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4. Findings of the study

Bangladesh
is a labor surplus country. So, if the policy and legislation are intensive for
human resource, then the economic growth will be faster. The findings from
different factors are given below:

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4.1 Comparison
between age and knowledge, skill as well as ability (KSA)

The figure 4.1 shows that, at the age of 20-25, human resource
has low knowledge, skill, ability (KSA) compared to the human resource (HR) at
age of 26-30. Moreover, human resource at above 30 has highest KSA among
others. That is why, it can be said that,

Ø  At
age of 20-25, human resource starts to gather it’s KSA

Ø 
At age of 26-30, human resource gathers average
knowledge and skill. But it has high potential ability than others.

Ø  At
age of 30-45, human resource gathers so high knowledge and skill. But it has
low potential ability than compared to others. 

 

 

 

 

Figure
4.1: The comparative picture between Age and KSA

4.2 Descriptive Statistics of different factors
of human resource supply

 The table 4.1 represents a summary picture of some indicators such
as education
level of respondent, wage satisfaction level, training necessity of human
resource, knowledge, skill and ability of human resource and importance of
human resource. From this table, it can be said that the mean of education
level is in between S. S. C. and H. S. C. and it could fluctuate ± 1.15.  In addition, satisfaction level by wage is
about to negative.  Furthermore, the training
necessity of human resource is very much needed that will increase the
knowledge, skill and ability of human resource.

             Table 4.1:
Descriptive Statistics

Factors

Sample

Minimum

Maximum

Mean

Std. Deviation
 

Education Level of Respondent

50

1.00

4.00

2.8400

1.14927

Wage Satisfaction Level

50

1.00

2.00

1.9000

.46291

Training Necessity HR

50

1.00

2.00

1.1000

.32826

Knowledge, Skill and Ability of HR

50

1.00

2.00

1.1200

.37033

Importance of HR

50

1.00

2.00

1.0600

.23990

Valid N (list wise)

50

 

 

 

 

 

4.3 Relation
between timely payment and turnover

The comparative picture between timely payment and turnover rate is
presented in figure 4.2. From the above graph it can be stated that these two
factors have inverse relation where due time payment refers to decreased
turnover such as when timely payment is 55% then turnover rate is only 14%. On
the other hand, if the due time payment is not met then turnover rate will
decrease such as when timely payment is 18% then turnover rate is 48%.

Figure 4.2: The comparative picture between timely payment and turnover rate

4.4 Comparative analysis
among supportive relation with colleague and expected working hours and production

 

In figure
4.3, it shows that production will be high when there is supportive relation
with colleague and working hour is near about 8 hours. On the contrary, the
less supportive relation with colleague and more working hour leads to low
production, that won’t be supportive to any for the organization as well as for
the whole economy.        

 

Figure
4.3: The comparative picture among supportive
relation with colleague and expected working hours and production

 

4.5 The comparison among satisfactory working
environment and expected working hours and safety of female human resource

 

In figure
4.4, it shows that existing working environment and working hour have direct
relationship with female human resource’s safety. The more human resource is
satisfied with working hour and working environment, the more safety level of
the female resource will be ensured. On the other hand, any risk related to
safety will decrease the development of organizational or industrial growth.

 

 

Figure
4.4: The comparative picture among satisfactory working
environment and expected working hours and safety of female human resource

 

4.6 The Pearson correlation among
different factors of labor supply in Bangladesh

The
Pearson correlation between timely payment and trade union is -.403 that
implies the variables change in the opposite direction. The two asterisks
indicate that degree of confidence is high. On the contrary, Pearson
correlation between the policy of bonus, increment allowance
and standard wage for living is 0.117 that greater than 0.01. So, relation
between policy of bonus, increment allowance and standard wage for living
change in same direction.

 

 

 

 

 

 

Table 4.2: Correlations among
different factors of labor supply in Bangladesh

Factors

 

Trade Union Right

Standard Wage for Living

Timely Payment of HR

Policy of Bonus, Increment Allowance

Satisfaction on Working Environment

Trade Union Right

Pearson Correlation

1

.063

-.403**

-.215

-.096

Sig. (2-tailed)

 

.664

.004

.133

.506

N

50

50

50

50

50

Standard Wage for
Living

Pearson Correlation

.063

1

.083

.117

.177

Sig. (2-tailed)

.664

 

.567

.418

.219

N

50

50

50

50

50

Timely Payment of HR

Pearson Correlation

-.403**

.083

1

.268

-.027

Sig. (2-tailed)

.004

.567

 

.060

.853

N

50

50

50

50

50

Policy of Bonus,
Increment Allowance

Pearson Correlation

-.215

.117

.268

1

-.256

Sig. (2-tailed)

.133

.418

.060

 

.073

N

50

50

50

50

50

Satisfaction on
Working Environment

Pearson Correlation

-.096

.177

-.027

-.256

1

Sig. (2-tailed)

.506

.219

.853

.073

 

N

50

50

50

50

50

**. Correlation is
significant at the 0.01 level (2-tailed).

 

 

 

 

 

 

 

 

 

 

 

 

5. Recommendations of the study

Based on
the findings of this study the following recommendations for human resource supply
in Bangladesh are made:

1.     
More
training and other development activities have to arrange to increase
knowledge, skill as well as ability of human resource.

2.     
Satisfaction level by wage has to increase for human resource
supply.

3.     
Timely
payment has to ensure for decreasing the turnover rate of human resource
supply.

4.     
Supportive
relation with colleague and
expected working hours have to ensure to increase a production level.

5.     
Satisfactory
working environment and expected working hours and safety of female human
resource have to ensure.

6.     
The
organizations and industries have to ensure the trade union’s right for human resource.

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