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4. Findings of the studyBangladeshis a labor surplus country. So, if the policy and legislation are intensive forhuman resource, then the economic growth will be faster.

The findings fromdifferent factors are given below:4.1 Comparisonbetween age and knowledge, skill as well as ability (KSA)The figure 4.1 shows that, at the age of 20-25, human resourcehas low knowledge, skill, ability (KSA) compared to the human resource (HR) atage of 26-30. Moreover, human resource at above 30 has highest KSA amongothers. That is why, it can be said that, Ø  Atage of 20-25, human resource starts to gather it’s KSA Ø At age of 26-30, human resource gathers averageknowledge and skill. But it has high potential ability than others.Ø  Atage of 30-45, human resource gathers so high knowledge and skill.

But it haslow potential ability than compared to others.     Figure4.1: The comparative picture between Age and KSA4.2 Descriptive Statistics of different factorsof human resource supply The table 4.1 represents a summary picture of some indicators suchas educationlevel of respondent, wage satisfaction level, training necessity of humanresource, knowledge, skill and ability of human resource and importance ofhuman resource.

From this table, it can be said that the mean of educationlevel is in between S. S. C. and H. S. C.

and it could fluctuate ± 1.15.  In addition, satisfaction level by wage isabout to negative.  Furthermore, the trainingnecessity of human resource is very much needed that will increase theknowledge, 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 Relationbetween timely payment and turnover The comparative picture between timely payment and turnover rate ispresented in figure 4.2. From the above graph it can be stated that these twofactors have inverse relation where due time payment refers to decreasedturnover such as when timely payment is 55% then turnover rate is only 14%. Onthe other hand, if the due time payment is not met then turnover rate willdecrease such as when timely payment is 18% then turnover rate is 48%.Figure 4.2: The comparative picture between timely payment and turnover rate4.

4 Comparative analysisamong supportive relation with colleague and expected working hours and production In figure4.3, it shows that production will be high when there is supportive relationwith colleague and working hour is near about 8 hours. On the contrary, theless supportive relation with colleague and more working hour leads to lowproduction, that won’t be supportive to any for the organization as well as forthe whole economy.          Figure4.3: The comparative picture among supportiverelation with colleague and expected working hours and production 4.5 The comparison among satisfactory workingenvironment and expected working hours and safety of female human resource In figure4.4, it shows that existing working environment and working hour have directrelationship with female human resource’s safety.

The more human resource issatisfied with working hour and working environment, the more safety level ofthe female resource will be ensured. On the other hand, any risk related tosafety will decrease the development of organizational or industrial growth.  Figure4.4: The comparative picture among satisfactory workingenvironment and expected working hours and safety of female human resource 4.6 The Pearson correlation amongdifferent factors of labor supply in BangladeshThePearson correlation between timely payment and trade union is -.403 thatimplies the variables change in the opposite direction. The two asterisksindicate that degree of confidence is high. On the contrary, Pearsoncorrelation between the policy of bonus, increment allowanceand standard wage for living is 0.

117 that greater than 0.01. So, relationbetween policy of bonus, increment allowance and standard wage for livingchange 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 studyBased onthe findings of this study the following recommendations for human resource supplyin Bangladesh are made: 1.

     Moretraining and other development activities have to arrange to increaseknowledge, skill as well as ability of human resource.2.     Satisfaction level by wage has to increase for human resourcesupply.3.     Timelypayment has to ensure for decreasing the turnover rate of human resourcesupply.4.

     Supportiverelation with colleague andexpected working hours have to ensure to increase a production level.5.     Satisfactoryworking environment and expected working hours and safety of female humanresource have to ensure. 6.

     Theorganizations and industries have to ensure the trade union’s right for human resource.

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