The aim of this research is to identify the practice of soft skills in the workforce in the RMG sector. Data has been collected using a structured questionnaire. Stratified random sampling was used to determine the sample. Findings reveal that reliability is the most practiced skill whereas networking is the least practiced among the other given variables. In addition, the study showed that family and self-motivation are the sources of developing soft skills. The results indicate that the practice of soft skills are comparatively low in the RMG sector of Bangladesh. The findings of the research will assist the managers of RMG to review and incorporate the desired soft skills in their practice.Contribution/ Originality: This paper identifies that the practice of soft skills is comparatively low at RMG sector in Bangladesh. It highlights the use of soft skills which is beneficiary for both employee and organization. The findings will help to understand the importance of practicing soft skills for greater success of the organization.
The study which is mainly based on primary data attempts to focus on the facts relating to the communication skill of the different levels of business executives of local private business concerns in Bangladesh and their level of awareness regarding the importance of communication skill in their professional career. The study reveals that majority of the executives have positive opinions regarding the importance of communication course designed for executives. Most of the respondents have completed communication course, but majority of them are dissatisfied with it. The study also discloses that many of the executives have received training on communication skill; however majority of them are dissatisfied with course content and quality. Although majority of the executives think that there should be compulsory training program on communication skills in business organizations, still compulsory training programs on communication skill do not exist in any of the respondents' business organizations. Academicians should design and conduct communication courses keeping their application perspectives in view. Moreover employers should arrange compulsory training program on communication skill for their own executives.
Recent studies suggest that a series of contextually appropriate and effective communication training package is demanded by the employers and HR practitioners in the job market. However, the ways to design an effective, comprehensive and sustainable communication development program for the business executives have rarely been explored in the extant literature. This paper introduces the concept of a total communication package (TCP) that can help design a better communication development program for the business executives. This qualitative research uses the interview findings from 20 top executives from the banking and telecommunication sectors in Bangladesh to unpack the concept of TCP for the HR practitioners.
In this study the researchers attempt to make a comparative study among the female office clerks of government, multinational and local private business organizations in Bangladesh regarding their job satisfaction. The study consisted of 255 sample female office clerks of government; multinational and local private business concerns in Bangladesh and convenient method of sampling was used to collect data for this study. Factor analysis, regression analysis were used for analyzing the data. The employers of government, multinational and local private business organizations can take help from this study to know about the job satisfaction of female office clerks of their organizations. The study also opens the scope to make a comparative study on various issues to female office clerks in Bangladesh.
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