HRM PRACTICES IN BANGLADESH
International Review of Business Research Papers
Vol. 7. No. 2. March 2011. Pp.118-136
New HRM Practices in the Public and Private Sector
Industrial Enterprises of Bangladesh: A Comparative
Assessment
Mir Mohammed Nurul Absar1 and Monowar Mahmood2
This study explored adoption of new HRM practices in the public and private sector organizations of Bangladesh. We collected data from sixty industrial enterprises located in the main industrial city of country, i.e. Chittagong. The study revealed significant difference on adoption of new HRM practices between public and private sector industrial enterprises of Bangladesh. Employees in the private sector organizations appeared to be more satisfied than public sector organizations with organizational HRM practices.
Keywords: HRM practices, Public Sector, Private Sector, Bangladesh.
1. Introduction
In the age of knowledge economy, human resource is considered as the most important resource of the organizations and it became decisive for success of any organization (Moyeen & Huq 2001; Schuler 1990; Werther & Davis 1996).
Human resource management (HRM) refers to the policies and practices including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations (Dessler 2007). The purpose of human resource management is to improve the productive contributions of employees and provide competitive advantage to the organizations (Werther & Davis 1996). It is well recognized that an organization enriched with committed, motivated, talented, and competent human resource can achieve any kind of challenging goals. Success of managers in the new century would absolutely depend upon their capabilities in managing human resources (Budhwar & Debrah 2001). McClelland (1961) questioned, “Why should Argentina lag so far behind the United States or
Australia in per capita? Is it so much less favored by climate
Vol. 7. No. 2. March 2011. Pp.118-136
New HRM Practices in the Public and Private Sector
Industrial Enterprises of Bangladesh: A Comparative
Assessment
Mir Mohammed Nurul Absar1 and Monowar Mahmood2
This study explored adoption of new HRM practices in the public and private sector organizations of Bangladesh. We collected data from sixty industrial enterprises located in the main industrial city of country, i.e. Chittagong. The study revealed significant difference on adoption of new HRM practices between public and private sector industrial enterprises of Bangladesh. Employees in the private sector organizations appeared to be more satisfied than public sector organizations with organizational HRM practices.
Keywords: HRM practices, Public Sector, Private Sector, Bangladesh.
1. Introduction
In the age of knowledge economy, human resource is considered as the most important resource of the organizations and it became decisive for success of any organization (Moyeen & Huq 2001; Schuler 1990; Werther & Davis 1996).
Human resource management (HRM) refers to the policies and practices including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations (Dessler 2007). The purpose of human resource management is to improve the productive contributions of employees and provide competitive advantage to the organizations (Werther & Davis 1996). It is well recognized that an organization enriched with committed, motivated, talented, and competent human resource can achieve any kind of challenging goals. Success of managers in the new century would absolutely depend upon their capabilities in managing human resources (Budhwar & Debrah 2001). McClelland (1961) questioned, “Why should Argentina lag so far behind the United States or
Australia in per capita? Is it so much less favored by climate
References: Ahmad & G. Mclean (Eds.), Bangladesh business research reports (pp.8894). Dhaka: UGC. Research in Personnel and Human Resource Management, Vol. 16, pp. 53101. Ernst & Young, & Metropolitan Chamber of Commerce and Industry (MCCI) (2007), HR practices survey- Bangladesh