Identified Determinants of the Conceptual HRM Framework

Employees have certain roles to play in an organization as well as they have certain rights from the organization. To blend these two is indeed a significant challenge for any organization and its leaders. In this paper, the determinants of that significant framework has been discussed which are found through some in-depth interviews with some of the practitioners of the real world

Re-engineered and Integrated Industrial Relations Model for Governance Integrity: Multiple Case Studies in Bangladesh

This paper re-engineers the ‘industrial relationships between the leaders and the employees (RLE)’ model in the Bangladeshi manufacturing companies, where labour management, supply, and demand of workflow and workers, employee’s conditions and rights are significant factors. Researchers have pondered the ‘industrial relationships between leaders and employees’ component as part of ‘human resource management’ and have adept the integration by using soft systems technology, where this component’s codes are associated with employees’ rights protocols of ‘Universal declaration of human rights (UDHR), ‘International labour organisations (ILO) and ‘Bangladesh labour act 2006’ (BDL). Here, qualitative method’s multiple case studies are applied with purposeful sampling to choose twelve cases (12) and eighty-seven (87) participants’ for in-depth interviews, which are transcribed and coded methodically in NVIVO. Here, re-engineered ‘industrial relationships between leaders and employees model’ is the outcome. The concept of integration is novel, which is an addition to the knowledge of literature and the advancement of ‘industrial relationships between leaders and employees’ model

Leading Determinants for Sustainability of SMEs’ in Bangladesh: Multiple Cases Studies

This paper aims to find the leading determinants of SMEs’ of Bangladesh that can create sustainability and long term success for the organizations. In this paper, fifty (50) scholarly articles have been reviewed and ‘qualitative content analysis’ and ‘thematic analysis’ have taken place based on ontological and methodological paradigm approach with multiple case studies. Meanwhile, three cases have been analyzed where the participants’ gave in-depth interview about their SMEs’ and distinct leading determinants

Green Compensation Package of HRM Framework and Its Impact on the Supply Chain Management in Bangladeshi Manufacturing Companies’

This paper aims to analyze Green Compensation Package (GCP) in the HRM framework of Bangladeshi manufacturing companies applying multiple case studies to view if it is mapped with ERS(employee rights) like Universal Declaration of Human Rights(UDHR), International Labour Organization(ILO) and Bangladesh Labour Act (BDL) or not. Here, GCP is observed as an ongoing demand and need of the Employees in any organization. Since, GCP is a primary component of HRM framework, it needs to observed, analyzed and modified when needed based on demand and supply of the skilled employees at necessary units. Green and more humanitarian GCP is suggested in this paper

How Cultural Divergence Influences Expatriate’s Performance in Malaysia

Malaysia is one of the countries which welcome expatriates from all over the world to fill the need for skilled employees. This paper provides an overview of how cultural divergence influence expatriates performance in Malaysia. The main purpose of this study is to identify the important issues which directly or indirectly, positively or negatively influence expatriate’s performance in day to day work. This study reviewed 55 papers related to cultural divergence, employee performance, cultural intelligence, and human resource management practices in Malaysia. The finding highlights that expatriates experience cultural clashes between foreign and local values, which pose direct influences on expatriates’ performance. This study contributes to the body of knowledge in the cross-cultural management field as well as practical implications to expatriating firms. Finally, this research is beneficial and informative, especially for Malaysian researchers and managers in International Human Resource Management (IHRM) field

Leveraging Entrepreneurial Bricolage and Innovation Performance among Manufacturing SMEs in Malaysia Under a Resource Constrained Environment

SMEs are essential to Malaysian economy as they became one of important economic driver in the nation. In order for Malaysia to reach high income nation, SMEs have to be more resilient toward business uncertainty. In order to survive in globalize market, SMEs have to embrace innovation to maintain their competitive edge. However, investing in innovation comes with cost attached and due to their sizes, SMEs also encounter various external and internal resource constraints. Under logical assumption, these constrains may hinder firms to invest in innovation however, that is not the case as some SMEs are able to strive in resource constrained environment. In order to understand the underlying factors that contribute to this scenario, a research framework has been proposed. This study has adopted the concept of bricolage to explain innovation performance among manufacturing SMEs in Malaysia that operate under resource constrained environment. By adopting quantitative approach, this study has collected 217 sets of data from the Federation of Malaysian Manufactures (FMM) Directory for 2016. The response rate of the survey is at 43.4% and the data is analysed through PLS-SEM. After the establishment of construct’s validity and reliability, the study has confirmed a significant positive relationship between entrepreneurial bricolage and innovation performance. The study has also found that constraints in financial and human resources have a positive influence on bricolage behaviour, although the explanatory power for this relationship is not strong. Nevertheless, this study has provided an answer to scenario where some firms may strive even in resource constrained environment. This study is original and valuable with respect to data and context. The findings of this study may play a substantial role in the economic stability of Malaysia by enriching the SMEs sector

Human Rights in Human Resources Management: A Comparison Study of Technology Industries between Bangladesh and Malaysia

Purpose: To create a Conceptual framework that creates a linkage between all the necessary components of HRS and HRM, by investigating, identifying the components of the technology companies of Malaysia and of Bangladesh. Literature Review: On the universal platforms like UDHR, ILO, AVAAZ, AHRC to collect research oriented information about human rights and on other researchers’ works to preview the existing and suggested HRM models. Methodology: Qualitative methods mainly focused group discussions, semi structured interviews and case studies. Due to technological changes and implemented HRM policies in the organizations employees’ attitudes may change. These methods will look in the employees’ behavioral, attitudinal, psychological, analytical areas. Research Limitations: Difficult to find out the violated or deviated areas of the organizations. Significant of Study: Finding the components if Human Resources Management and Human Rights at work to create the conceptual platform for organizations

A study on convergence of international employee rights within human resources management practices in Bangladesh

This research observes the Human Resources Management (HRM) policies and practices of the Bangladeshi manufacturing companies along with the parallel existing International employee rights‘ standards like UDHR (Universal Declaration of Human Rights), ILO (International Labour Organization), Bangladesh Labour Law (BDL) and etc and develops a converged HRM framework to facilitate the HR managers a comprehensive understanding regarding HRM and their decision making process. HRM policies and practices of company seem to be quite distinct, which are consisting of HRM factors, HRM models (developed by various scholars) and HRM perspectives (required by the organizations). Meanwhile, International employee rights‘ platforms are consist of employee rights law and regulations those are either addressed or not addressed by the HR managers while implementing the HRM policies into practices. Ofcourse, different organizations treat their employees differently and different HR managers have different understanding about the HRM approaches. This research firstly intends to find the perspectives of the HRM policies and HRM practices (consist of HRM factors, HRM models) of the manufacturing companies of Bangladesh, secondly intends to map these perspectives with Employee Rights (ERS) protocols, thirdly wishes to develop HRM framework from mapping and address the followed HRM approaches. This research has undertaken the qualitative method and applied multiple case studies in twelve popular and large scale Bangladeshi manufacturing companies. Eighty seven participants, representing the human resources functional areas and board or chief hierarchical important persons were interviewed to gain explanations about what perspectives were being used by the HRM policies and HRM practices of the organizations and how these were implemented in the manufacturing companies of Bangladesh. This research achieved two findings, which are two distinct HRM approaches and a new HRM framework that provided a comprehensive understanding of HRM to the HR managers in the listed Bangladeshi manufacturing companies‘ context. Therefore, in this research, The HRM framework has converged the found HRM perspectives from the MCS and the related protocols of UDHR, ILO & BDL

A Process of Developing an HRM Framework Based on Qualitative Study in Technology Companies in Bangladesh and Malaysia

In the corporate world, humans are treated as ‘manpower’ or ‘resources that utilize other resources, however, this cannot be the only identity of humans or employees of the company. Rather, it must be considered that these employees are humans and humans have got certain rights those are to be fulfilled irrespective of every situation. Humans are beings not just mere resources. This is the time to understand this truth. Technological change has triggered and increased the standard of living but at the same time has deteriorated the humane values and inspired a profligate life style; therefore, the Standardized Human Rights policies like Universal Declaration of Human rights (UDHR) & International Labour Organization (ILO) need to be implemented in the organization culture by understanding the attitudes, attributes of human resources. The purpose of this Study is to investigate the HRM policies of the Technology Companies of Malaysia & of Bangladesh and to identify all the components and integrate all those components with the standardized Human Rights platforms, which are UDHR, ILO etc. To look for the behavior, attitude and analytical option of humans working inside the company due to technological advancements, changes and implemented HRM policies in the organization

An HRM Framework for Manufacturing Companies of Bangladesh Mapping Employee Rights’ Protocols and Grievance Management System

Objective: This paper aims to propose an Human Resource Management (HRM) framework for the manufacturing companies of Bangladesh where Grievance Management System (GMS) and Employee Rights (ERS) protocols are mapped. Methods and Analysis: Researchers collected data of twelve listed manufacturing companies of Bangladesh where every company has customized HRM policies and practices dealing with employees. Bangladesh govt. has Bangladesh Labour Law for all the companies of Bangladesh, declared in the guideline named Bangladesh Labour Act 2006, where employees’ rights and related laws are clearly mentioned. Findings: Therefore, researchers developed a new HRM framework mapping new HRM components named ‘Employee rights’ and ‘Grievance management system’, which were always mentioned in separate guideline but never have been mapped in the framework before. Novelty / Improvement: Mapping the HRM framework with employees’ rights protocols and grievances management system motivates the employees by fulfilling their rights and by considering their wellbeing