Dynamics of Labour Force for Human Resource Management: A Local Economy Perspective in Bangladesh
Jayanta Kumar Basak,
Suban Kumar Chowdhury,
Masum Miah
Issue:
Volume 2, Issue 6-1, December 2014
Pages:
1-11
Received:
22 October 2014
Accepted:
30 October 2014
Published:
5 November 2014
Abstract: The trends of creation of new employment is essential to understand for human resource management because of the activities, policies, and practices of any organization involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees. Therefore, the study has sought to provide an understanding on the issues and options involved in the characteristics included in broad sector of employment and employed population by major occupation, level of education, and occupation by sector of employment, employment by industry, status in employment etc. Moreover, the current research has explored the changing pattern of labour market in different points of view for both male and female workers. To achieve the aims of the study, data from Labor Force Survey (LFS) conducted by the Bangladesh Bureau of Statistics (BBS) during the period of 1999 to 2010 have been used. The study showed that the rate of growth in unemployed population was higher than the employed population which might create an extra pressure in labour market. Moreover, it is also found that acute skill shortage is another particular concern which is affecting labour market. The main reason beyond not only the education levels of the workforce are low, but the education and vocational training are not maintained towards the markets needs. Therefore, creating productive employment opportunities will be imperative for sustained economic growth as well as to achieve optimal productivity and effectiveness.
Abstract: The trends of creation of new employment is essential to understand for human resource management because of the activities, policies, and practices of any organization involved in obtaining, developing, utilizing, evaluating, maintaining, and retaining the appropriate number and skill mix of employees. Therefore, the study has sought to provide an...
Show More
Cross Cultural Diversity in Today’s Globalized Era
Priyameet Kaur Keer Anand
Issue:
Volume 2, Issue 6-1, December 2014
Pages:
12-16
Received:
30 November 2014
Accepted:
3 December 2014
Published:
27 December 2014
Abstract: We live in a world with an abundant array of diversity. Diversity is evident in people, the environment, and all forms of life. Advancements in technology have made the world seem smaller and increased the interaction between people from different cultures. The rapid globalisation has a significant impact on the work, employees, and organizations bringing them frequently with clients, suppliers and peer that they never work before. In an era of globalisation, organization faces unique challenges in coordinating among clients, developers, designers’ workers from different countries. The major challenges are to develop practices, which balance global competitiveness, multinational flexibility and the building of a worldwide learning capability. This balance will require organisations to develop the cultural sensitivity and ability to manage and leverage learning to build future capabilities. While offering opportunities, globalisation also poses significant challenges to employees especially when different cultures are involved as a team. Multicultural teams have their culture as a set of shared values and beliefs. Beliefs are people’s perceptions’ of how things are done in their countries. They are reported as “practices” in a particular culture. Values are people’s perceptions about the way things should be done. They are their preferred practices and people’s beliefs. In a global context the management and development of people inevitably leads to considerations of diversity and related challenges. Attitudes towards working have changed dramatically in recent years and there is currently much more emphasis on multi-cultural working. Many organisations have found that multicultural team integration can be problematic and at times performance is not always at the level required or expected. With an ongoing increase of multicultural teams, leaders in multinational organisations must be aware of cultural diversity issues in order to function effectively and achieve high levels of team performance. This paper will focus on issues like Virtual team, communication in globalized world, resolving conflict and some effective tips for managing cross cultural diversity in the globalized world. Data has been collected from secondary sources.
Abstract: We live in a world with an abundant array of diversity. Diversity is evident in people, the environment, and all forms of life. Advancements in technology have made the world seem smaller and increased the interaction between people from different cultures. The rapid globalisation has a significant impact on the work, employees, and organizations b...
Show More
