Threat of substitute products

The position of substitute products is a matter of searching for other products that can perform the same function as the product of the industry or player in the industry (Heracleous, 2004). The bargaining power of both suppliers and buyers and also the threat of substitutes; the extent to which there are products/services which are close substitutes for the product/services of the industry in question, are also considered as part of the five forces. The presence of substitutes in case of telecom industry is very moderate and the switching costs for the buyers are relatively low. In case of Bangladesh mobile telecom industry, substitutes exist in the form of government land lines and some upcoming PSTN operators. Some additional substitutes include wireless Internet providers such as WiMax based companies, Bangla Lion and Augere, which has been desperately marketing its brand Qubee since its entry to the market.

Role and effect of quota system of BCS (Bangladesh Civil Service Commission):

The existing 55% of non merit quota in Bangladesh Civil Service (BCS) violates the Article-29 of our constitution which speaks only about under-privileged group. But quota for women is not included in under-privileged group.

Statistics of last three BCS (28-30):

SL.	Total applicants	Pass in preliminary & written test	Pass in viva-voice	Recruitment in cadre
28th BCS	120946	5881	5105	2190
29th BCS	123949	7217	5062	1722
30th BCS	147395	9059	5810	2367

Source: press notification BPSC. www.bpsc.gov.bd

Recruitment policies and conditions of Bangladesh Civil Service Commission (BCS)

In 1976, the recruitment rules for appointment to superior post were framed. On the other hand, the government of BD in September 1972, which guided recruitment to various services and posts, announced the Interior Recruitment Policy.

Recruitment and Selection in Bangladesh Civil Service (BCS)

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization (Flippo and Edwin 1984: 141). No element of the career service system is more important than the recruitment policy” (Commission of Inquiry on Public Service Personnel, 1935:37, quoted in Stall 1962:51). Recruitment is the cornerstone of the whole personnel structure. Unless recruitment policy is soundly conceived, there can be of little hope of building a first rate staff (Stall, 1962: 51). Broadly, there are two major methods for recruitment to civil service: (a) merit system through competitive examination and (b) spoils system. Under the typical civil service law, the central personnel agency commonly called Public Service Commission is responsible to conduct competitive examination. Spoils system (also known as a
patronage system) is an informal practice where a political party, after winning an election, gives government jobs to its voters as a reward for working towards victory, and as an incentive to keep working for the party—as opposed to a system of awarding

The Secretariat System of Bangladesh

Since the British colonial days, the Secretariat (Bangladesh’s equivalent of the Whitehall) has been the pivot around which the entire system of public administration works. It may be described as the nerve center of all governmental activities, where policies are conceived, initiated, designed, and apportioned to field agencies for implementation. The Secretariat refers to a conglomerate of all ministries and divisions under them. The principal purpose of the Secretariat is to establish among discrete self-contained hierarchical units a formal network of authority relationships,

Structure of Civil Service Commission of Bangladesh

Basic information about structure of civil service

Type	Number
Number of Cadres	28
Number of Class-1 Officers	40000
Number of Ministries	31
Number of Divisions	52
Number of Departments	254
Number of Statutory Bodies	173

Source: Ministry of Public Administration, Government of Bangladesh 2009

The Structure of Bangladesh Civil Service

The government of Bangladesh has a two-tier administrative system. The upper tier is the central secretariat at the national level consisting of the ministries and divisions to provide policies and to perform clearinghouse functions. The other tier consists of ‘line’ departments/directorates attached to the ministries and divisions that are mainly responsible for general administration, service delivery to citizens and implementation of various government development programs at the sub-national level. (Ahmed: 2002). At present, the Bangladesh civil service has more than one million civil servants in 31 ministries, 52 divisions, 254 departments and 173 statutory bodies (MOE:2010). The internal organization structure of a ministry reflects a hierarchical order. A minister is in charge of a ministry and is normally the “political head” of that ministry.

Human Resources Management (HRM) in Bangladesh Civil Service

In the years of East India Company’s rule, the system of civil services was first established in the Indian Sub Continent. With its slight modification, this system with colonial legacy continued through both in Pakistan and India after partition of the Indian Sub-Continent in 1947, and is designated Bangladesh Civil Service after the emergence of Bangladesh. At the early stage of British rule in India, two exclusive groups of civil servants were working with the central government, such as (a) Covenanted Servants signing an agreement with the East India Company, (b) Uncovenanted Servants not signing the agreement.

Development of Public Personnel Management (PPM) in Bangladesh

Public personal administration operates in a milieu of checks and balances. Especially this is a true in a government of a popular and democratic type. Because the personal system in such a government-particularly the system under which civil servants are recruited, the legal status as regards their tenure of employment, their compensation, opportunities for advancement, working conditions is one in which distinct parties have a direct interest; the general public, the government viewed as an employer and the employees.