This paper offers (a) a multidimensional Employability Skill Scale development method, and (b) one 30-item, seven-dimensional, and another 26-item six-dimensional employability skill requirement scale for use with entry-level human resources management positions, as perceived by employers and students, respectively, in Bangladesh. The study is based on samples of 174 and 446 survey responses collected from corporate managers and university students, respectively. There were significant variations in opinions between employers and students on employability skill requirements in entry-level human resources management positions. Employers prioritized skills such as subject knowledge, applying knowledge, listening effectively, breadth of knowledge, working safely, and self-management. On the other hand, students preferred skills such as team leading ability, complex problem-solving ability, judgment ability, proactivity, negotiation ability, strength of reference, type of university, and image of the university.
Purpose: The central point of this study was to demonstrate the similarity and difference of Human Resource Management (HRM) practices amongst the countries in South Asia. Through this paper, an in-depth study was undertaken to evaluate the validity of existing HRM practices in South Asian (SA) countries. An effort was made to examine the influences from the economic emergence in South Asia, force of colonization, historical panorama, cultural similarities and dissimilarities, legal, economic and political factors causing the change. Methodology/Sampling: The study is based on secondary data collected through extensive research on present and past literature available on the topic. Findings: HRM is in a reforming process towards the development of organizational transformation in South Asia. In addition, contextual and contingency factors are determining the outcome of restructuring HRM practices in South Asia, identified as FDI, foreign MNCs’ influence, and bilateral relations amongst the SAARC members. Practical Implications: Due to cultural impediments, organizations are finding it difficult to implement modern HRM practices in true letter and spirit. This study may draw some lessons for development and collaboration of novel opportunity of SAARC industries’ HRM practices in South Asia.
This study devised a 20-item, six-dimensional Employability Skills Index for entry-level jobs in marketing and sales based on the perceptions of students, and a second, 22-item, six-dimensional Employability Skills Index based on the perceptions of employers. Both indexes demonstrated sound reliability, and we presented initial support for the validity of the scales. The study was based on 418 and 973 survey responses collected from Bangladeshi corporate managers and university students, respectively. The study revealed substantial differences in opinions between employers and students on employability skills required for entry-level marketing and sales positions. Managers prioritized skills such as planning, organizing ability, experience, professionalism, type of major courses taken, and positive attitude towards work. On the other hand, students prioritized skills such as commitment to the organization, commitment to the job area, complex problem-solving skills, internship in a relevant field, critical thinking ability, and basic knowledge of selling.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.