Abstract
This study has undertaken an econometric analysis of economic transformation and income velocity of broad money. To find out the relevant determinants of income velocity of money this paper used time series data on year basis. This paper focus to discover the key determinants of the velocity of money in Bangladesh using the Augmented Dicky Fuller (ADF) unit root test to inspect the stationary, Engle-Granger residual-based cointegration approach to demonstrate the co-integrating association among variables. The main conclusions of this paper are: (i) relationship exists between the velocity of money and financial development. Other important variables that determine GDP growth show a negative relationship with the velocity of money but maintain a positive relationship with the deposit interest rate. Finally, this study concludes by giving some policy recommends for Bangladesh with respect to the velocity of broad money and the monetary policy.
Highlights
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012)
A growing interest is being shown by researchers to understand the changing dynamics of the talent management process in the GCC region
On the importance of talent management, the findings identify that it plays a relevant role in the ensuring of effective use of the firm’s available resources and serves as an important component of the effective training a skill development of the employees
Summary
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012). Talent management research and practice have significant implications for organizations in the global business environment. This has led to the adoption of new approaches towards understanding and evaluating talent management in organizations (Al Ariss and Crowley-Henry, 2013). The economy is characterized by the predominance of oil and gas sector and the high proportion of the expatriate population in its active workforce. This extreme heterogeneity of the workforce gives rise to the need to study talent management practices in a specific context of countries (Sidani and Al Ariss, 2014). In the changing world economic, political and social scenario, it is necessary to understand the dynamics of talent management, acquisition and retention of globally competitive and highly skilled talent which the proposed research area for this research paper
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