existing agency’s transparency is satisfactory.

Table 8 shows the respondents pinion where 10% of the respondents voted for

strongly disagree, 60% of the respondents voted for disagree, 20% for neither

agree nor disagree and 10% for agree.


Employer Behavior



2. Disagree 15 30%


4. Agree 10 20%



Respondents were asked about the employer behavior through the above

comment. 10% of the respondents voted for strongly disagree, 30% of the

respondents voted for disagree, 40% for neither agree nor disagree and 20% for

agree on the basis of Likert scale of that comment.


Table 10: Showing Opinions of the Respondents Regarding Payment System



2. Disagree 10 20%


4. Agree 10 20%



Respondents were asked to mention about the existing payment system is perfect.

Table 10 shows the opinions of the respondents in this regard. 20% of the

respondents were opined that they disagree, 60% for neither agree nor disagree

and 20% for agree in this issue.

Table 11: Showing Opinions of the Respondents Regarding Payment



2. Disagree 25 50%


4. Agree 5 10%



Respondents were asked to mention about the payment amount which is

reasonable. The above table 11 depicted that. 10% for strongly disagree, 50% for

disagree, 30% for neither agree nor disagree and 10% for agree on the basis of

Likert scale of that comment.

Table 12: Showing Opinions of the Respondents Regarding Rights of ILO



2. Disagree 15 30%


4. Agree 0 0%



Respondents were asked about the ILO law are completely followed. The table

12 shows that. 40% respondents argued strongly disagree, 30% for disagree, 30%

for neither agree nor disagree on the basis of Likert scale of that comment.


Table 13: Showing Opinions of the Respondents Regarding Insurance

Procedure



2. Disagree 20 40%


4. Agree 0 0%



Respondents were asked about the existing insurance procedure through the

above comment. 40% for strongly disagree option and 40% for disagree, 20% for

neither agree nor disagree on the basis of Likert scale of that comment.


Working Environment



2. Disagree 15 30%


4. Agree 5 10%



Respondents were asked about the working environment through the above

comment. 40% for strongly disagree option and 30% for disagree option, 20% for

neither agree nor disagree and 10% for agree on the basis of Likert scale of that

comment.

PROBLEMS OF MANPOWER EXPORT

Irregularity and corruption: There are huge complains of irregularity and

corruption against manpower export agencies in Bangladesh. Print and electronic

media covers about these quite frequently. Those who are affected also describe

their bitter experience in dealing with the agencies. The fact is that a powerful

coterie has been created among the Ministry of Expatriates’ Welfare and


Overseas Employment, Bureau of Employment, Bangladesh’s missions abroad,

BAIRA and recruiting agencies who are involved in such irregularities and

corruption. Two Thousands of people lost everything but could not go to the

desired countries. Those who could reach their destination are not getting proper

job, being fined, thrown to jail, and getting other punishment. Many are forced to

be back to Bangladesh. The recruiting agencies are taking money even double of

the government rates.

Inefficiency of related institutions: Inefficiency, lack of interest and monitoring

of the Ministry, passive attitude of the foreign Missions, and illegal transactions

between employing and recruiting agencies may bring about disaster in

manpower export in near future. Already the United Arab Emirates has declared

that it will not receive Bangladeshi manpower through recruiting agencies. Some

countries including Malaysia, Qatar and Kuwait have been talking in the same

tone regarding manpower import from Bangladesh. Beside corruption and

malpractices, Bangladesh is lagging behind compared to neighbor India and Sri

Lanka mainly due to lack of skill and training.

Unskilled workers: The unskilled workers are vulnerable and are not paid what

they really deserve. The government has established some new science and

technological universities, polytechnic and vocational institutes for increasing the

number of skilled and professional personnel. But the number is still smaller than

what is required to meet the actual demand. Moreover, the quality of education

provided by these institutes is not up to the mark as compared to the institutes of

other leading manpower exporting countries.

Exploitation of Recruitment agencies: Recruitment agencies exploit the

migrating workers in many ways. Migrants are forced to pay huge fees as bribe

to get work permits and visa documents. The agencies sometimes export people

with fake documents which cause great suffering to the migrants.

Need of skill certificate: Skill certification requirements in the host country

either prevent market access causing a rejection of the work permit or visa

application, or limit his/her scope for work to specific activities once s/he enters

the overseas market, preventing him/her from practicing the core skills.

Social and cultural reasons: Due to social and cultural reasons, the percentage

of women workers is low who wish to be migrant workers. They comprise

around one or two per cent of the total overseas workers. They have restrictions

at various levels to go abroad. However, the global opportunities for some

occupations dominated by women are huge and competition is far less.

Illegal workers: In many countries where Bangladeshi immigrants work, there is

a substantial population of illegal migrants from Bangladesh as well as other

countries. This has made the host country governments and the locals

increasingly wary of migration. Bangladesh, however suffers from a serious

image problem abroad. Certain irregularities on the part of the Government of

Bangladesh officials and fraudulent practices followed by recruiting agencies


have had a negative impact on labor importing countries’ attitudes and been

detrimental to maximized growth and exploitation of this potentially lucrative

export sector.

Lack of utilization of remittance: In Bangladesh, a study has reported that less

than 5 per cent remittance is utilized for productive investment and a significant

portion of remittance is utilized for nonproductive purposes. So the remittances

cannot be utilized for economic development and industrialization that are

necessary for the socioeconomic development of the country.

Foreign policy and diplomatic relationship: A large proportion of the workers

abroad send the remittance via hundi instead of banking channel as bank

procedures are difficult and costly, and the money delivery takes comparably

long time. The Government’s foreign policy and diplomatic relationship and

promotional activities are important to increase manpower export. Although the

government has undertaken various strategies to boost manpower export,

Bangladesh is still far behind in establishing diplomatic relationships and

promotional activities as compared to the other countries.

SOME GOVERNMENT’S INITIATIVES

Bangladesh government has already taken some initiatives for raising export of

manpower. They are as follows:

Cost and harassment reducing program: The program of making the list of all

expatriate’s name with their occupation and skill is running at district

employment and manpower office for reducing the cost for employing worker

abroad, remove harassment and cheating with them.

Establishing database networking system: Information management through

ICT and the network have been expanded in Bureau of manpower, Expatriates

Welfare Ministry, Airport and BAIRA. Recruiting agencies and foreign

employee can choose and collect workers with their own demands directly by

this network. The system of illegal sub agent that means intermediary is

abolished in many times for establishing this database network.

Online emergence program: The program of giving online emergence permit of

outgoing workers is being implemented by Bureau of Manpower.

One stop service center: One stop service center has been created for rendering

all services to expatriate workers. Facilities of passport, outgoing, hotel and

restaurant, conference room, medical center, community center, destination of

employees and choosing workers have been expanding.

Establishing welfare desks: Two Expatriates’ Welfare Desk have been

established in Hazrat Shah-Jalal International Airport and one in Chittagong Shah

Amanat Airport and one in Sylhet Osmani Airport for catering every service to

the outgoing workers and wage earners.


Initiative for exploring new labor market: The government has devised seven-

point strategy to ensure the wellbeing of Bangladeshi citizens working abroad

and explore new export markets for sending Bangladeshi manpower. Under the

strategy the government has taken initiatives to explore new labor markets in

Norway, Sweden, Russia, Poland and Canada. The government will discuss the

issue of migration management with the WTO and the International Organization

of Migration (IOM).

Introducing strict monitoring system: A strict monitoring system will also be

introduced to eliminate suffering, fraud deception of Bangladeshi citizens

working abroad and expatriates. For the best use of remittances the government

will encourage establishing a special economic zone and industries with the

money remitted by the expatriates, which will contribute to poverty alleviation

and economic development.

RECOMMENDATIONS

For sustainable growth of our economy through export of manpower and

migration the government should take some other initiatives which may be

outlined below:

The existing laws should be amended. To amend existing laws to prevent

illegal human trafficking and human rights violations and bring transparency in

the migration process.

To monitor the recruiting agencies. Private recruiting agencies should be

monitored carefully by the government. The government should be vigilant in

overseeing and preventing the use of unfair means in dealing with manpower

export business.

Reform the education system. The syllabuses of the schools, technical

institutions and universities should be upgraded and synchronized with the global

labor market trends and demands. Young people should be trained into skilled

labor from those educational institutions.

Improve the quality of education. The Ministry of Education should improve

the quality of graduates of the polytechnic institutes which producing mid-level

technical manpower (Civil, Mechanical, Electrical, Automobile, Computer

Diploma Engineers, etc.).

Taking initiative for upgrading the technical skills. BUET and other

technological institutes should train up the high level technical graduates who are

likely to work abroad. Medical university and college should take initiative to

upgrade skill of the physicians in line with global demands. Training program is

also important for paramedic and medical technicians.

More training sessions should be arranged. Training for educated unemployed

youths should be organized to send them abroad for jobs. Illiterate and less


educated unemployed youths should be involved in various training programs to

be competent for the global labor market.

Good networking system should be established between government and

recruiting agencies. There is a need for good networking with the governments

and the labor related organizations of the countries where they are likely to work.

Diplomatic relationship should be improved. Diplomatic Missions in the

countries where Bangladeshis go for work in large numbers should take a more

active role in labor-related negotiations and improving working conditions.

Information and help center should be established. Information booth should

be established in every district and upazila about the global labor market trends

and demands. Full information, e.g., employment opportunities in each country,

terms and working conditions, job application and visa application process,

contact details of licensed agencies etc. should be incorporated in the information

list.

Increasing the number of women migrants. Women migrant workers need to

be trained in their prospective jobs. They should also be given orientation on the

culture of the recipient countries. The employment opportunities as a health

worker and a household worker in developed countries should be utilized and

organizing the proper training programs should be organized for them.

Sufficient fund should be ensured. A large number of job seekers cannot go

abroad for lack of funds. They are unable to pay the required charges to the

recruiting agencies or to the government (BOESL). The government may

consider granting them loans to meet their needs and thereafter recover the

money from their remittances.

More and more financial institutions should be involved. The process of flow

of remittances would involve many credit institutions like banks and micro

finance institutions. These credit institutions will have to provide incentives to

the migrants for remittances to be transferred officially and thereby channelize

remittances into the national market for productive investment.

Liberal policy should be implemented. Bangladesh bank policy should be

Bangladesh Bank should adopt a more liberal policy both for public and private

banks in establishing linkages with banks and financial institutions of manpower-

importing countries to facilitate easy and quick money transfer by the expatriate

workers and stop hundi. Information technology especially the use of mobile and

internet is the most important for this purpose

CONCLUSION

Bangladesh is a developing country. Every year our government declares a

deficit budget .Foreign aid and remittance contribute a huge contribution in our

budget. In 2009-2010 budgets the contribution of remittance was about 19987.40


million US dollar. So to nurse the manpower exporting process is a demand of

time. Bangladesh has already taken some initiatives for raising export of

manpower. For Example - The program of making the list of all expatriate’s

name with their occupation and skill is running at district employment and

manpower office for reducing the cost for employing worker abroad, remove

harassment and cheating with them. Information management through ICT and

the network have been expanded in Bureau of manpower, Expatriates Welfare

Ministry, Airport and BAIRA. Recruiting agencies and foreign employer can

choose and collect workers with their own demands directly by this network. The

system of illegal sub agent that means intermediary is abolished in many cases

for establishing this database network. The program of giving online emergence

permit of outgoing workers is being implemented by Bureau of Manpower. For

sustainable growth of our economy through export of manpower and migration

the government should take some other initiatives - Training for educated

unemployed youths should be organized to send them abroad for jobs. Illiterate

and less educated unemployed youths should be involved in various training

programs to be competent for the global labor market.

There is a need for good networking with the governments and the labor related

organizations of the countries where they are likely to work. Diplomatic Missions

in the countries where Bangladeshis go for work in large numbers should take a

more active role in labor-related negotiations and improving working conditions.

Information booth should be established in every district and upazila about the

global labor market trends and demands. Full information, e.g., employment

opportunities in each country, terms and working conditions, job application and

visa application process, contact details of licensed agencies etc. should be

incorporated in the information list. Women migrant workers need to be trained

in their prospective jobs. They should also be given orientation on the culture of

the recipient countries. A large number of job seekers cannot go abroad for lack

of funds. They are unable to pay the required charges to the recruiting agencies

or to the government (BOESL). The government may consider granting them

loans to meet their needs and thereafter recover the money from their

remittances. The process of flow of remittances would involve many credit

institutions like banks and micro finance institutions. These credit institutions

will have to provide incentives to the migrants for remittances to be transferred

officially and thereby channelize remittances into the national market for

productive investment. Finally it is argued that manpower exporting process is a

crucial factor for our economy and the country. Therefore, all should be sincere

about this matter from their own position.


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