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dc.contributor.authorPrikshat, Verma
dc.contributor.authorBiswas, Kumar
dc.contributor.authorNankervis, Alan
dc.contributor.authorHoque, Md.Rakibul
dc.date.accessioned2019-02-02T05:06:09Z
dc.date.available2019-02-02T05:06:09Z
dc.date.issued2018-02-14
dc.identifier.citationPrikshat, V., Biswas, K., Nankervis, A. and Hoque, M.R. (2018) 'Bangladesh HR professionals’ competencies: Impact on firm performance and moderating effects of organisation life cycle', Evidence-based HRM: a Global Forum for Empirical Scholarship.en_US
dc.identifier.urihttp://hdl.handle.net/10369/10258
dc.descriptionArticle published in Evidence-based HRM: a Global Forum for Empirical Scholarship, available at https://doi.org/10.1108/EBHRM-12-2017-0064
dc.description.abstractPurpose The purpose of this paper is to examine the HR roles of Bangladesh HR professionals in the publicand private firms in Bangladesh using Human Resource Competency Study (HRCS) model (2016). The impact of identified HR competencies on firm performance and moderation of this relationship concerning different stages of organisation life cycle (OLC) is also explored. Design/methodology/approach This quantitative study uses the HRCS model (RBL, 2015) as its underpinning analytical framework, and explores the impact of identified HR competencies on firm performance and analyses whether this relationship is moderated by different OLC stages. The sample for this study consisted of 202 HR professionals from both public and private organisations in Bangladesh. Findings Results confirmed that all the nine competencies of HRCS model were demonstrated by the HR professionals in Bangladesh. The “credible activist” competency achieved the top ranking and “paradox navigator competency” recorded the lowest. Minor variation in terms of levels of competencies was observed in the context of private and public firms. HR competencies positively impacted the firm performance and only the maturity and growth stages of a firm’s life cycle moderated this relationship. Originality/value There is a deficit of studies which have tested this relationship in terms of the moderating effects of OLC stages in the Asian developing country context. Focusing on this paucity of research concerning the transference of western human resource management models in developing economies and their resultant impact on firm performance, this is the first study set out to explore whether the most cited western HRCS model (RBL, 2015) is useful in understanding HR competencies in Bangladesh.en_US
dc.language.isoenen_US
dc.publisherEmerald Publishing Limiteden_US
dc.relation.ispartofseriesEvidence-based HRM: a Global Forum for Empirical Scholarship
dc.subjectConvergence/divergence of HR, HR competencies, HR in developing countriesen_US
dc.titleBangladesh HR professionals’ competencies: Impact on firm performance and moderating effects of organisation life cycleen_US
dc.typeArticleen_US
dc.identifier.doihttps://doi.org/10.1108/EBHRM-12-2017-0064
dcterms.dateAccepted2018-02-14
rioxxterms.versionNAen_US
rioxxterms.licenseref.urihttp://www.rioxx.net/licenses/all-rights-reserveden_US


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