Disability directs the life of the sufferers to go through pitiful situation in every sphere of their lives. However, if proper supports could be made available for them, they can become successful in life and contribute to the overall economy of the country. From this viewpoint, this study has been prepared focusing on three objectives such as determining the status of the disabled entrepreneurs, identifying and evaluating factors that act as the success factors for them and proposing some policy implications for improving their situation. The study has followed mixed research methods for analyzing the survey results. Data collection has been done using in depth interview, focus group discussion and questionnaire survey. The study has showed the transformation of the disabled people into human capital for the country through identifying four success factor including personal factors, job factors, motivational factors and environmental factors that help them to get success. The study suggests some policies that can be implemented to improve the entrepreneurial performances of the disabled community. These policies will instigate the human capital transformation of the disabled people and will contribute to the inclusive development of Bangladesh economy.

This study focuses on the phenomenon of human resources (HR) attrition within the context of a Business Process Outsourcing (BPO) company. The objective is to comprehensively explore the causes, consequences, and mitigation strategies of HR attrition in the BPO sector. Through a case study approach, quantitative and qualitative data have been collected to delve into the intricacies of this complex issue. The study aims to provide insights that not only benefit X-BPO but also contribute to the broader understanding of HR attrition in similar industries. By analyzing the unique challenges faced by X-BPO and its efforts to navigate the evolving labor landscape, this research seeks to unfold the practical mysteries of HR attrition before HR practitioners and organizational leaders deal with attrition issues.

This study aimed to explore the effect of four dimensions of psychosocial safety climate (PSC) on organizational citizenship behaviour toward individuals (OCBI) and organizations (OCBO) of operator-level employees of the ready-made garment (RMG) industry in Bangladesh. Despite having plenteous research in the PSC and OCB literature, the development of theoretical models and validation were the gaps that required attempts to investigate the role of specific dimensions of PSC on the employees’ positive behavioural outcomes. The study followed quantitative, co-relational and cross-sectional approaches to examine the responses of 327 sample participants. The population of this study was all operating employees of the RMG organizations registered with BGMEA located in Dhaka. The study collected data through a structured questionnaire following the survey method. The present study developed a theoretical model and employed the PLS-SEM technique to justify the reliability and validity (convergent and discriminant) of the measurement model and test the study hypotheses through the structural model assessment. The study employed SPSS v.20 and Smart PLS v.3.3.3 for common method variance and the descriptive and inferential statistical assessments. The study results supported six hypotheses out of eight and unveiled that the employees’ perception of three dimensions of PSC (PSCMS, PSCOC and PSCOP) had positive impacts on OCBI and OCBO. Besides, the other two hypotheses were not supported by the study results, where the impacts of PSCMP on OCBI and OCBO were examined. The study discussed its findings in alignment with previous research reports and presented suggestions for future researchers and practitioners. This study poses theoretical implications in developing and corroborating a new conceptual model in PSC and OCB literature that cover the impact of each dimension of PSC on employees’ OCBI and OCBO. The findings of this study will contribute practically by sending a message to the higher authority of Bangladeshi RMG organizations that the employees’ psychosocial well-being oriented managerial support, communication, and participation will persuade the employees to expose the greater extent of OCB.

Thousands of migrant Bangladeshi workers have been compelled to abandon their occupations as a result of the extensive spread of the coronavirus pandemic, depleting foreign currency reserves. There is a significant effect on the national economy from the money that expats send back home. More importantly, remittances help migrant families directly by increasing consumption and easing investment in sectors like education, healthcare, and infrastructure. The primary goal of this study is to determine whether or not people of Sylhet division of Bangladesh, who have received remittances from abroad, have altered their purchasing habits or quality of life as a result of the Covid-19 epidemic. This study was conducted based on survey. Multiple regression analysis was carried out. The research found that those who receive remittances were negatively affected by the Covid-19 Pandemic monetarily, socially, and psychologically. It is also found that households that received remittances had trouble saving during this period and also had trouble paying back debts. This finding also reveals a dramatic decline in the volume of remittances received over the studied period. Therefore, household spending is severely impacted

There is emergent literature that shows the impacts that green human resource management (GHRM) has on individual outcomes, organizational outcomes, GHRM challenges, as well as drivers; but there is a scarcity of research avenues proposed to direct potential researchers in the GHRM field. For addressing this void in the literature, a literature review by following a systematic approach has been conducted of 87 papers on GHRM. The literature trends have been observed as examining the direct and indirect interrelationship between GHRM and performance through five GHRM aspects including green recruitment and selection, green training and development, green compensation and rewards, green employee involvement, and green performance management. Organizational performance dimensions include environmental, economic, social performance, corporate social responsibility (CSR) and green competitive advantage. Individual performance dimensions include green behavior, green creativity, and green innovation. This review has revealed seven thematic research gaps that should be focused on future GHRM research to make the field flourish and more mature. The originality of the paper lies in its unique nature of offering future research avenues.

Reels and Shorts are game-changing features that allow users to upload short video clips and video graphics backed up by AI (Artificial Intelligence) and VR (Virtual reality) filters with a video length of 15 seconds to 90 seconds. Although the features are adopted by both influencers and regular users, brands are not thoroughly applying these features in raising awareness and engagement due to the limited research on the field. The study focuses on the significance of social media reels and shorts in brand promotion and boosting growth creating a competitive edge. The study has implied the qualitative case study approach for determining the effectiveness of reels and shorts in the corporate realm. The data was identified and collected based on “grounded theory” where the data was collected from observing and studying the use of reels and short of Netflix and analyzing the significance of the study at hand. By analyzing the patterns of Netflix’s TikTok and Meta accounts posting, this article identifies that brands can boost both engagement and conversion by the use of reels and shorts as promotional tools. The research also outlines that brands can boost their promotion by two-fold co-existing their brand presence in both reels and shorts. Furthermore, brands should also use the platforms, tailoring the targeted demographics. As Instagram reels get around 22% engagement rate and TikTok shorts get around 18% of the engagement rate, brands should tailor their millennial segment through the Instagram Reels and iGen or the Generation Z segment through TikTok shorts.

Despite rapid expansion, the ready-made garments (RMG) sector in Bangladesh is struggling to keep its workers satisfied. The purpose of this research is to examine the intermediary function of employee motivation in the relationship between wages and social compliance and job satisfaction in Bangladesh’s RMG sector. This study’s overarching goal is to examine the mediating function of employee motivation in the connection between wages, social compliance, employee motivation, and employee job satisfaction in the RMG sector of Bangladesh. This study uses a quantitative methodology, collecting data from 475 workers in the Bangladeshi garments sector, and analyzes it with partial least squares structural equation modeling (PLS-SEM). A self-administered questionnaire was used to collect data, and SmartPLS 4.0 was used for statistical analysis. The results show that wages and social compliance have a beneficial influence on worker drive and contentment. In addition, in the RMG sector of Bangladesh, the connection between pay, societal conformity, and job satisfaction is mediated by employees’ levels of motivation. The study suggests that RMG factories should focus on providing fair wages and ensuring social compliance to improve employee motivation and job satisfaction. Additionally, it is recommended that management should encourage employee motivation through training and development programs, recognition, and rewards to enhance job satisfaction.

Talent management is a ceaseless process by which it ensures that talented people are placed in the right position. In addition, they are maintained and developed effectively. The study tried to investigate the outcome of talent management on employee performance and commitment of Commercial Bank in Bangladesh. It also examines how the level of commitment of bank employees contributes to the bank’s performance. At first, the independent variables were talent management and the dependent variable were optimum performance and career commitment. Secondly, the independent variable was career commitment and dependent variable was the performance of the banks. The sample for this study was 100 employees of different commercial banks. Primary data was collected in the study through the use of questionnaires. The SPSS statistical software 26.0 and Smart PLS 3.2.9 versions were used to perform these statistical analyses. The findings of this research show that there are significant relationships among talent management, the performance of the banks and the commitment of the employees.

The integration of digital technology into diverse industries and service sectors is revolutionizing workplaces and reshaping human resource practices. The incorporation of cutting-edge technologies associated with the Fourth Industrial Revolution, commonly known as Industry 4.0, is redefining the dynamics of work, learning, leadership, management, recruitment, and interpersonal interactions. This paper aims to provide an in-depth understanding of Industry 4.0 and its implications on human resource management (HRM), promoting directions for HRM professionals and academics to confront the challenges associated with Industry 4.0. The study utilized a methodology of bibliometrics analysis including network analysis, co-citation network, historiography, cluster analysis, three-field analysis, thematic map, and content analysis (CA) to analyze 269 documents from the Scopus database to identify hitherto research on this topic of HRM and industry 4.0. Additionally, a systematic literature review (SLR) was conducted to propose future research directions in industry 4.0 and HRM practices. The findings suggest that the focus of research in this field is on the impact of Industry 4.0 on various HRM functions such as recruitment, selection, orientation, training and development, performance analysis, and compensation management for human capital acquisition, nurturing, and retention. The study offers managerial insights for organizations to navigate the evolving landscape and leverage digital technology for enhanced HR functions, thereby effectively managing their workforce.

This study aims to find out the relationship between Green Human Resource Management (GHRM) and Employee Eco-friendly Behavior (EEB) and the mediating role of Employee Organizational Commitment (EOC) in this relationship. Presently, many issues of Green HRM have an impact on organizations, i.e., environmental idea-sharing programs, participation of employees in environment management, use of green performance indicators, and the use of functional teams to implement environmental plans and strategies. There is a positive trend among businesses to start reporting the performance of Green HRM. It has collected data from 242 employees of private commercial banks. A self-administered questionnaire has been distributed among the participants. It has used a bootstrapping procedure to estimate the path coefficient within reflective PLS-SEM. The findings of this research indicate that employee organizational commitment fully mediates the relationship between Green HRM and Employee Eco-friendly Behavior. It accentuates the application of green human resource practices to ensure employee organizational commitment that ultimately results in the environment-friendly behavior of employees