The Relationship between Human Resource Management (HRM) Practices and Employee Selected Outcomes within the Organization: Empirical Evidence from Cement Manufacturing Company Limited in Bangladesh perspective

This is a compendium of the entire object which seeks to examine the association between human resource management practices and employee selected outcomes within the organizations. Data were collected through questionnaire from 100 employees. SPSS-16 was used to analyze the collected data. In this study, descriptive statistics, correlations, and multiple regression analysis have been applied to determine the contribution of each independent variable in human resource management practices within the organizations. The study shows that there is a significant relationship between independent and dependent variables. The result of the analysis revealed that HRM practices have a significant influence on employee selected outcomes like perceived organizational support, employee attitudes and behavior, affective and normative commitment and discretionary behavior within the organization. Furthermore, findings of this research paper emphasis on the presence and appearance of HR internal experts in the organizations which helps to achieve competitive advantage and improving organizational performance. Keywords: HR Practices, Employee Attitudes, Employee Commitment, Discretionary Behavior

FLOOD-HAZARD MAPPING IN A REGIONAL SCALE – WAY FORWARD TO THE FUTURE HAZARD ATLAS IN BANGLADESH

Flood causes substantial economic loss and hindrance to development activities in many developing countries of the world. Bangladesh, a developing country in South-east Asia is ranked as the world’s ninth-most disaster-prone country by the World Risk Report, 2018 because of its high exposure to multiple hazards and less coping and adaptive capacities. The country is recurrently hit by flood hazard almost every year. Being a densely populated country with the fragile economic condition, Bangladesh urgently needs to focus on future flood-risk reduction with more effective measures in order to sustain the development milestone achieved till now. Flood hazard mapping, an initial phase of risk understanding (i.e., perception and knowledge), is often considered to be an indispensable component of flood-risk reduction strategies. In line with the contention, the present study aimed towards flood hazard mapping in Bangladesh where flood prone northeastern part of the country is taken as a case area. Multi-cri teria evaluation technique (MCE) for hazard mapping has been employed where elevation, slope, distance from river, land use and landcover (LULC), precipitation, flow length, and population density were taken as the causative factors. Each factor, as well as their subclasses, were assigned with pertinent weight values based on expert knowledge by analytical hierarchy process (AHP)and subsequently integrated into geographic information system (GIS) platform. According to the final flood-susceptibility map, ~4241 km2 (~ 20% of the total area) area is categorized as the highest flood potential zone which encompasses mostly the southern part of the study area, including Gazipur, Narsingdi, and Brahmanbaria districts. In contrast, low flood potential zone covers ~9362 Km2 (~43% of the total area) area covering the northwestern and southwestern parts (e.g., Mymensing and Tangail districts) of the study region. Besides, a considerable portion of the study region, mostly in the western part (e.g., Sunamganj and Kishoreganj districts) is categorized as moderate flood potential zone encompassing ~7823 km2 (~ 35% of the study area) area. Population density, distance to river and topographic characteristics are found as the most influencing factors for the mapping of flood-risk zones in the current study. This type of assessment in a regional scale may serve as a guide to the relevant stakeholders to formulate flood hazard atlas and minimize the adverse impact of the future flood in Bangladesh

Does corporate reputation play a mediating role in the association between manufacturing companies' corporate social responsibility (CSR) and financial performance?

The main objective of this research was to analyze the variable of corporate reputation as a mediating variable to determine the relationship between corporate social responsibility and financial performance. Simple random sampling was used in the study to obtain 300 respondents from Bangladeshi manufacturing companies. Statistical Package for the Social Sciences (SPSS) 23.0 was used to analyze the data. To evaluate the hypotheses in this study, structural equation modeling (SEM) was used. The results demonstrated that corporate social responsibility positively influences corporate reputation and financial performance, while corporate reputation is statistically significant for financial performance. Environmental contribution, philanthropic responsibility, legal responsibility, ethical responsibility, economic responsibility and social responsibility are listed in order of significance as corporate social responsibility factors. It was determined how corporate reputation influences the link between corporate social responsibility and financial performance. However, it may be logical to conclude that there is a considerable correlation between corporate social responsibility and financial performance based on the data analysis. The results of corporate social responsibility practices in manufacturing organizations in developing nations, particularly Bangladesh, have significant consequences for businesses, entrepreneurs, communities, researchers and policymakers in understanding the outcomes of sustainability. The conclusion has drawn implications for sustainability practice and future research

Nexus between human resource management practice and employees’ attitudes and behavior

This study aims to evaluate the impact of human resource management practices (HRMPs) on employee attitudes and behavior (EAB). The population of this study was all employees of cement manufacturing firms (CMC) in the southern region of Bangladesh. Data was gathered using structured questionnaires following convenient sampling technique. The data was analyzed using SPSS-23 statistical package program. A robust and significant linear association between HRMPs and EAB was found. Further, HRM practices, including compensation & rewards (CR) and motivation (MV) were discovered to be dominant predictors of EAB. According to the study, variations in EAB of 77.10% were caused by independent predictors such as recruitment and selection (RS), training and development (TD), performance appraisals (PA), compensation and rewards (CR), motivation (MV), and maintenance (MT) in CMC in the southern part of Bangladesh. Nevertheless, it is apparent from the study's findings that manufacturing organizations that have implemented progressive HRM practices in a systematic and integrated manner are having an enormous influence on EAB. This study only focused on one industry and one type of organizational structure. According to the study, findings should not be extensively generalized. Future research should incorporate other aspects, such as organizational learning and organizational capacity, to construct a new model of HRM practices