Contents

Q1. Difference between Human resource and human capital with an example. ......... 4
Q2. Who is human? who is resource? who is capital? with an example ...................... 5
Q3. How human resource become human capital?...................................................... 6
Q4 what make obstacle human resource to become human capital? ......................... 8
Q5. why human capital need patriotism? ..................................................................... 9
Q5. why patriotism is important for human capital development? ........................... 10
Q6. how is the world of work is changing? in terms of human capital....................... 11
Q7. what does the future of work mean for the function of human resources? ....... 12
Q8. How might human resource look and feel in the future? .................................... 14
Q9. how can we improve the result of learning system in bangladesh? .................... 15
Q10. what are the steps we need to take to improve our learning system in
bangladesh? ................................................................................................................ 16
Q11. what is demographic dividends? in which stage bangladesh stays in terms of
demographic dividends? ............................................................................................. 18
Q12. are Bangladesh is in the right track in macro or micro level in terms of
Demographic dividends? if not what should we do?.................................................. 19
Q13. what consists the core of human resource in bangladesh with example? ........ 20
Q14. what are the unique attributes of human capital management with example? 21
Q15. important objective of human resource management. ..................................... 23
Q16. importance of human resource planning in an organization with example ...... 24
Q17. what are the barriers of effective human resource planning in bangladesh with
example. ...................................................................................................................... 26
Q18. what makes human to a human resources? ...................................................... 27
Q19. Is Bangladesh really doing enough at the policy and macro level to turn its
youth into valuable resources? ................................................................................... 28
Q20. do you think the decisions related to the employees in organizations are
integrated with the other business decisions? with example .................................... 29
Q21. what are the competitive advantage of human capital in bangladsh,in terms of
govt rules and regulation, global economy and technology? with example .............. 30
Q22. unique attribute of human capital management in terms of efficiency and
effectiveness, six sigma program, roi, day to day performance, increasing revenue
and reducing cost ........................................................................................................ 32
Q23. What is human capital management? ............................................................... 33
Q24. What does human capital management involve? .............................................. 34
Q25. Benefits of human capital management ............................................................ 34
Q26. Functions of human capital management.......................................................... 36
Q27. What is human capital management software? ................................................ 37
Q28. How to improve human capital management.................................................... 37
Q29. 10 reasons why a business's most valuable asset is an employee ..................... 38
Q30. What is employee productivity? ........................................................................ 41
Q31. Why is employee productivity important? ......................................................... 41
Q32. What affects employee productivity? ................................................................ 41
Q33. How to increase employee productivity as a manager ...................................... 42
Q34. How to increase employee productivity as an employee .................................. 43
Q35. MISSION, VISSION, VALUES AND COMMITMENT ............................................... 44
Q36. Why are so few companies proactively seeking to leverage their human capital?
with example............................................................................................................... 44
Q37. Why are so few companies proactively seeking to leverage their human capital?
So, what to do for us to make it okay? ........................................................................ 45
Q38. prerequisite to human capital management in terms of leadership
transformation, capable team with potential, readiness and timining scope and size
with example............................................................................................................... 46
Q39. Explain business foundation component in terms of culture, core value,
mission, vision with example ...................................................................................... 48
Q40. company's mission vs vision with example ........................................................ 49
Q41. what is culture and core values. explain difference between companys culture
and core values with example..................................................................................... 50
Q42. who are generation Z of bangladesh? how to make generation z of bangladesh
into a human capital. with example ............................................................................ 52
Q43. what type of mission, vision, culture and core value needed for a ideal company
with example............................................................................................................... 53
Q44. Why human capital initiative is called performance wheel in terms of process
and policies, talent utilization, organizational development, recognition rewards and
remuneration, communication, organizational structure? with example .................. 55
Q45. what is the link between culture of organization (relative importance of cost,
time and quality; power structure; people communication; degree of formalization;
customs and traditions) and human capital management? with example ................ 56
Q46. what are the challenges we face in our learning sytem in bangladesh with
example ....................................................................................................................... 58
Q47. productivity vs efficiency in terms of human capital ......................................... 59
Q48. what is balanced scorecard in human capital management? how it works? with
example ....................................................................................................................... 60
Q49. 10 reasons for finland schools systems are better. With example .................... 62
Q50. World bank HCI, Five indicators ......................................................................... 64
Q51. what are the roles of HR to meet the 21st century. ........................................... 64
Q52. what HR team work as a leader with example ................................................... 65
Q53. what is the purpose of VRS in human capital? with example ............................ 67
Q54. how do you select your employee? who to be layoff or whom to retain? with
example ....................................................................................................................... 68
Q55. how a company restructure its HR department with example .......................... 70
Q56. Why MNC hire management trainee? with example ......................................... 71
Q57. what are the difference between bangladesh and finland learning education
system? ....................................................................................................................... 73
Q58. expalin blooms taxonomy (revised) with example ............................................. 74
Q59. Why generation z in Bangladesh changes their jobs frequently? with example 75
Q60. How we establish core value and culture in a company in terms of ritual based
on religion, food based on religion, dress based on religion, festival based on
religion? with example ................................................................................................ 77
Q61. what is intergeneration gap/conflict/clash in human capital initiatives? how to
manage it? in terms of business foundation (culture, core values, vision, mission) and
business strategy. with example ................................................................................. 78
Q62. how to develop human capital in generation z in bangladesh? how to manage
generation z? with example ........................................................................................ 79
Q63. what are the anthropology? How to apply anthropology to manage generation
z? ................................................................................................................................. 81
Q64. what type of mission, vision, core value and culture is need to develop
generation z?with example ......................................................................................... 82
Q65. How motivational culture is created in a company? with example ................... 83
Q66. How leadership plays in the human capital management wheel in terms of
process and policies, talent utilization, organizational development, recognition
rewards and remuneration, communication, organizational structure? with example
.................................................................................................................................... 85
Q67. How can we form culture in the organization in terms of formal hierarchy
relative importance of cost, time and quality; power structure; people
communication; degree of formalization; customs and traditions? with example .... 87
Q68. What Is Demographic Dividend? ........................................................................ 88
Q69. How Demographic dividend keep contribution on economy of a Country?? .... 88
Q70. In which situation Bangladesh Demographic dividend right now?? Are we in
right position? Explain it (Micro to macro Level) If we are not in right position? What
should we do for making it in correct position? ......................................................... 90
Q71. Difference between Human Resource & Human Capital? ................................. 95
Q72. Explain Revised Bloom taxonomy theory? ......................................................... 96
Q73. how human resource can be transferred into human capital? .......................... 97

Q1. Difference between Human resource and human capital with an example.
Human resource and human capital are both related to the people within an
organization, but they have different connotations and perspectives.
Human resource refers to the individuals employed by an organization and is
primarily focused on the administrative and operational aspects of managing
employees. It emphasizes the management of people as a resource to achieve
organizational goals. Human resource management involves tasks such as
recruitment, selection, training, performance evaluation, compensation, and
employee relations. It treats employees as a means to an end, with an
emphasis on their skills and abilities in relation to specific job roles.
On the other hand, human capital refers to the collective knowledge, skills,
experience, and capabilities of the individuals within an organization. It looks
at employees as valuable assets and emphasizes the investment in developing
and leveraging their potential for the long-term success of the organization.
Human capital management involves activities such as talent development,
knowledge sharing, continuous learning, and creating a supportive work
environment that encourages innovation and growth.
Here's an example to illustrate the difference:
Let's consider a software development company. The human resource
department of the company is responsible for recruiting software engineers,
conducting interviews, hiring, and handling administrative tasks such as payroll
and benefits. They focus on ensuring that the right people are hired for the
specific job roles and that they are effectively managed within the company.
On the other hand, human capital in the software development company
would encompass the collective skills, knowledge, and experience of the
software engineers. It includes their expertise in programming languages,
problem-solving abilities, creativity, and their ability to work collaboratively.
The company recognizes that this human capital is crucial for its success and
invests in ongoing training programs, mentorship opportunities, and a positive
work culture that fosters continuous learning and innovation. The focus is on
developing and nurturing the potential of the employees to enhance their skills
and contribute to the company's growth.
In summary, human resource management is concerned with the
administrative aspects of managing employees, while human capital
management focuses on developing and leveraging the skills, knowledge, and
potential of employees as valuable assets for the organization's long-term
success.

Q2. Who is human? who is resource? who is capital? with an example

In the context of human resource and human capital, "human" refers to
individuals, specifically the employees within an organization.
A "resource" is something that can be utilized or exploited to achieve certain
goals or outcomes. In the context of human resource, it refers to employees
being treated as a resource that can be managed and utilized to achieve
organizational objectives.
"Capital" generally refers to assets or resources that are used to generate
economic value. In the context of human capital, it refers to the collective
knowledge, skills, and abilities possessed by individuals within an organization,
which can be leveraged to create value and contribute to the organization's
success.
Here's an example to illustrate these concepts:
Consider a manufacturing company that produces automobiles. The
employees in this company can be seen as the "human" component. They
include the assembly line workers, engineers, technicians, and managers who
are involved in the production process.
The employees are considered the "human resource" because they are
managed and utilized by the company to achieve its manufacturing goals. The
human resource department is responsible for tasks such as recruiting and
selecting qualified candidates, providing training and development programs,
ensuring employee satisfaction, and managing employee relations.
The collective knowledge, skills, and experience of the employees within the
company constitute the "human capital." For example, the engineers possess
specialized knowledge of automotive design and production techniques, while
the assembly line workers have skills in assembling the vehicles. The company
recognizes that this human capital is a valuable asset and invests in employee
training programs, knowledge sharing initiatives, and creating a supportive
work environment that encourages innovation and continuous learning.
In this example, the employees are the "human" component, the management
and utilization of employees is the "human resource," and the collective
knowledge and skills of the employees are the "human capital." The company
aims to maximize the potential of its human capital to produce high-quality
automobiles and remain competitive in the market.

Q3. How human resource become human capital?

Human resources can transform into human capital through various processes
and investments in employee development and growth. Here are some key
factors that contribute to the transformation of human resources into human
capital:
1. Recruitment and selection: The initial process of hiring employees is
crucial in identifying individuals with the potential to become valuable human
capital. Effective recruitment and selection strategies help in identifying
candidates who possess the desired skills, knowledge, and attitudes that align
with the organization's goals and values.
2. Training and development: Investing in employee training and
development programs is essential for enhancing their knowledge, skills, and
capabilities. Through training, employees acquire new skills, gain industry-
specific knowledge, and develop competencies that are valuable to the
organization. This process helps employees evolve from being basic resources
to individuals with enhanced capabilities, making them valuable human
capital.
3. Continuous learning: Encouraging a culture of continuous learning and
providing opportunities for employees to expand their knowledge and skills is
crucial. This can be done through workshops, seminars, online courses,
mentoring programs, and other learning initiatives. By continuously updating
their skills and knowledge, employees can stay relevant and contribute to the
organization's growth and innovation.
4. Knowledge sharing and collaboration: Facilitating knowledge sharing
and collaboration among employees fosters the development of human
capital. Encouraging teamwork, creating platforms for sharing best practices,
and implementing systems that facilitate knowledge transfer enable
employees to learn from one another, leverage collective knowledge, and
contribute to the growth of human capital within the organization.
5. Performance management: Implementing effective performance
management processes, such as regular feedback, goal setting, and
performance evaluations, helps identify areas of improvement and provide
employees with opportunities to develop and grow. By aligning individual goals
with organizational objectives, employees can enhance their skills and
contribute more effectively, further transforming themselves into valuable
human capital.
6. Employee engagement and motivation: Nurturing a positive work
environment that fosters employee engagement, satisfaction, and motivation
is crucial for the development of human capital. Recognizing and rewarding
employees' efforts, providing opportunities for career advancement, and
ensuring a healthy work-life balance contribute to employees' personal
growth, job satisfaction, and commitment to the organization.
Through these processes and investments in employee development and
growth, human resources can evolve into human capital. The organization
recognizes the potential value that employees possess and actively cultivates
their knowledge, skills, and capabilities to create a workforce that contributes
to long-term success.
Q4 what make obstacle human resource to become human capital?
Several obstacles can hinder the transformation of human resources into
human capital. These obstacles can prevent employees from fully developing
their skills, knowledge, and potential, limiting their contribution to the
organization. Here are some common obstacles:
1. Lack of investment in training and development: If an organization fails
to invest in training and development programs, employees may not receive
the necessary skills and knowledge to enhance their capabilities. This can
hinder their growth and limit their potential to become valuable human capital.
2. Limited opportunities for growth and advancement: When employees
do not have clear paths for career progression or limited opportunities for
advancement within the organization, they may become stagnant in their roles.
This lack of growth opportunities can hinder their motivation, engagement,
and desire to develop their skills further.
3. Inadequate performance management processes: If performance
management processes are ineffective or nonexistent, employees may not
receive regular feedback or guidance on their performance. This lack of
feedback and goal setting can hinder their ability to improve and develop their
skills, limiting their potential to become valuable human capital.
4. Resistance to change and innovation: If an organization has a culture
that is resistant to change and innovation, employees may not be encouraged
or empowered to explore new ideas or develop creative solutions. This can
stifle their potential and prevent them from evolving into valuable human
capital.
5. Lack of knowledge sharing and collaboration: When an organization
does not foster a culture of knowledge sharing and collaboration, employees
may work in silos and miss out on opportunities to learn from each other. This
lack of collaboration can hinder the development of their skills and limit their
ability to contribute effectively.
6. Low employee engagement and motivation: If employees do not feel
engaged, motivated, or connected to the organization, their willingness to
invest in their own development may decrease. A lack of engagement can lead
to lower productivity, decreased commitment, and limited efforts to become
valuable human capital.
7. Inadequate work-life balance: If employees are overworked or face
excessive demands, it can hinder their ability to focus on their own
development. Striking a balance between work and personal life is crucial for
employees to have the energy and motivation to invest in their growth.
Overcoming these obstacles requires organizational commitment and
proactive measures to invest in employee development, create a supportive
work culture, and provide opportunities for growth and collaboration. By
addressing these challenges, organizations can facilitate the transformation of
human resources into valuable human capital.

Q5. why human capital need patriotism?

Human capital refers to the collective knowledge, skills, and abilities of
individuals within an organization. Patriotism, on the other hand, is a sense of
love, devotion, and loyalty towards one's country or community. While
patriotism is typically associated with individuals' feelings towards their
country, its relevance to human capital lies in fostering a sense of commitment
and dedication to the organization or community in which individuals operate.
Here are a few reasons why human capital can benefit from a sense of
patriotism:
1. Organizational loyalty: Patriotism, in the context of the organization,
can translate into loyalty towards the company, its mission, and its values.
When employees feel a sense of loyalty and commitment to the organization,
they are more likely to work towards its success, invest in their own
development, and contribute to the overall goals and objectives.
2. Teamwork and collaboration: Patriotism often emphasizes the
importance of unity and collective efforts for the greater good. In an
organizational context, fostering a sense of patriotism can promote teamwork
and collaboration among employees. When individuals identify with a common
purpose and share a sense of loyalty towards the organization, they are more
likely to collaborate, support one another, and work together towards shared
goals.
3. Pride and motivation: Patriotism often evokes feelings of pride and
motivation. When employees feel proud to be a part of their organization, they
are more motivated to give their best efforts and go the extra mile. A sense of
patriotism can instill a sense of ownership and pride in the work individuals do,
leading to increased productivity, creativity, and commitment.
4. Organizational reputation: Patriotism can play a role in shaping the
reputation of an organization. When employees genuinely believe in and
support the organization, they become brand ambassadors and contribute to
building a positive image externally. A strong sense of patriotism can lead to
employee advocacy and positively impact the organization's reputation,
attracting top talent and customers.
5. Resilience and perseverance: Patriotism often encompasses a sense of
dedication and resilience in the face of challenges. In an organizational context,
a patriotic mindset can help individuals persevere through tough times,
overcome obstacles, and remain committed to the organization's goals, even
during difficult periods.
It's important to note that while fostering a sense of patriotism within an
organization can have its benefits, it should be approached in a way that
respects diversity, inclusivity, and individual differences. Encouraging a shared
sense of purpose and pride while embracing diverse perspectives and
experiences can help organizations leverage the positive aspects of patriotism
while fostering an inclusive and supportive environment.

Q5. why patriotism is important for human capital development?

Patriotism, or love and loyalty towards one's country, can play a role in human
capital development in several ways:
Fostering a Sense of National Identity: Patriotism helps individuals develop a
strong sense of national identity and belonging. This can lead to a sense of
purpose and pride in contributing to the development and progress of their
country. When individuals have a strong attachment to their nation, they are
more likely to invest their time, skills, and efforts towards its growth and
success.
Enhancing Civic Engagement and Social Responsibility: Patriotism often goes
hand in hand with a sense of civic duty and social responsibility. Individuals
who have a deep love for their country are more inclined to actively engage in
community initiatives, volunteer work, and public service. This engagement
helps foster a sense of responsibility towards the welfare and development of
the society they are a part of.
Encouraging Skill Development and Innovation: Patriotism can inspire
individuals to acquire and develop the skills necessary for their country's
growth and progress. When people feel a strong connection to their nation,
they are motivated to contribute their expertise and talents towards
addressing challenges and finding innovative solutions. Patriotism can drive
individuals to enhance their skills and knowledge in areas that are crucial for
their country's development.
Attracting and Retaining Talent: A strong sense of patriotism can also attract
and retain talent within a country. When individuals have a deep affection for
their nation, they are more likely to stay and contribute to its development
rather than seeking opportunities elsewhere. This retention of talent ensures
a strong human capital base within the country, leading to sustained growth
and progress.
Fostering Unity and Collaboration: Patriotism can bring people together,
transcending differences and fostering unity. When individuals have a shared
love for their country, they are more likely to collaborate and work towards
common goals. This collaboration and unity contribute to a positive work
environment, enhanced teamwork, and collective efforts towards human
capital development.
It is important to note that while patriotism can be a positive force for human
capital development, it should be nurtured in a balanced and inclusive way.
Emphasizing the values of diversity, inclusivity, and respect for different
cultures and perspectives can help ensure that patriotism does not lead to
exclusion or prejudice. A healthy balance between patriotism and global
citizenship can encourage individuals to make positive contributions both
within their own country and in the broader international community.

Q6. how is the world of work is changing? in terms of human capital.

The world of work is undergoing significant changes, and these changes have
implications for human capital. Here are some key trends that are shaping the
transformation of the world of work and impacting human capital:
1. Technological Advancements: Rapid advancements in technology, such
as artificial intelligence, automation, and robotics, are reshaping industries and
job roles. This requires workers to adapt and acquire new skills to remain
relevant in the evolving job market. Human capital needs to be adaptable and
open to continuous learning to keep pace with technological changes.
2. Remote and Flexible Work: The COVID-19 pandemic has accelerated
the adoption of remote and flexible work arrangements. Many organizations
have embraced remote work, allowing employees to work from anywhere. This
trend requires employees to be self-motivated, independent, and possess
strong communication and collaboration skills in virtual environments.
3. Gig Economy and Freelancing: The rise of the gig economy has led to an
increase in freelancers and independent contractors. This trend has
implications for human capital as individuals need to cultivate a diverse skill
set, become comfortable with project-based work, and continuously market
their skills to secure new opportunities.
4. Changing Skill Demands: The skill requirements in the job market are
evolving rapidly. Employers are increasingly seeking employees with a
combination of technical skills, critical thinking abilities, creativity, and
adaptability. Human capital needs to be equipped with a broad range of skills
and be willing to upskill and reskill as required.
5. Emphasis on Soft Skills: Soft skills, such as communication, emotional
intelligence, problem-solving, and collaboration, are becoming increasingly
important. As automation takes over routine and repetitive tasks, human
capital needs to possess strong interpersonal and cognitive skills that are
difficult to automate.
6. Diversity, Equity, and Inclusion: There is a growing recognition of the
value of diversity, equity, and inclusion in the workplace. Organizations are
placing emphasis on building diverse teams and creating inclusive work
environments. Human capital that embraces diversity, understands cultural
nuances, and fosters inclusive practices can contribute to innovation,
productivity, and organizational success.
7. Lifelong Learning: The concept of lifelong learning is becoming crucial
for human capital. Continuous learning and skill development are necessary to
adapt to changing job requirements and remain employable. Individuals need
to take responsibility for their own learning journeys and seek out
opportunities to upskill and stay relevant.
In summary, the world of work is witnessing significant changes driven by
technology, remote work, evolving skill demands, and a focus on soft skills and
diversity. Human capital needs to be agile, adaptable, and committed to
lifelong learning to thrive in this changing landscape.

Q7. what does the future of work mean for the function of human resources?
The future of work poses both opportunities and challenges for the function of
human resources (HR). HR plays a crucial role in managing the workforce and
ensuring that organizations are equipped to navigate the changing landscape.
Here are some implications of the future of work for the HR function:
1. Talent Acquisition and Retention: As the job market evolves, HR needs
to adapt its talent acquisition strategies. It will involve identifying the skills and
competencies needed for emerging roles, leveraging technology for effective
sourcing and recruitment, and adopting innovative approaches to attract and
retain top talent in a competitive environment.
2. Skills Development and Learning: With the changing skill requirements,
HR will play a vital role in facilitating skills development and continuous
learning within the organization. This includes identifying skill gaps, designing
training programs, fostering a learning culture, and promoting upskilling and
reskilling initiatives to ensure that human capital remains adaptable and
relevant.
3. Embracing Technology: HR will need to leverage technology to
streamline and automate HR processes, such as payroll, benefits
administration, performance management, and employee engagement. It will
involve adopting HR technologies like human capital management systems, AI-
powered recruitment tools, and analytics platforms to improve efficiency and
make data-driven decisions.
4. Workplace Culture and Employee Experience: HR will play a critical role
in shaping and fostering a positive workplace culture that aligns with the values
of the organization. This includes developing strategies to promote employee
well-being, diversity and inclusion, work-life balance, and employee
engagement initiatives. HR will need to find innovative ways to enhance the
employee experience and ensure a healthy and productive work environment.
5. Flexible Work Arrangements: The future of work is expected to
continue embracing remote and flexible work arrangements. HR will need to
develop policies and practices that support and manage remote workers
effectively. This includes establishing clear communication channels,
implementing remote work guidelines, and ensuring that remote employees
feel connected and engaged with the organization.
6. Data-Driven HR Decisions: As HR becomes more data-driven, HR
professionals will need to enhance their analytical capabilities to make
informed decisions. They will need to leverage HR analytics and workforce data
to identify trends, predict future workforce needs, and develop strategies to
address talent gaps and optimize workforce performance.
7. Ethical and Legal Considerations: As the workforce becomes more
diverse and technology continues to advance, HR will need to navigate ethical
and legal considerations. This includes ensuring fair and unbiased recruitment
and selection processes, maintaining data privacy and security, and adhering
to labor laws and regulations related to remote work, contingent workers, and
employee rights.
Overall, the future of work will require HR to be proactive, agile, and strategic
in responding to the changing needs of the workforce. HR professionals will
need to embrace technology, data analytics, and a focus on talent development
to drive organizational success in the evolving work landscape.
Q8. How might human resource look and feel in the future?
In the future, the field of human resources (HR) is likely to undergo significant
transformations. Here are some potential ways HR might look and feel in the
future:
1. Strategic Business Partner: HR professionals will increasingly be seen as
strategic partners who contribute to organizational decision-making and long-
term planning. They will be involved in shaping business strategies, aligning HR
practices with organizational goals, and providing insights based on workforce
data and analytics.
2. Technology-Driven: HR will leverage advanced technologies and
automation to streamline HR processes, enhance efficiency, and improve the
employee experience. Artificial intelligence (AI), machine learning, and data
analytics will play a more significant role in talent acquisition, performance
management, learning and development, and employee engagement.
3. Employee-Centric Focus: HR will place a strong emphasis on the
employee experience. This includes creating personalized experiences,
fostering a positive work culture, and supporting employee well-being. HR will
actively seek employee feedback and use it to enhance HR policies, programs,
and practices to ensure employees are engaged, motivated, and empowered.
4. Agile and Adaptable: HR will need to be agile and adaptable to keep
pace with the changing world of work. They will continuously monitor and
respond to emerging trends, evolving workforce needs, and new employment
models. HR professionals will be proactive in identifying skill gaps, facilitating
reskilling and upskilling programs, and promoting a culture of continuous
learning.
5. Global and Diverse: As organizations expand their operations globally,
HR will need to manage a diverse workforce with varying cultural backgrounds,
skills, and perspectives. HR professionals will develop global HR strategies,
adapt HR policies to local regulations and cultural norms, and foster inclusivity
and diversity in the workplace.
6. Data-Driven Decision Making: HR will increasingly rely on data analytics
to drive decision-making processes. HR professionals will leverage workforce
data to gain insights into employee performance, engagement, and retention.
This data-driven approach will inform talent acquisition strategies, succession
planning, and the identification of high-potential employees.
7. Agile Workforce Management: HR will adapt to new workforce models,
including freelancers, gig workers, and remote workers. They will develop
strategies to effectively manage and engage these non-traditional workers,
including creating policies and practices that support flexible work
arrangements and maintain compliance with relevant labor laws.
8. Continuous HR Innovation: HR will embrace innovation and stay at the
forefront of emerging HR technologies, practices, and trends. HR professionals
will actively seek out opportunities to experiment with new tools and
approaches that enhance HR processes, improve employee experiences, and
drive organizational success.
It is important to note that these projections are speculative and based on
current trends and possibilities. The future of HR will be influenced by
numerous factors such as technological advancements, economic shifts, and
societal changes. Therefore, the actual evolution of HR may vary and present
additional opportunities and challenges not covered here.

Q9. how can we improve the result of learning system in bangladesh?

Improving the learning system in Bangladesh requires a comprehensive
approach involving various stakeholders, including government bodies,
educational institutions, teachers, parents, and students. Here are some
strategies that can contribute to enhancing the results of the learning system:
1. Quality Teacher Training: Investing in high-quality teacher training
programs is essential to improve the quality of education. Teachers should
receive ongoing professional development to enhance their pedagogical skills,
subject knowledge, and instructional techniques. This will enable them to
deliver effective and engaging lessons that cater to the diverse needs of
students.
2. Curriculum Reforms: Regular review and updating of the curriculum are
necessary to align it with current knowledge, skills, and global trends. The
curriculum should be designed to foster critical thinking, problem-solving,
creativity, and digital literacy. It should also incorporate practical applications
of knowledge and promote active learning methods.
3. Accessible and Inclusive Education: Ensuring access to education for all
children, including those from marginalized communities, is crucial. This
involves eliminating barriers to education, such as gender disparities, poverty,
and geographical constraints. Special attention should be given to inclusive
education for children with disabilities, providing them with necessary support
and accommodations.
4. Effective Assessment Methods: Utilizing a variety of assessment
methods, such as formative assessments, project-based assessments, and
portfolios, can provide a more comprehensive understanding of students'
learning progress and capabilities. It is important to move away from a solely
exam-oriented system and emphasize skill development and critical thinking.
5. Technology Integration: Integrating technology into the learning
process can enhance engagement, collaboration, and access to educational
resources. This includes providing schools with necessary infrastructure,
promoting digital literacy among students and teachers, and leveraging
educational software and online learning platforms to supplement classroom
teaching.
6. Parent and Community Involvement: Encouraging active involvement
of parents and the community in students' education can significantly impact
learning outcomes. Establishing channels for effective communication
between schools and parents, organizing parent-teacher associations, and
involving community members in educational activities can create a supportive
environment for students' learning.
7. Adequate Funding and Resource Allocation: Sufficient funding should
be allocated to the education sector to address infrastructure gaps, improve
the availability of teaching materials and resources, and support capacity
building initiatives. Effective management and allocation of resources,
including textbooks, learning materials, and technology, are essential for
creating an enabling learning environment.
8. Research and Evidence-Based Practices: Promoting research and
evidence-based practices in education can inform policy decisions and
educational reforms. Encouraging educational institutions and researchers to
conduct studies on teaching methodologies, learning outcomes, and effective
interventions can provide insights to improve the learning system in
Bangladesh.
It is important to note that these strategies need to be tailored to the specific
needs and context of Bangladesh and implemented through collaboration
among stakeholders. Continuous monitoring, evaluation, and feedback
mechanisms should be in place to assess the effectiveness of these strategies
and make necessary adjustments for continuous improvement.

Q10. what are the steps we need to take to improve our learning system in
bangladesh?
To improve the learning system in Bangladesh, several steps can be taken.
These steps involve various stakeholders, including the government,
educational institutions, teachers, parents, and students. Here are some key
steps:
1. Policy Reforms: The government should initiate policy reforms to
address the challenges in the education system. This includes reviewing and
updating the national curriculum, ensuring alignment with global standards,
and promoting skill-based education. The policies should focus on inclusivity,
quality assurance, and equitable access to education.
2. Quality Teacher Training: Enhance teacher training programs to
improve teaching quality. Provide comprehensive pre-service and in-service
training to teachers, focusing on modern teaching methodologies, subject
knowledge, classroom management, and student-centered learning
approaches. Support professional development opportunities for teachers to
continuously upgrade their skills.
3. Accessible Education: Ensure access to quality education for all
children, regardless of their socioeconomic background or geographical
location. Implement strategies to reduce school dropout rates, improve
attendance, and address gender disparities in education. Provide targeted
support for students from marginalized communities and children with
disabilities.
4. Infrastructure Development: Improve the infrastructure of educational
institutions, especially in rural areas. This includes constructing and renovating
school buildings, providing adequate facilities like classrooms, libraries,
laboratories, and access to clean water and sanitation. Enhance the availability
and accessibility of educational resources, including textbooks, learning
materials, and technology.
5. Technology Integration: Integrate technology into the learning process
to enhance engagement and improve access to educational resources. Provide
schools with necessary infrastructure and resources, such as computers,
internet connectivity, and educational software. Promote digital literacy among
teachers and students, enabling them to leverage technology for effective
learning.
6. Parent and Community Engagement: Encourage active involvement of
parents and the community in education. Establish platforms for regular
communication between schools and parents, organize parent-teacher
meetings and workshops, and involve community members in educational
activities. Foster partnerships between schools and community organizations
to create a supportive learning environment.
7. Assessments and Evaluation: Implement a balanced and
comprehensive assessment system that goes beyond traditional exams.
Include formative assessments, project-based assessments, and portfolios to
assess students' understanding, critical thinking, and practical skills. Use
assessments as tools for feedback and improvement, rather than solely for
ranking and competition.
8. Research and Development: Promote research and development in
education to inform evidence-based policies and practices. Encourage
educational institutions and researchers to conduct studies on teaching
methodologies, learning outcomes, and effective interventions. Disseminate
research findings and encourage collaboration between researchers and
practitioners to bridge the gap between theory and practice.
9. Adequate Funding: Allocate sufficient funding for the education sector,
ensuring it reaches all levels, from primary to tertiary education. Prioritize
education in national budgets and explore public-private partnerships to
mobilize resources. Ensure transparent and efficient management of funds,
with a focus on equitable distribution and monitoring of resource utilization.
10. Continuous Monitoring and Evaluation: Establish a robust monitoring
and evaluation system to track progress, identify challenges, and make data-
driven decisions. Regularly assess the quality of education, student learning
outcomes, and the effectiveness of policies and interventions. Use evaluation
findings to drive continuous improvement and accountability.
Implementing these steps requires collaborative efforts, strong leadership, and
a long-term commitment from all stakeholders. Continuous monitoring,
evaluation, and feedback mechanisms should be in place to assess the
effectiveness of these steps and make necessary adjustments for continuous
improvement.

Q11. what is demographic dividends? in which stage bangladesh stays in terms

of demographic dividends?
Demographic dividends refer to the potential economic benefits that a country
can experience when it has a favorable age structure within its population. This
occurs when the working-age population (typically between 15 and 64 years)
is relatively larger than the dependent population (children and elderly). The
demographic dividends occur when this working-age population is productive,
innovative, and able to contribute significantly to economic growth and
development.
In terms of the demographic dividends stage, Bangladesh is currently in the
midst of experiencing or approaching the early stages of this demographic
transition. The country has made significant progress in reducing fertility rates
and improving healthcare, leading to a declining dependency ratio. This decline
suggests a relatively larger working-age population compared to dependents.
Bangladesh has a large and growing young population, which can potentially
provide a significant workforce that can contribute to economic growth.
However, to fully realize the benefits of demographic dividends, it is crucial to
invest in quality education, skills development, employment opportunities, and
infrastructure to enable this young population to reach its productive potential.
Efforts to harness the demographic dividends require strategic policies and
investments in sectors such as education, healthcare, job creation, and
entrepreneurship. By effectively utilizing the demographic dividends,
Bangladesh can experience increased productivity, higher savings and
investments, technological advancements, and overall economic development.

Q12. are Bangladesh is in the right track in macro or micro level in terms of
Demographic dividends? if not what should we do?
While Bangladesh is currently experiencing a demographic dividend, there are
areas where further actions can be taken to maximize the benefits at both the
macro and micro levels. Here are some key considerations:
1. Education and Skill Development: Enhancing the quality of education
and focusing on skill development is crucial to equip the young population with
the necessary knowledge and competencies for employment. Strengthening
vocational and technical training programs, promoting entrepreneurship skills,
and aligning education with the needs of the job market can help ensure that
the demographic dividend translates into productive employment
opportunities.
2. Job Creation and Economic Opportunities: While Bangladesh has made
progress in job creation, there is a need to further expand employment
opportunities across sectors. Encouraging investment and creating a conducive
business environment can stimulate economic growth, attract industries, and
generate more jobs. Promoting entrepreneurship and supporting small and
medium enterprises can also play a significant role in providing employment
opportunities for the working-age population.
3. Social Safety Nets: Implementing effective social safety net programs
can provide support to vulnerable segments of the population and help
mitigate risks associated with unemployment and poverty. Well-designed
social protection programs can ensure that the benefits of the demographic
dividend are shared more equitably and provide a safety net during economic
transitions.
4. Health and Well-being: Prioritizing investments in healthcare
infrastructure and services is essential to ensure the health and well-being of
the population. Addressing healthcare disparities, improving access to quality
healthcare, and investing in preventive healthcare measures can contribute to
a healthier and more productive workforce, maximizing the potential of the
demographic dividend.
5. Financial Inclusion: Promoting financial inclusion and access to formal
financial services can help individuals and households save, invest, and build
assets. Access to credit, insurance, and other financial products can facilitate
entrepreneurial activities and economic empowerment, further leveraging the
benefits of the demographic dividend.
6. Women's Empowerment: Ensuring gender equality and empowering
women is crucial for maximizing the benefits of the demographic dividend.
Providing equal access to education, promoting women's participation in the
workforce, addressing gender-based discrimination, and improving women's
reproductive health and rights are essential steps to harness the full potential
of the working-age population.
7. Sustainable Development: Integrating sustainable development
practices and addressing environmental challenges can contribute to long-term
economic growth and the well-being of future generations. Promoting green
technologies, sustainable agriculture, and climate resilience can create
employment opportunities while ensuring the preservation of natural
resources.
To achieve these goals, collaboration between the government, private sector,
civil society, and international partners is vital. It requires targeted policies,
strategic investments, and continuous monitoring and evaluation to ensure
that the demographic dividend is effectively utilized and contributes to
inclusive and sustainable development in Bangladesh.

Q13. what consists the core of human resource in bangladesh with example?
The core of human resources in Bangladesh, as in any country, comprises the
fundamental elements and functions involved in managing the workforce. Here
are some key components of human resources in Bangladesh:
1. Recruitment and Selection: Human resource professionals in
Bangladesh are responsible for attracting, recruiting, and selecting qualified
candidates for various job positions. This involves designing job
advertisements, conducting interviews, assessing candidate qualifications, and
making hiring decisions. For example, HR may be involved in recruiting teachers
for a school or engineers for a construction company.
2. Training and Development: HR plays a vital role in ensuring that
employees in Bangladesh receive the necessary training and development
opportunities to enhance their skills and capabilities. This can include
organizing training programs, workshops, and seminars, as well as facilitating
on-the-job training and mentoring. For instance, HR may coordinate a
leadership development program for managers or provide technical training
for employees in a manufacturing company.
3. Compensation and Benefits: Human resources professionals in
Bangladesh are responsible for developing and administering fair
compensation and benefits packages for employees. This involves designing
salary structures, implementing employee benefits programs, managing
payroll, and ensuring compliance with labor laws and regulations. For example,
HR may determine the salary levels and benefits packages for different job
positions in a multinational corporation.
4. Performance Management: HR is involved in establishing performance
management systems and processes to evaluate employee performance,
provide feedback, and support professional growth. This includes setting
performance goals, conducting performance appraisals, and implementing
performance improvement plans. For instance, HR may facilitate the
performance review process for employees in a government agency.
5. Employee Relations: Human resources professionals in Bangladesh are
responsible for managing employee relations and ensuring a positive work
environment. This involves handling employee grievances, promoting
employee engagement and morale, and facilitating effective communication
between management and employees. For example, HR may address
employee concerns and conflicts within a telecommunications company.
6. Compliance and Legal Matters: HR professionals in Bangladesh play a
crucial role in ensuring compliance with labor laws and regulations. They are
responsible for staying updated on labor laws, maintaining employee records,
and managing legal matters related to employment contracts and termination
procedures. For instance, HR may handle the documentation and compliance
requirements during the hiring and termination process in a retail organization.
These core functions of human resources in Bangladesh contribute to the
effective management of the workforce, ensuring that organizations have the
right talent, skills development programs, fair compensation, a supportive
work environment, and compliance with legal requirements.

Q14. what are the unique attributes of human capital management with
example?
Human capital management (HCM) refers to the strategic approach
organizations take to manage and develop their workforce effectively. It
involves activities such as recruiting, onboarding, training, performance
management, and employee development. Here are some unique attributes of
human capital management:
1. Talent Acquisition: HCM focuses on attracting and selecting the right
talent for an organization. This includes creating job descriptions, conducting
interviews, and evaluating candidates to ensure they possess the required skills
and fit the organization's culture. For example, a company may use innovative
recruitment methods such as gamified assessments or video interviews to
identify top talent.
2. Employee Development: HCM emphasizes the continuous
development of employees' skills and knowledge. It includes training
programs, mentorship opportunities, and career development plans. For
instance, a software development company may offer coding boot camps,
internal hackathons, or tuition reimbursement programs to enhance
employees' technical expertise.
3. Performance Management: HCM places importance on effectively
evaluating and managing employee performance. It involves setting clear
performance goals, providing regular feedback, and conducting performance
appraisals. As an example, a sales-oriented organization might implement a
performance management system that includes metrics such as revenue
generated, customer satisfaction ratings, and individual sales targets.
4. Succession Planning: HCM focuses on identifying and nurturing future
leaders within an organization. It involves creating a succession plan to ensure
a smooth transition of key positions. For instance, a large corporation may
identify high-potential employees and provide them with leadership
development programs, mentoring, and exposure to different areas of the
business to groom them for higher-level roles.
5. Employee Engagement: HCM recognizes the significance of creating an
engaged and motivated workforce. It includes initiatives to boost employee
satisfaction, promote a positive work culture, and foster a sense of belonging.
For example, an organization might implement flexible work arrangements,
wellness programs, or social events to enhance employee engagement.
6. Data-Driven Insights: HCM utilizes data analytics to make informed
decisions and drive continuous improvement. It involves collecting and
analyzing HR-related data to identify trends, predict future needs, and optimize
HR processes. As an example, an organization may analyze employee turnover
data to identify patterns and implement retention strategies based on the
insights gained.
7. Workforce Planning: HCM involves strategic planning to align the
organization's workforce with its business objectives. It includes forecasting
future workforce needs, identifying skill gaps, and developing strategies to
address them. For instance, a company expanding into a new market might
engage in workforce planning to determine the number and type of employees
required to support the expansion.
These are just a few examples of the unique attributes of human capital
management. HCM is a comprehensive approach that recognizes the value of
people within an organization and aims to optimize their performance,
development, and overall contribution to the organization's success.

Q15. important objective of human resource management.

The objective of human resource management (HRM) is to effectively manage
an organization's workforce to achieve strategic business goals and create a
positive work environment. Some important objectives of HRM include:
1. Recruitment and Selection: HRM aims to attract and select the right
talent for the organization. The objective is to identify individuals with the
necessary skills, knowledge, and cultural fit to contribute to the organization's
success.
2. Training and Development: HRM focuses on enhancing employee skills
and knowledge through training and development programs. The objective is
to improve individual and organizational performance and support career
growth.
3. Performance Management: HRM aims to establish a performance
management system that provides feedback, measures employee
performance, and aligns individual goals with organizational objectives. The
objective is to motivate and reward high performers, address performance
issues, and improve overall productivity.
4. Employee Engagement and Retention: HRM strives to create an
engaging work environment that fosters employee satisfaction, motivation,
and commitment. The objective is to retain top talent, reduce turnover, and
increase productivity and organizational loyalty.
5. Compensation and Benefits: HRM is responsible for developing and
administering fair and competitive compensation and benefits packages. The
objective is to attract, motivate, and retain employees by providing adequate
financial rewards and benefits.
6. Employee Relations: HRM aims to foster positive employee relations by
establishing effective communication channels, resolving conflicts, and
promoting a healthy work environment. The objective is to maintain a
harmonious relationship between employees and the organization, leading to
higher morale and productivity.
7. Compliance with Employment Laws and Regulations: HRM ensures that
the organization complies with applicable employment laws and regulations.
The objective is to mitigate legal risks, promote fairness, and protect the rights
of employees and the organization.
8. Succession Planning and Talent Management: HRM focuses on
identifying and developing future leaders within the organization through
succession planning and talent management programs. The objective is to
ensure a smooth transition of key positions and develop a pipeline of skilled
individuals who can contribute to the organization's long-term success.
9. Diversity and Inclusion: HRM promotes diversity and inclusion within
the workforce, aiming to create an inclusive and equitable work environment
that values and leverages the diverse perspectives and talents of employees.
The objective is to enhance creativity, innovation, and organizational
performance.
10. HR Analytics: HRM utilizes data analytics to make informed decisions,
identify trends, and optimize HR processes. The objective is to leverage data to
drive strategic workforce planning, measure HR effectiveness, and support
evidence-based decision-making.
These objectives highlight the importance of HRM in managing and developing
the organization's human capital to drive business success, create a positive
work environment, and support the overall goals and strategies of the
organization.

Q16. importance of human resource planning in an organization with example

Human resource planning is a strategic process that involves identifying and
analyzing an organization's current and future human resource needs to ensure
that it has the right people with the right skills in the right positions at the right
time. Here are some key reasons why human resource planning is important in
an organization:
1. Anticipating Future Workforce Needs: Human resource planning helps
organizations forecast their future talent requirements based on factors such
as business growth, expansion into new markets, technological advancements,
and changes in the industry. By anticipating future needs, organizations can
proactively address potential talent gaps and take appropriate actions to
ensure a smooth supply of skilled employees. For example, if a retail company
plans to open new stores in different locations, human resource planning
would involve analyzing the required workforce, identifying potential sources
of talent, and implementing recruitment and training strategies accordingly.
2. Identifying Skill Gaps and Development Opportunities: Human resource
planning allows organizations to assess the skills and competencies of their
current workforce and identify any gaps between the existing skill set and the
desired skills for future roles. This analysis helps in developing targeted training
and development programs to bridge those gaps. For instance, if a technology
company identifies a shortage of employees with expertise in a specific
programming language required for upcoming projects, they can plan training
programs or explore partnerships with educational institutions to develop the
necessary skills internally or attract talent with those skills.
3. Succession Planning and Leadership Development: Human resource
planning plays a crucial role in succession planning, which involves identifying
and nurturing potential leaders within the organization to fill key positions in
the future. By identifying high-potential employees, providing them with
development opportunities, and preparing them for leadership roles,
organizations can ensure a smooth transition when current leaders retire,
resign, or move to new positions. For example, a manufacturing company may
identify promising engineers, provide them with mentoring and leadership
development programs, and gradually prepare them to take on managerial
roles.
4. Maximizing Efficiency and Minimizing Costs: Effective human resource
planning helps organizations optimize their workforce utilization and reduce
unnecessary costs. It ensures that staffing levels are aligned with business
needs, preventing understaffing or overstaffing situations. By having the right
number of employees with the required skills, organizations can improve
productivity, avoid unnecessary labor expenses, and reduce turnover rates. For
instance, a hospitality chain may analyze historical data and industry trends to
determine peak seasons and adjust staffing levels accordingly, minimizing costs
during slower periods while ensuring adequate staffing during high-demand
periods.
5. Adapting to Changing Business Environment: Human resource planning
enables organizations to adapt to changes in the external business
environment, such as economic fluctuations, technological advancements, or
industry disruptions. It allows organizations to identify emerging skills and
competencies required to stay competitive and develop strategies to acquire
or develop those skills. For example, an energy company transitioning to
renewable energy sources may need to plan for the retraining or recruitment
of employees with expertise in renewable energy technologies.
Overall, human resource planning helps organizations align their workforce
with their strategic goals, optimize talent acquisition and development, and
adapt to changing business needs. It ensures that organizations have the right
people in the right positions at the right time, enabling them to drive growth,
innovation, and sustained success.

Q17. what are the barriers of effective human resource planning in bangladesh
with example.
Effective human resource planning in Bangladesh faces several barriers that
can hinder its success. Here are some examples of these barriers:
1. Limited Data and Information: Accurate and up-to-date data on labor
market trends, skills gaps, and workforce demographics is crucial for effective
human resource planning. However, in Bangladesh, there may be limited
availability of such data, making it challenging to make informed decisions. For
example, a company planning to expand its operations may struggle to find
reliable information on the availability of skilled workers in specific regions.
2. Rapidly Changing Economic Environment: Bangladesh has experienced
rapid economic growth in recent years, with sectors like textiles, garments, and
information technology booming. However, this dynamic environment makes
it difficult for human resource planners to anticipate future workforce needs
accurately. For instance, a company that plans to introduce a new technology
may struggle to predict the required skill sets and competencies of its future
workforce.
3. Education and Skills Gap: Although Bangladesh has made progress in
expanding access to education, there is still a significant gap between the skills
possessed by the workforce and the skills demanded by employers. This
mismatch can impede effective human resource planning. For example, a
multinational company looking to establish operations in Bangladesh may
struggle to find workers with the necessary technical skills and international
business expertise.
4. Limited Organizational Capacity: Some organizations in Bangladesh may
lack the capacity and expertise to conduct comprehensive human resource
planning. Small and medium-sized enterprises (SMEs), in particular, may not
have dedicated HR departments or the resources to invest in sophisticated
planning processes. As a result, they may struggle to align their workforce
strategies with their business goals.
5. Inadequate Workforce Diversity and Inclusion: Diversity and inclusion
are crucial for effective human resource planning, as they help tap into a wider
talent pool and foster innovation. However, in Bangladesh, there may be
challenges in achieving workforce diversity, particularly in traditionally male-
dominated industries. For example, the technology sector in Bangladesh may
face barriers in attracting and retaining female employees due to cultural
norms and societal expectations.
6. Government Policies and Regulations: Inconsistent or unclear
government policies and regulations can pose challenges for human resource
planning. For instance, changes in labor laws or immigration policies can
impact workforce availability and mobility, making it difficult for organizations
to plan their talent acquisition and retention strategies effectively.
Addressing these barriers requires a collaborative effort from various
stakeholders, including government bodies, educational institutions, industry
associations, and businesses. By improving data collection, promoting skills
development, fostering diversity and inclusion, and providing support for
organizational capacity building, Bangladesh can enhance its human resource
planning practices and better align its workforce with the needs of the evolving
economy.

Q18. what makes human to a human resources?

Humans become human resources when they are recognized and utilized
within the context of an organization or business for their skills, knowledge,
abilities, and potential contributions to achieving organizational goals. Here are
some key factors that contribute to individuals being considered as human
resources:
1. Skills and Expertise: Human resources encompass individuals who
possess specific skills, expertise, and competencies that are relevant to the
organization's needs. These skills can be acquired through education, training,
and work experience.
2. Potential and Development: Human resources are not only valued for
their current abilities but also for their potential to grow and develop within
the organization. They may possess qualities such as adaptability, learning
agility, and the capacity to take on new responsibilities and challenges.
3. Contribution to Organizational Goals: Human resources play a vital role
in achieving the objectives and goals of an organization. They are seen as
valuable assets that can contribute to the success and competitiveness of the
business.
4. Organizational Fit: Human resources are individuals who align with the
values, culture, and vision of the organization. They understand and embrace
the goals, mission, and objectives of the organization, and work towards
fulfilling them.
5. Management and Development: Human resources require effective
management and development to maximize their potential. This includes
activities such as recruitment, training and development, performance
management, and succession planning, all aimed at optimizing the capabilities
of individuals within the organization.
6. Employee Well-being: Organizations that value their human resources
prioritize employee well-being, recognizing that a healthy, motivated, and
engaged workforce is essential for overall organizational success. This includes
providing a supportive work environment, work-life balance, and opportunities
for growth and advancement.
It is important to note that the term "human resources" can have different
interpretations and connotations. Some argue that the term itself can be
dehumanizing, reducing individuals to mere assets or commodities. However,
in the context of organizational management, human resources refer to the
people within an organization who contribute their skills and abilities to
achieve shared goals.

Q19. Is Bangladesh really doing enough at the policy and macro level to turn its
youth into valuable resources?
As an AI language model, I don't have real-time information or the ability to
assess the current policies and macro-level initiatives in Bangladesh beyond my
knowledge cutoff in September 2021. However, I can provide you with some
general insights about the factors that contribute to turning youth into valuable
resources.
To harness the potential of youth as valuable resources, countries often focus
on several key areas:
1. Education and Skills Development: An effective education system that
provides quality education and equips young people with relevant skills is
crucial. It helps them acquire knowledge and competencies needed for the job
market, entrepreneurship, and overall personal growth.
2. Employment Opportunities: The creation of diverse employment
opportunities, both in the formal and informal sectors, is essential. This
involves fostering a favorable business environment, encouraging
entrepreneurship, promoting innovation, and ensuring access to decent work.
3. Youth Empowerment and Engagement: Empowering youth through
active engagement in decision-making processes, community involvement,
and leadership opportunities can help them develop a sense of ownership,
responsibility, and agency. It also enables them to contribute effectively to
society.
4. Social Protection and Well-being: Policies that address the social,
economic, and health needs of young people are crucial. Access to healthcare,
affordable housing, social safety nets, and protection against exploitation or
discrimination can contribute to their overall well-being.
5. Gender Equality and Inclusion: Ensuring equal opportunities and
eliminating gender-based discrimination is essential for utilizing the full
potential of youth. Inclusive policies that address the needs of marginalized
and disadvantaged groups, such as rural populations or individuals with
disabilities, are also important.
6. Youth Entrepreneurship and Innovation: Encouraging youth
entrepreneurship and innovation through supportive policies, access to
financing, mentorship programs, and networking opportunities can unleash
their creativity and drive economic growth.
To assess whether Bangladesh is doing enough at the policy and macro level to
turn its youth into valuable resources, you would need to consider the specific
initiatives, programs, and policies implemented by the government. It would
require an examination of current data, evaluations, and expert opinions to
draw an accurate assessment of the efforts being made in this regard.

Q20. do you think the decisions related to the employees in organizations are
integrated with the other business decisions? with example
Yes, decisions related to employees in organizations are often integrated with
other business decisions. The management of human resources plays a critical
role in the overall success of an organization. Here's an example to illustrate
this integration:
Let's consider a fictional company, XYZ Corp., which is planning to launch a new
product in the market. In this scenario, several business decisions need to be
made, and the integration with employee-related decisions becomes evident:
1. Workforce Planning: As part of the launch, XYZ Corp. needs to assess
the staffing requirements for different departments involved in the product
development, marketing, sales, and customer support. They must determine
the number of employees needed, their skills, and the recruitment process.
This decision directly influences the success of the product launch.
2. Training and Development: To ensure employees are equipped with the
necessary skills and knowledge for the new product, XYZ Corp. needs to plan
training programs. This could involve product-specific training, customer
service training, or sales techniques. Effective training ensures that employees
can effectively contribute to the product's success.
3. Compensation and Incentives: XYZ Corp. may design a compensation
and incentive structure aligned with the success of the product launch. This
could include performance-based bonuses, sales commissions, or recognition
programs. Properly designed compensation packages motivate employees to
work towards achieving business goals.
4. Communication and Employee Engagement: Open communication
channels and employee engagement initiatives are crucial during a product
launch. XYZ Corp. may organize regular meetings, provide updates, and
encourage feedback from employees. Engaged employees feel valued, which
enhances their commitment and productivity.
5. Performance Evaluation and Feedback: Continuous performance
evaluation and feedback mechanisms are important to monitor employee
progress. Regular evaluations help identify areas for improvement, provide
recognition for achievements, and address any performance issues. This
feedback loop enables adjustments and course corrections as needed.
6. Organizational Culture: The company's culture should align with the
goals and values associated with the new product launch. For example, if
innovation is a key aspect of the product, fostering a culture that encourages
creativity and risk-taking becomes crucial. The company's values and practices
influence employee behaviors and their ability to contribute to the product's
success.
These examples demonstrate how decisions related to employees, such as
workforce planning, training, compensation, communication, and
performance management, are tightly integrated with other business
decisions. A well-aligned and integrated approach ensures that employees are
effectively utilized and supported, leading to better business outcomes.

Q21. what are the competitive advantage of human capital in bangladsh,in

terms of govt rules and regulation, global economy and technology? with
example
The competitive advantage of human capital in Bangladesh can be attributed
to various factors, including government rules and regulations, the global
economy, and technology. Here are some examples of how these factors
contribute to the competitive advantage of human capital in Bangladesh:
1. Government Rules and Regulations:
• Investment in Education: The government of Bangladesh has made
significant investments in the education sector, with a focus on improving
access to quality education. This has resulted in a well-educated and skilled
workforce, providing a competitive advantage in industries that require
knowledge-intensive tasks.
• Export Processing Zones (EPZs): The government has established EPZs
with favorable rules and regulations to attract foreign direct investment (FDI)
and promote export-oriented industries. These zones provide various
incentives, such as tax breaks and streamlined processes, which encourage
companies to set up operations in Bangladesh and employ local talent.
2. Global Economy:
• Low Labor Costs: Bangladesh offers a competitive advantage in terms
of low labor costs compared to many other countries. This has attracted
industries like textile and garments, where labor-intensive manufacturing
processes are involved. The availability of a large workforce at a lower cost
makes Bangladesh an attractive destination for outsourcing and offshoring.
3. Technology:
• Digital Transformation: Bangladesh has been experiencing significant
growth in its information technology and telecommunications sectors. The
government has implemented initiatives to promote digitalization and enhance
technology infrastructure, leading to increased access to digital tools,
platforms, and internet connectivity. This has empowered the workforce with
digital skills, making them competitive in the global job market.
• Mobile Banking: Bangladesh has seen remarkable success in mobile
banking services, such as bKash and Nagad. These services have provided
convenient and secure financial access to the unbanked population, enabling
financial inclusion and improving efficiency in financial transactions. This
technology-driven solution has not only created jobs but also enhanced the
overall productivity of the workforce.
By leveraging these factors, Bangladesh has been able to develop a competitive
advantage in various sectors, particularly in the garment and textile industry,
information technology, and outsourcing services. The skilled workforce, along
with favorable government policies and technological advancements, has
positioned Bangladesh as an attractive destination for businesses seeking cost-
effective operations and access to a talented labor force.
Q22. unique attribute of human capital management in terms of efficiency and
effectiveness, six sigma program, roi, day to day performance, increasing
revenue and reducing cost
Human capital management encompasses various strategies and practices
aimed at maximizing the efficiency and effectiveness of an organization's
workforce. When it comes to unique attributes in terms of efficiency and
effectiveness, as well as aspects like the Six Sigma program, ROI, day-to-day
performance, increasing revenue, and reducing costs, the following points
highlight key considerations:
1. Talent Acquisition and Development:
• Efficient Hiring Processes: Implementing streamlined recruitment and
selection processes helps in attracting and selecting the right candidates
quickly, reducing time-to-fill positions and minimizing disruptions in
productivity.
• Effective Training and Development: Providing relevant and targeted
training programs to employees enhances their skills and knowledge,
improving their performance and efficiency. This ensures that employees are
equipped to deliver high-quality work and contribute to the organization's
objectives effectively.
2. Performance Management:
• Clear Goals and Expectations: Setting clear performance goals and
expectations for employees allows for better alignment with organizational
objectives. This clarity promotes efficiency and effectiveness as employees
understand what is expected of them and can focus on achieving specific
outcomes.
• Regular Feedback and Coaching: Establishing a culture of regular
feedback and coaching helps employees identify areas for improvement and
make necessary adjustments in their day-to-day performance. This approach
ensures continuous development and fosters an environment of high
performance.
3. Six Sigma Program:
• Process Improvement: Implementing the principles of Six Sigma, which
focuses on minimizing defects and improving process efficiency, can lead to
increased productivity, reduced errors, and improved quality.
• Data-Driven Decision Making: Six Sigma emphasizes the use of data and
statistical analysis to identify root causes of problems and make informed
decisions. This approach enhances efficiency by reducing guesswork and
enabling organizations to address issues with precision.
4. Return on Investment (ROI):
• Human Capital Analytics: Utilizing human capital analytics allows
organizations to measure the impact of their workforce on key performance
indicators (KPIs) and calculate the ROI of human capital initiatives. This data-
driven approach helps identify areas of improvement, optimize resource
allocation, and ensure investments in human capital generate positive returns.
5. Increasing Revenue and Reducing Costs:
• Employee Engagement and Retention: High employee engagement
levels contribute to increased productivity and customer satisfaction,
ultimately leading to higher revenue. Additionally, effective retention
strategies reduce turnover costs and the need for continuous rehiring and
training.
• Process Efficiency and Automation: Identifying and optimizing
inefficient processes and leveraging automation technologies can reduce
operational costs, enhance productivity, and free up resources for revenue-
generating activities.
In summary, an effective human capital management approach incorporates
efficient talent acquisition and development, performance management, the
implementation of Six Sigma principles, data-driven decision-making, ROI
analysis, and strategies to increase revenue and reduce costs. By focusing on
these aspects, organizations can optimize the potential of their workforce,
improve day-to-day performance, and achieve sustainable growth.

Q23. What is human capital management?

Human capital management (HCM) is a practice that organizations use to
attract, recruit, train, develop and retain the best employees to achieve short-
and long-term objectives. The system allows companies to invest in their
employees to allow them to contribute at the highest level to the achievement
of business goals. HCM views employees as valuable resources and
understands the importance of investing in them to help them fulfill their
potential.
Organizations that depend on employees to achieve most of their objectives
allocate resources to grow and develop the core skills and competencies
necessary for their staff to deliver results. Human capital management helps
them to identify gaps in their capabilities and focus recruitment efforts toward
meeting those needs.
This can provide more job fulfillment for employees because they get to work
in positions that allow them to use their strengths. For the organization, human
capital management can create a loyal workforce that helps it accomplish its
goals.

Q24. What does human capital management involve?

HCM focuses on adding value to an organization's people resources so they can
deliver the best results. It covers human resources functions, compensation,
performance and other key areas vital to the tactical and strategic vision and
mission of a company. Human capital management provides a process for
optimizing the performance and efficiency of a company's staff. It also provides
an overall strategy to guide efforts like:
• Talent attraction
• Recruitment
• Onboarding
• Employee training and development
• Performance appraisal
This system creates an environment that allows individual employees to excel
by identifying each person's skills and competencies and matches employees
with a position that allows them to maximize their potential. This allows the
company to derive a high return on investment in staff training and improves
employee job satisfaction.
Human capital management can create a strong organizational culture that
promotes employee development, honest feedback and commitment to
company goals. It can give employees more control over their careers and
encourage them to dedicate their skills and talent to the employer for the long
term.

Q25. Benefits of human capital management

The biggest benefit of HCM is that it allows organizations to get maximum value
from their employees. It simplifies human resource duties and offers several
other benefits. Further, human capital management can help businesses:
Develop sustainable HR processes
One key advantage of HCM is that it provides a process for managing a
company's people resources. It creates an overall system the human resource
department can use to deliver the best talents and train them to achieve
organizational goals. This can both improve job satisfaction for employees and
productivity for the organization.
Enhance the recruitment process
Effective human capital management makes it easier to attract the best
candidates to your organization. It helps hiring managers create a database of
candidates with the best job-specific skills and experiences.
HCM allows interviewers and the company's public relations team to position
the organization as an ideal employer, attracting candidates that can deliver
results. This system also improves the onboarding process and helps new
candidates fit into the organization easily.
Identify capability gaps
A vital purpose of human capital management is to identify gaps in the
capabilities of the workforce. This helps the human resource department
adjust the recruitment criteria to fill positions effectively. This can improve the
organization's ability to achieve its objectives.
Promote organic growth
Since human capital management can identify the competencies of individual
employees, it's a powerful tool for organic growth. It achieves this by helping
the organization optimize internal resources to improve productivity and boost
revenue. This is possible because HCM invests in the growth and development
of employees, equipping them with the capabilities to deliver positive results.
Match positions with employee capabilities
Human capital management can help organizations match employees with
positions where they can use their skills and talents. This is because the system
has processes that can identify the individual competencies of employees,
which may help management find opportunities for lateral and promotional
moves to better suit employees' interests and strengths. By pairing people with
positions that allow them to use their skills, employees derive more
satisfaction at work and the company enjoys greater productivity, efficiency
and loyalty.
Boost productivity and efficiency
HCM aims to make the best use of available human resources for maximum
returns. By investing in training that develops specific capabilities the
organization needs to accomplish its goals, human capital management helps
boost productivity. It also improves efficiency because the system places
employees in roles where they can perform at their best.
Improve performance reviews
Human capital management promotes excellence by improving the
effectiveness of performance reviews. It provides different levels of employee
appraisal, including self-reviews, peer reviews and manager reviews. This
provides employees with actionable feedback on their contributions to the
organization and motivates them to do more.
Allow better career planning
HCM gives employees more control over their careers. It identifies capability
gaps through training, surveys, performance reviews and other sources of
feedback. This helps employees to know areas where they can improve to
deliver better results in personal and company goals.

Q26. Functions of human capital management

The primary function of human capital management is to increase the value of
people's resources so that they can contribute meaningfully to the
organization. Here are the roles of HCM in a company:
Hire talent
One of the most important functions of human capital management is to
attract and hire talent that helps the organization achieve its goals. HCM
provides all the tools the human resources department needs to position the
organization as an ideal workplace for the best candidates. This can help make
the recruitment process run properly.
Orientation
Managing human capital requires the efficient onboarding of new employees.
It introduces them to the company culture, job requirements and company
expectations. It also creates a supportive environment that helps them fit into
their roles.
Employee training and development
Another function of human capital management is to provide adequate
training to help employees deliver the best performance for the organization.
It creates an enabling environment that encourages growth and development.
This helps employees gain new skills to deliver better results and advance their
careers.
Employee retention
Human capital management aims to increase employee job satisfaction by
allowing them to use their skills and knowledge to contribute to organizational
objectives. This can give people a sense of belonging. It can also build loyalty
and show them the organization values them.
Performance appraisal and feedback
Human capital management creates multiple systems for measuring
performance to improve productivity and efficiency. Through a variety of
employee reviews and surveys, this practice can help management identify
gaps in training, resources and job satisfaction, which can all affect the
effectiveness of the workforce. The company can then use this information to
provide feedback to help all parties to improve and achieve better results.
HR data
Human capital management provides a database of actionable insights that
can help management add more value to their employees. Data regarding
performance reviews, employee benefits claims, skills and employee retention
can help the organization adjust its strategies and practices. This can improve
the work environment and help employees achieve objectives.

Q27. What is human capital management software?

Many organizations employ HCM software to help them achieve their
management goals. These programs offer a centralized solution with tools for
recruiting, performance management, training, benefits and data analytics.
You can typically review data, create reports, administer benefits and send
messages using a human capital management platform. Programs often use
cloud-based technology to store internal information securely.

Q28. How to improve human capital management

Organizations that depend on their employees for much of their success must
always find better ways to manage their human capital. Here are ways to
improve human capital management:
1. Invest in existing staff
Many organizations dedicate resources to attracting and hiring new talent to
the detriment of existing employees. This can prevent the organization from
maximizing the potential of existing staff. By investing in the growth and
development of current employees, organizations can achieve greater organic
growth with reduced training costs. This can improve job satisfaction and
increase employee retention rates.
2. Personalize human capital management
To achieve more success, consider taking a personalized approach to managing
your human capital. Individuals are different, and the way each employee will
process information and guidelines may differ. Rather than apply the same
solution to everybody, try to customize the development of each employee to
their specific strengths and weaknesses.
3. Leverage technology
Technological solutions can boost the success of human capital management.
Mobile apps can improve training, increase communication and collaboration
and reduce time and location barriers. It can also help you automate several
business processes, cut running costs and reduce the time employees need to
access and share data or provide feedback.
4. Align human capital management with business goals
A great way to improve your HCM is to match it with business objectives. By
aligning human capital management with business strategies, the company can
identify the capabilities it needs to solve specific business problems. For
example, the company may want to train its IT department on the use of a new
software application to better meet client expectations.
5. Improve communication
Communication is a critical success factor for managing a company's human
capital. Improved communication can boost employee engagement and
provide a better understanding of the human capital management processes.
This allows employees to know the company's expectations and understand
the agreements between themselves and their managers.

Q29. 10 reasons why a business's most valuable asset is an employee

Employees are the greatest asset for any business—from small companies to
global business empires. Here are 10 reasons why employees are the most
important asset in an organization:
1. They fill knowledge and skill gaps
Smart business leaders hire employees with knowledge and skills that
complement their own. These employees can efficiently perform tasks that are
beyond the leader's capabilities. They can also share their knowledge and skills
with new employees so a company's shared understanding grows.
2. They deliver goods or services to customers
Employees help connect customers to goods or services that businesses create.
Some design, manufacture and test products to make sure they meet their
company's exacting standards. Others interact with customers by answering
questions and selling them products or performing services with a focus on
customer care. Others collect and process payments to increase their
company's profits. Employees linked to purchasing decisions impact the
customer experience. They determine whether customers spread positive
reviews to friends or family and spend money with a business again.
3. They are the public face of a business
Consumers interact with employees when they engage with a business. They
see employees' faces in stores and in advertisements, hear their voices on
customer hotlines and read their messages on social media. These interactions
shape the public perception of businesses. If a customer receives a faulty
product, for example, customer care staff correcting the problem can turn that
negative experience into a positive one.
Customers also naturally connect with people more than corporate entities, so
humanizing a business through employees is vital for fostering customer
connections. The personal touch of a business's employees encourages trust
and brand loyalty.
4. They often become natural ambassadors
Many employees become natural ambassadors who promote their company to
family members and friends. When businesses treat employees well, those
employees might correct negative perceptions of a business others might hold.
As people usually trust the opinions of those they know more than other forms
of marketing, an employee who speaks positively about the company they
work for can be a valuable asset in an organization. The positive words of
employees can often encourage others to try a business's products or services
for the first time and return to shop with them again.
5. They understand the business and its customers
Employees understand the business they work for and its customers better
than most people. Employees interact with customers daily, so they
understand what consumers want and how to deliver it. They also regularly use
their business's systems and equipment, so they know what works well and
what needs refinement. Department managers can identify and promote the
efforts of motivated and talented employees that may go unnoticed by a
company's management. Business leaders can use employee insights to
improve the overall structure of their business.
6. They drive profits
Dedicated employees help businesses increase profits by boosting sales and
reducing running costs. Employees develop products and services, promote
them and sell them to consumers. Quality control efforts and friendly customer
care can convert a casual consumer into a regular customer. Employees also
often identify cost reduction opportunities that can further boost profits.
7. They drive innovation
Employees often bring new ideas and skills that can help motivate a stagnant
business. They develop new products and services and refine business
operating procedures. Developing new products and services helps businesses
stay relevant and appeal to changing consumer needs and wants. This is
particularly important for businesses in rapidly evolving industries, such as
fashion and technology. Improving operating procedures helps businesses
become more efficient and save money.
8. They attract new employees
Great employees nurture a business's culture and make their companies a
great place to work. When employees are happy at their place of work, they
often talk to others about their experience. This positivity can make employees
an efficient and cost-effective asset for recruitment. Many people search for
employee ratings and reviews during their job search. When a business's
employees give favorable reviews, quality candidates are more likely to
consider that business for their next position. Many people are also more likely
to apply for jobs after positive referrals from family members and friends
employed by the same firm.
9. Their uniqueness is irreplaceable
One of the most important assets a person possesses is their uniqueness. This
uniqueness ensures that, unlike most company assets, each employee is
irreplaceable. Businesses that lose customers can find new ones to spend
money, a supplier's products may get substituted with products from
competitors and profits lost can be recovered. However, each employee brings
a special blend of skills, knowledge and personality to a workplace. This
combination impacts a business in slightly different ways. While businesses can
fill vacant positions and train new staff members, the unique makeup of each
employee is impossible to replicate.
10. They help businesses grow and endure
Businesses rely on their employees for growth and longevity. People who start
a company need employees to increase their workload capabilities and expand
their operations to new locations. When it's time for company founders to
pursue a new venture or retire, they rely on their employees to continue their
legacy and keep their business operating effectively in their absence.

Q30. What is employee productivity?

Employee productivity is a metric businesses use to learn how much work their
employees are getting done. Managers can measure it by looking at the output
of your team and how much time it takes them to complete a task.
By measuring the productivity of employees, managers can see if everyone is
on track or if they need to intervene in some way. For instance, if a manager
sees that their team keeps missing deadlines, they may need to implement a
reward system to keep the employees motivated and focused. Likewise, when
a manager notices employee productivity is high, they should find ways to
reward their team.

Q31. Why is employee productivity important?

Employee productivity is an important part of learning how much work a group
of people can handle. If your productivity is low, this could either indicate that
employees need to work harder or that a company may need to hire more
people. It can also tell managers what they are doing right and wrong.
If employees are getting a lot of work done one month, their manager should
reflect on the month. They can consider if the employees had more incentives
or even if the work was more enjoyable. There are plenty of questions
managers can ask themselves to determine the cause of high productivity.
Employees can also measure their own productivity. If you find that you aren't
getting enough work done, maybe you need to find new strategies to stay
productive. By meeting deadlines and getting all of your tasks done, you can
show that you are a reliable employee. This can lead to more career
advancement opportunities, such as promotions or raises.

Q32. What affects employee productivity?

The following factors impact employee productivity:
Employee morale
When employees are feeling happy with their workplace, they may be more
likely to feel loyal to their employer. This can influence them to care about their
work and get more done.
Office culture
Hiring employees who stay on task can build a productive company culture.
When everyone is meeting their deadlines and getting work done, they are
setting a good example for new employees. This then leads to a cycle of newer
employers understanding the expectations of the office and being productive
too.
Manager feedback
Getting regular positive feedback is helpful in getting employees to be more
productive. When people know what they are doing well, they may feel more
confident in their work and eager to continue to do a good job. Constructive
criticism can be helpful, but only in moderation.
Employee attitude
When employees have a good attitude, they tend to uplift one another. The
goal for managers should be finding ways to improve their team's attitude
about work.
Resources available
Having the tools you need to get your job done is a major part of being
productive. Quality managers understand the importance of looking into
getting their team all the resources they need.

Q33. How to increase employee productivity as a manager

Managers can improve their team's productivity by following these steps:
1. Assess areas of improvement
Before talking to your team about their productivity levels, try to figure out
what they could improve. Try to pinpoint what may be causing your team to
fall behind. For example, they may have too much work to do, there may be
too much social time or they could perhaps need some external motivation.
2. Give performance reviews
Holding a performance review once or twice a year is a great way to open
communication with your team. During this conversation, you can share some
praise that is sure to boost your team member's confidence and motivation.
You can also share what they can work on moving forward.
Use this meeting as a time to learn what might be getting in the way of your
team's performance. You can also work with each individual to help them set
goals. By having some goals to work toward, you may see their productivity
levels increase.
3. Provide incentives
If your team members are intrinsically motivated, they enjoy doing their work.
If you find that certain tasks are more challenging for them, you may want to
offer some extrinsic motivation. This could be anything from an end-of-the year
bonus to company-wide recognition. Giving your team something to work
toward may improve their productivity levels.
4. Learn what tools they need
Ask your team what tools would help them do their jobs better. This could be
specific software to help them manage their tasks or projects. It could even be
a communication app that helps them stay connected. If these tools can help
them get more work done in a shorter period of time, they may be worth the
investment.

Q34. How to increase employee productivity as an employee

Employees can be more productive by following these steps:
1. Figure out what motivates you
Finding ways to motivate yourself is a crucial part of staying on task. Try the
following things to feel motivated:
• Get enough sleep. When you get enough sleep, you can wake up feeling
refreshed and ready to take on your day.
• Make time for exercise. Getting a quick workout in can get your blood
pumping and help increase your energy levels. If you start feeling tired at work,
do some quick jumping jacks or take a lap around the office.
• Say daily affirmations. These are positive phrases that help you feel
more confident and capable. By repeating, "I can do this," you may begin to
believe it and start getting more done.
• Prioritize your work. Make time for your more important tasks first.
Then, you can begin to work on the less urgent tasks later.
• Set SMART goals. These are goals that are specific, measurable,
attainable, relevant and time-bound. Having goals can help you actively work
toward something.
• Mind what you eat. Certain foods can make you feel more energized
throughout the day. This extra boost of energy can help you get more done.
2. Try to be optimistic
Having a positive attitude at work can make you feel more excited about your
work. Each day, try to think about what aspects of your job you are grateful for.
Think about what you enjoy about your workplace and what you look forward
to doing. Try to see your work as an exciting opportunity rather than a
challenge.
3. Inquire about training
When you know how to do your work properly, you may find that it is much
easier to get done on time. Ask your manager to provide some training
materials for a new task. See if they can explain tasks that you find more
challenging to understand.
4. Ask for help
When you're feeling like you need to delegate some of your tasks, see if your
coworkers would be willing to help. They may be looking for something to do
and be open to helping you with an assignment. Likewise, you could ask them
to explain something you find challenging. Whenever a coworker does help you
out, express your appreciation. Also, try to always be helpful when they need
assistance.

Q35. MISSION, VISSION, VALUES AND COMMITMENT

Our Vision
To be a global highly ranked company for helping in building smart environment
friendly power networks.
Our Mission
To use modern design practices and innovative solutions in power network
design in Bangladesh and globally.
Our Values
We believe in quality delivery of design within committed time frame,
maintaining highest ethical engineering, safety and environment standards
Commitment to our clients
Value added long term sustainable relationship with our customers is our
commitment. We aim to achieve Clients trust through our innovative, pro-
active, honest and flexible approach.

Q36. Why are so few companies proactively seeking to leverage their human
capital? with example
Example:
Let's consider an example of a technology company, XYZ Tech, to illustrate
these reasons.
1. Lack of recognition: XYZ Tech may view its employees solely as a means
to an end, treating them as replaceable resources rather than recognizing their
unique skills, knowledge, and potential. They may not fully understand the
value that human capital brings to the organization, such as innovation,
creativity, and customer relationships. As a result, they may not proactively
seek to leverage and develop their employees' full potential.
2. Disconnect between vision and execution: The CEO and senior
managers at XYZ Tech may have a vision of becoming a market leader by
fostering a culture of innovation and attracting top talent. However, there
might be a disconnect between this vision and the actual implementation of
strategies to achieve it. They may not invest in training and development
programs, fail to establish clear career paths, or overlook the importance of
employee engagement and retention. This lack of a systematic and synergistic
commitment hampers their ability to effectively leverage their human capital.
3. Management resource limitations: XYZ Tech may lack the necessary
management resources and expertise to effectively tackle human capital
challenges. They might have capable technical managers but lack the necessary
skills in people management, talent acquisition, performance management,
and succession planning. Without proper management resources, it becomes
difficult to proactively leverage human capital, as these aspects are crucial for
attracting, developing, and retaining talented employees.
Overall, these three reasons - lack of recognition, a disconnect between vision
and execution, and management resource limitations - can hinder companies
like XYZ Tech from proactively seeking to leverage their human capital.
Addressing these issues requires a shift in mindset, strategic alignment, and
investment in developing the necessary management capabilities

Q37. Why are so few companies proactively seeking to leverage their human
capital? So, what to do for us to make it okay?
To address the challenges and encourage companies to proactively leverage
their human capital, several actions can be taken:
1. Educate companies: Companies need to be educated about the value
and potential of human capital. This includes recognizing that employees are
not just commodities but valuable assets that contribute to the success of the
organization. Case studies and success stories highlighting the benefits of
effective human capital management can be shared to raise awareness.
2. Align human capital strategies with business goals: There should be a
clear understanding and alignment between CEOs, senior managers, and the
HR department regarding the strategic objectives and goals of the organization.
Human capital strategies should be developed to support and enhance these
goals, ensuring a systematic and synergistic approach.
3. Invest in human capital: Companies need to invest in their employees'
development and well-being. This includes providing training and development
programs, creating a positive work environment, promoting work-life balance,
and offering competitive compensation and benefits. Investments in
technology and tools that improve productivity and collaboration can also
enhance human capital effectiveness.
4. Foster a culture of continuous learning: Encouraging a culture of
learning and innovation within the organization can help leverage human
capital effectively. This can be done by providing opportunities for employees
to acquire new skills, supporting knowledge sharing and collaboration, and
recognizing and rewarding employees' efforts and contributions.
5. Develop strong leadership and management capabilities: Companies
should prioritize developing strong leadership and management skills at all
levels. Effective managers can understand and address the challenges related
to human capital, provide guidance and support to employees, and create an
environment that fosters productivity, engagement, and growth.
6. Measure and track human capital performance: Implementing metrics
and systems to measure and track the performance of human capital initiatives
is crucial. This allows companies to assess the impact of their efforts, identify
areas for improvement, and make data-driven decisions to optimize human
capital management.
Overall, a proactive approach to leveraging human capital requires a shift in
mindset, alignment of strategies, investment in employees, and a culture that
values and supports the growth and development of the workforce.

Q38. prerequisite to human capital management in terms of leadership

transformation, capable team with potential, readiness and timing scope and
size with example.
Prerequisites for effective human capital management include:
Leadership transformation: A crucial prerequisite is transforming leadership
mindset and capabilities to recognize the importance of human capital and
effectively manage it. Leaders should understand that employees are not just
resources but valuable assets, and they should be equipped with the skills to
lead and inspire their teams. For example, a company's CEO may undergo
leadership training to develop a people-centric approach and establish a
culture of employee empowerment and growth.
Capable team with potential: Building a capable HR team is essential for
successful human capital management. HR professionals should possess the
necessary knowledge, skills, and experience to implement effective strategies,
policies, and programs. They should understand workforce dynamics, talent
acquisition and development, performance management, and employee
engagement. By having a team with potential, organizations can proactively
address human capital challenges. For instance, a company may recruit HR
professionals with expertise in talent management and create a talent
acquisition team focused on attracting top talent.
Readiness and timing: Organizations need to assess their readiness for human
capital management initiatives and determine the appropriate timing for
implementation. This involves evaluating factors such as organizational culture,
infrastructure, and resources. It's important to ensure that the company is
prepared to support and sustain human capital initiatives. For example, a
company may conduct an internal assessment to identify areas where human
capital management practices are lacking and determine the right timing to
introduce new initiatives, such as performance management systems or
employee development programs.
Scope and size considerations: Human capital management strategies should
align with the organization's scope and size. The approach may vary depending
on factors such as industry, organizational structure, geographical presence,
and workforce composition. For instance, a global corporation with a diverse
workforce may need to develop specific strategies to manage cultural
differences and ensure inclusivity. On the other hand, a small startup may focus
on agile talent acquisition and fostering a collaborative work environment. It's
important to tailor human capital management practices to meet the unique
needs of the organization.
Example:
XYZ Corporation, a medium-sized technology company, decides to undergo a
leadership transformation to strengthen its human capital management
practices. The CEO recognizes the potential of their workforce and wants to
create a culture that fosters innovation and growth. The leadership team
undergoes training programs focused on developing their people management
skills, promoting a collaborative work environment, and aligning human capital
strategies with business goals.
To support this transformation, XYZ Corporation hires an experienced HR
director who brings in a capable team with expertise in talent management
and employee engagement. They conduct an assessment of the organization's
readiness and identify areas for improvement. The HR team collaborates with
department heads to design and implement performance management
systems, career development programs, and initiatives to enhance employee
well-being.
Furthermore, XYZ Corporation recognizes that their human capital
management approach needs to consider the size and scope of their
operations. They tailor their talent acquisition strategies to attract the right
skills and expertise for their technology-focused business. They also implement
initiatives to support diversity and inclusion, acknowledging the need for a
diverse workforce to drive innovation and creativity.
Through these efforts, XYZ Corporation proactively leverages its human capital,
leading to increased employee satisfaction, improved productivity, and a
competitive edge in the industry.

Q39. Explain business foundation component in terms of culture, core value,

mission, vision with example
Business foundation components, including culture, core values, mission, and
vision, are essential elements that define the fundamental principles and
direction of an organization. Here's an explanation of each component with an
example:
Culture: Culture refers to the shared values, beliefs, attitudes, and behaviors
that shape the working environment and interactions within an organization.
It influences how employees collaborate, make decisions, and approach their
work. Culture sets the tone for the organization's overall atmosphere and plays
a significant role in employee engagement and satisfaction. For example, a
technology startup may have a culture that emphasizes innovation, risk-taking,
and a flexible work environment, fostering creativity and entrepreneurial spirit
among its employees.
Core Values: Core values are the fundamental principles and beliefs that guide
the actions and decisions of an organization. They serve as a moral compass,
shaping the company's identity and defining its desired culture. Core values
reflect what the organization stands for and the principles it upholds. For
instance, a retail company's core values may include integrity, customer focus,
teamwork, and continuous improvement. These values act as guiding
principles for employees in their day-to-day interactions and decision-making
processes.
Mission: A mission statement articulates the purpose and reason for an
organization's existence. It describes what the company does, who it serves,
and how it aims to make a positive impact. The mission statement provides a
sense of direction and serves as a rallying point for employees. It helps align
their efforts towards a common goal. For example, a healthcare organization's
mission statement might be "To provide accessible and high-quality healthcare
services to underserved communities, promoting wellness and improving
lives."
Vision: A vision statement outlines the desired future state and long-term
aspirations of the organization. It represents the organization's ultimate goals
and serves as a source of inspiration. A compelling vision statement should be
ambitious and forward-thinking, motivating employees to strive for excellence.
For instance, a renewable energy company's vision statement could be "To lead
the global transition towards sustainable and clean energy solutions, creating
a greener and more sustainable future for generations to come."
Together, these components form the foundation of a business, providing
clarity, purpose, and a shared identity for employees. When properly defined
and communicated, they can align the organization's efforts, attract like-
minded individuals, and create a strong and positive organizational culture.

Q40. company's mission vs vision with example

A company's mission and vision are both important components that guide its
direction and purpose, but they serve different purposes. Here's an
explanation of the difference between a company's mission and vision with
examples:
Mission: A company's mission statement outlines its fundamental purpose and
reason for existence. It answers the question, "What do we do?" The mission
statement provides a clear and concise description of the company's primary
activities, the target customers or stakeholders it serves, and the value it aims
to deliver. It serves as a guiding statement for day-to-day operations and
decision-making, ensuring that all activities align with the organization's core
purpose. A mission statement is typically more specific and tangible than a
vision statement.
Example: Nike
Mission Statement: "To bring inspiration and innovation to every athlete* in
the world."
Nike's mission statement clearly states their purpose: to inspire and innovate.
It emphasizes the company's focus on athletes and its commitment to
providing products and experiences that inspire and enable them to reach their
full potential. Nike's mission statement reflects their core business of designing
and marketing athletic footwear, apparel, and accessories.
Vision: A company's vision statement describes its desired future state or long-
term aspirations. It answers the question, "Where do we want to be?" A vision
statement is forward-thinking and paints a compelling picture of what the
company aims to achieve in the long run. It provides inspiration and guidance
for strategic planning and goal setting, setting a clear direction for the
organization's growth and development. A vision statement is often more
broad, abstract, and aspirational compared to a mission statement.
Example: Google
Vision Statement: "To organize the world's information and make it universally
accessible and useful."
Google's vision statement encapsulates its ambitious goals and long-term
aspirations. It reflects their desire to create a global impact by organizing and
providing access to vast amounts of information. The vision statement
emphasizes Google's commitment to making information universally
accessible and useful, indicating their focus on enhancing user experience and
fostering knowledge sharing.
In summary, a mission statement defines the company's purpose and what it
does, while a vision statement outlines its long-term aspirations and where it
wants to be. Both statements are crucial in guiding the organization, but the
mission statement is more specific and immediate, focusing on the present,
while the vision statement is broader and forward-thinking, focusing on the
future.

Q41. what is culture and core values. explain difference between companys
culture and core values with example
Culture and core values are both important aspects of an organization, but they
serve different purposes. Here's an explanation of culture and core values,
along with the difference between a company's culture and its core values,
using an example:
Culture:
Culture refers to the shared beliefs, values, norms, behaviors, and practices
that characterize an organization. It is the collective mindset and way of doing
things within the company. Culture influences how employees interact, make
decisions, and approach their work. It sets the tone for the working
environment and shapes the organization's identity. Culture is often described
as the "personality" of the organization.
Core Values:
Core values are the fundamental principles and beliefs that guide the actions
and decisions of an organization. They are the foundation upon which the
company's culture is built. Core values represent what the organization stands
for and the principles it upholds. They define the company's ethical standards,
expectations, and desired behaviors. Core values serve as guiding principles for
employees in their day-to-day interactions and decision-making processes.
Difference between Company Culture and Core Values:
The main difference between a company's culture and its core values lies in
their focus and scope. While culture encompasses the overall environment,
mindset, and way of doing things within the organization, core values
specifically highlight the fundamental principles and beliefs that guide the
organization's actions.
Example:
Company: Apple Inc.
Culture: Apple has a strong culture of innovation, creativity, and attention to
detail. It is known for its commitment to design excellence and delivering
exceptional user experiences. Apple's culture fosters a sense of passion and
dedication among employees and encourages out-of-the-box thinking.
Core Values: Apple's core values include customer focus, simplicity, innovation,
and excellence. These values are deeply ingrained in the organization and guide
its actions. Customer focus means putting the needs and preferences of the
customers first. Simplicity reflects the company's commitment to creating user-
friendly and intuitive products. Innovation emphasizes Apple's drive to push
boundaries and introduce groundbreaking technologies. Excellence represents
Apple's pursuit of the highest standards in all aspects of its operations.
In this example, Apple's culture reflects its emphasis on innovation and
attention to detail, while its core values, such as customer focus and excellence,
provide the guiding principles that shape the company's actions and decision-
making processes. The culture of innovation and attention to detail aligns with
the core values of excellence and simplicity, creating a cohesive and distinct
organizational identity for Apple.
Q42. who are generation Z of bangladesh? how to make generation z of
bangladesh into a human capital. with example
Generation Z refers to the demographic cohort that follows the Millennials and
is typically born between the late 1990s and early 2010s. While there is no
strict consensus on the exact years that define Generation Z, it generally
represents the younger population in a particular country or region.
To transform Generation Z individuals in Bangladesh into human capital,
several strategies can be considered:
Education and Skill Development: Focus on providing quality education and
skill development opportunities to equip Generation Z with the necessary
knowledge and competencies for the evolving job market. This includes
promoting STEM (Science, Technology, Engineering, and Mathematics)
education, digital literacy, critical thinking, problem-solving, and
communication skills.
Entrepreneurship and Innovation: Encourage entrepreneurial mindsets among
Generation Z individuals by fostering a culture that values innovation,
creativity, and risk-taking. Provide resources and support for young
entrepreneurs to develop and launch their startups, creating an environment
that promotes entrepreneurship and harnesses the potential of Generation Z's
ideas and initiatives.
Mentoring and Guidance: Establish mentoring programs that connect
experienced professionals with Generation Z individuals. These mentors can
provide guidance, share insights, and offer career advice, helping young people
make informed decisions and navigate their career paths effectively.
Internship and Work Experience: Offer internships and work experience
opportunities to Generation Z individuals, allowing them to gain practical
exposure and develop relevant skills in their desired fields. Collaborate with
organizations to create internship programs and apprenticeships that provide
hands-on learning experiences and bridge the gap between education and
employment.
Embrace Technology: Generation Z is often referred to as digital natives due to
their familiarity and comfort with technology. Capitalize on this by embracing
technological advancements and integrating digital tools and platforms into
educational and professional settings. Leverage online learning platforms,
virtual collaboration tools, and remote work opportunities to empower
Generation Z and enhance their productivity.
Example:
Let's consider the case of a nonprofit organization in Bangladesh that aims to
develop Generation Z into human capital by focusing on skill development and
entrepreneurship.
The organization partners with educational institutions and industry experts to
design and deliver comprehensive skill development programs that align with
the demands of the job market. These programs focus on critical skills such as
coding, digital marketing, project management, and communication skills.
Additionally, the organization establishes an entrepreneurship incubator that
provides resources, mentorship, and financial support to young entrepreneurs
from Generation Z. This initiative encourages them to explore their business
ideas, develop viable startups, and contribute to economic growth.
Through collaborations with companies, the organization facilitates internship
opportunities where Generation Z individuals can gain practical work
experience and refine their skills. The organization also organizes career fairs
and networking events to connect Generation Z with potential employers and
foster professional relationships.
By combining education, skill development, entrepreneurship support, and
practical work experiences, this organization is empowering Generation Z
individuals in Bangladesh to become a valuable human capital, capable of
driving innovation, economic growth, and societal development.

Q43. what type of mission, vision, culture and core value needed for a ideal
company with example
An ideal company should have a well-defined mission, vision, culture, and core
values that align with its purpose and guide its actions. Here's an example of
what these components could look like for an ideal company:
Mission: The mission of the company should reflect its fundamental purpose
and what it aims to achieve. For example:
"To empower individuals and communities through sustainable and innovative
solutions, making a positive impact on the world."
This mission statement conveys the company's commitment to creating
solutions that have a sustainable and positive impact on individuals and
communities.
Vision: The vision statement outlines the desired future state that the company
aspires to achieve. It should inspire and provide a sense of direction. For
example:
"To be a global leader in sustainable innovation, driving positive change and
improving lives worldwide."
This vision statement reflects the company's ambition to become a leader in
sustainable innovation and highlights its dedication to making a global impact.
Culture: An ideal company's culture should foster a positive and inclusive
working environment that encourages collaboration, growth, and innovation.
For example:
Collaboration and teamwork: Encouraging cross-functional collaboration and
teamwork to leverage diverse perspectives and drive collective success.
Continuous learning and development: Promoting a culture of continuous
learning, personal growth, and professional development for employees at all
levels.
Innovation and creativity: Encouraging employees to think creatively, embrace
innovation, and explore new ideas to solve challenges.
Respect and inclusivity: Cultivating a culture that values and respects diversity,
fosters inclusivity, and ensures equal opportunities for all.
Core Values: Core values are the fundamental principles and beliefs that guide
the company's behavior and decision-making. Here are some examples of core
values for an ideal company:
Integrity: Upholding the highest ethical standards, being transparent, and
demonstrating integrity in all interactions.
Customer-centricity: Putting customers at the forefront, delivering exceptional
experiences, and exceeding customer expectations.
Sustainability: Operating in an environmentally responsible manner,
prioritizing sustainability in products, processes, and business practices.
Excellence: Striving for excellence in everything the company does, setting high
standards, and continuously improving.
These core values reflect the company's commitment to ethical behavior,
customer focus, sustainability, and a pursuit of excellence.
By embodying a mission, vision, culture, and core values aligned with positive
impact, innovation, inclusivity, and high ethical standards, an ideal company
can create an environment that attracts and retains top talent, fosters
employee engagement, and contributes to a sustainable and successful
business.
Q44. Why human capital initiative is called performance wheel in terms of
process and policies, talent utilization, organizational development, recognition
rewards and remuneration, communication, organizational structure? with
example
The term "performance wheel" is used to describe a holistic approach to
human capital initiatives because it represents a continuous cycle or process
that drives performance and effectiveness within an organization. Each
component of the performance wheel contributes to enhancing human capital
and organizational success. Let's explore how each element relates to the
performance wheel with examples:
Process and Policies: Establishing effective processes and policies ensures
consistency and fairness in managing human capital. This includes defining
performance management systems, setting clear expectations, and
implementing fair HR policies. For example, a company may have a structured
performance review process that includes goal-setting, regular feedback, and
performance evaluation to drive employee development and accountability.
Talent Utilization: Maximizing the utilization of talent involves aligning
employees' skills and capabilities with organizational needs. This includes
talent acquisition, development, and deployment strategies. For example, a
technology company may have a talent management program that identifies
high-potential employees, provides targeted training and development
opportunities, and strategically assigns them to key projects or roles where
their skills can be leveraged effectively.
Organizational Development: Investing in organizational development
initiatives ensures that the company has the necessary capabilities and
resources to adapt and thrive. This includes initiatives such as leadership
development programs, succession planning, and organizational culture
initiatives. For example, a manufacturing company may implement a
leadership development program to groom future leaders and promote a
culture of continuous learning and growth.
Recognition, Rewards, and Remuneration: Recognizing and rewarding
employees for their contributions and providing competitive compensation are
essential for motivating and retaining top talent. This includes performance-
based rewards, recognition programs, and fair compensation practices. For
example, a sales organization may implement a sales incentive program that
rewards high-performing employees with monetary bonuses or other
incentives based on their sales achievements.
Communication: Effective communication fosters engagement, alignment, and
collaboration among employees. It includes transparent and regular
communication channels, feedback mechanisms, and open dialogue. For
example, a company may hold regular town hall meetings, utilize digital
communication platforms, and encourage two-way communication to ensure
employees feel informed and have opportunities to voice their opinions and
concerns.
Organizational Structure: The organizational structure defines the hierarchy,
reporting lines, and division of responsibilities within the company. It should
support effective communication, collaboration, and decision-making. For
example, a company may adopt a flat organizational structure that encourages
collaboration, quick decision-making, and empowerment of employees,
promoting a culture of innovation and agility.
By integrating these components into the performance wheel, organizations
can create a comprehensive and interconnected approach to managing human
capital. This approach ensures that processes, policies, talent utilization,
organizational development, recognition and rewards, communication, and
organizational structure work together to enhance performance, engagement,
and success within the organization.

Q45. what is the link between culture of organization (relative importance of

cost, time and quality; power structure; people communication; degree of
formalization; customs and traditions) and human capital management? with
example
The culture of an organization plays a significant role in shaping how human
capital is managed and leveraged within the organization. Here's an
explanation of the link between organizational culture and human capital
management, along with examples:
Formal Hierarchy: The formal hierarchy within an organization affects human
capital management by shaping reporting relationships, decision-making
processes, and the distribution of authority. The culture influenced by the
formal hierarchy determines how employees perceive and navigate the
organizational structure, impacting their motivation, engagement, and career
progression.
For example, in an organization with a rigid formal hierarchy, human capital
management may focus on clearly defined roles and responsibilities,
adherence to reporting structures, and opportunities for vertical career
advancement within the established hierarchy.
Relative Importance of Cost, Time, and Quality: The organization's culture
reflects its priorities and values, including the relative importance placed on
cost, time, and quality in achieving organizational objectives. This influences
human capital management practices, such as talent acquisition, training and
development, and performance evaluation. For example:
If an organization has a culture that prioritizes cost efficiency above all else, it
may focus on minimizing expenses related to human capital, leading to limited
investments in employee development and lower compensation levels.
Conversely, if an organization has a culture that values quality and customer
satisfaction, it may prioritize hiring and retaining high-performing talent,
investing in training and development programs, and fostering a culture of
continuous improvement.
Power Structure: The power structure within an organization defines the
distribution of authority, decision-making processes, and the level of autonomy
given to employees. The power structure can impact human capital
management practices, including talent retention, leadership development,
and employee engagement. For example:
In a hierarchical organization with a top-down power structure, human capital
management may involve centralized decision-making, limited employee
empowerment, and traditional career progression paths.
In a flatter organization with a decentralized power structure, human capital
management may involve more participatory decision-making, employee
empowerment, and flexible career development opportunities.
People Communication: Communication patterns and practices within an
organization shape how human capital is managed and engaged. Open and
transparent communication fosters employee engagement, collaboration, and
innovation. For example:
An organization that values open communication and information-sharing may
have regular town hall meetings, feedback mechanisms, and collaborative
platforms, promoting effective human capital management by encouraging
employee input, involvement, and knowledge sharing.
Conversely, an organization with a culture of limited communication and
secrecy may hinder effective human capital management, as employees may
feel disengaged, disconnected, and unaware of organizational goals and
expectations.
Degree of Formalization: Formalization refers to the extent of rules,
procedures, and structure within an organization. The level of formalization
impacts human capital management practices, such as performance
evaluation, career development, and decision-making processes. For example:
In a highly formalized organization, human capital management practices may
involve standardized performance evaluation processes, well-defined job
descriptions, and clearly structured career paths.
In a less formalized organization, human capital management may involve
more flexibility, individual autonomy, and opportunities for innovation and
creativity.
Customs and Traditions: Customs and traditions embedded in the
organizational culture influence human capital management practices,
employee behavior, and organizational norms. For example:
If an organization has a culture that values work-life balance and employee
well-being, human capital management practices may include flexible work
arrangements, wellness programs, and support for work-life integration.
In contrast, an organization with a culture that emphasizes long working hours
and high levels of dedication may have human capital management practices
that encourage overtime, prioritizing dedication over work-life balance.
Overall, the culture of an organization shapes human capital management
practices, influencing talent acquisition, retention, development, and
employee engagement. By aligning the culture with human capital
management strategies, organizations can create an environment that attracts,
develops, and leverages the full potential of their employees.

Q46. what are the challenges we face in our learning sytem in bangladesh with
example
Bangladesh faces several challenges in its learning system. Here are some
examples of the key challenges:
Access to Quality Education: Access to quality education remains a significant
challenge in Bangladesh, especially in rural and marginalized areas. Limited
infrastructure, lack of qualified teachers, and inadequate resources hinder the
delivery of quality education to all segments of society. For instance, remote
villages may lack proper school facilities and qualified teachers, resulting in
unequal access to education.
Gender Disparity: Gender disparity is a persistent challenge in the learning
system of Bangladesh. Girls often face barriers to education, including social
norms, early marriage, and limited opportunities. Although progress has been
made, achieving gender equality in education remains a challenge, particularly
in remote areas and among disadvantaged communities.
Outdated Curriculum and Teaching Methods: The curriculum and teaching
methods in Bangladesh's learning system often focus on rote memorization
and traditional teaching approaches. There is a need to modernize the
curriculum, emphasize critical thinking, problem-solving skills, and promote
student-centered learning. Innovative teaching methods and the integration of
technology need to be encouraged to enhance the learning experience.
Assessment and Examination Systems: The examination-centric culture places
significant pressure on students, leading to a rote learning approach and
limited emphasis on conceptual understanding. There is a need to reform
assessment and examination systems to focus on holistic evaluation, practical
application of knowledge, and critical thinking abilities.
Teacher Quality and Professional Development: Ensuring a high quality of
teaching is crucial for effective learning outcomes. However, there is a shortage
of qualified and motivated teachers in Bangladesh. Inadequate teacher
training, professional development opportunities, and low salaries pose
challenges to attracting and retaining skilled educators. Improving teacher
training programs and providing ongoing professional development can
enhance the quality of education.
Technological Infrastructure and Digital Divide: Limited access to technology
and inadequate technological infrastructure pose challenges to digital learning
initiatives, particularly in rural areas. The digital divide, including unequal
access to devices and the internet, hinders the implementation of effective e-
learning solutions and prevents equitable access to educational resources.
Addressing these challenges requires a comprehensive approach involving
policy reforms, increased investment in education, teacher training and
professional development, curriculum reforms, and efforts to bridge the digital
divide. By addressing these challenges, Bangladesh can create a more inclusive
and effective learning system that equips its students with the skills and
knowledge needed for their personal and professional growth.

Q47. productivity vs efficiency in terms of human capital

Productivity and efficiency are two related but distinct concepts when it comes
to human capital:
Productivity: Productivity measures the output or results achieved in relation
to the input or resources used, including human capital. It focuses on the
quantity and quality of the outcomes produced by individuals or teams. In the
context of human capital, productivity is a measure of how effectively
employees or the workforce generate outputs, complete tasks, and contribute
to the overall goals of the organization. It can be improved through factors such
as skill development, effective utilization of resources, and streamlined
processes.
Example: A software development team is considered highly productive when
they consistently deliver high-quality software products within the set
deadlines. Their output in terms of completed projects and the value they
create for the organization is a measure of their productivity.
Efficiency: Efficiency, on the other hand, focuses on minimizing waste, reducing
unnecessary costs, and optimizing the use of resources, including human
capital. It is concerned with achieving the desired output with minimal effort,
time, or resources. Efficient human capital management aims to eliminate
redundant tasks, streamline processes, and ensure that employees are
performing their tasks in the most effective and economical way possible.
Example: An organization that implements automation and digital tools to
streamline repetitive administrative tasks, reducing the time and effort
required by employees, is focused on improving efficiency. By optimizing
processes and eliminating inefficiencies, the organization can achieve the
desired outcomes with fewer resources or in less time.
In summary, productivity measures the output and outcomes achieved, while
efficiency focuses on minimizing waste and maximizing resource utilization.
Both productivity and efficiency are important considerations in human capital
management. Organizations strive to enhance productivity by improving the
quality and quantity of outputs, while efficiency aims to optimize resource
utilization to achieve desired outcomes in the most effective and economical
way possible.

Q48. what is balanced scorecard in human capital management? how it works?

with example
The Balanced Scorecard is a strategic management framework that can be
applied to various aspects of an organization, including human capital
management. It helps align human capital initiatives with strategic goals and
provides a balanced view of performance across multiple dimensions. Here's
how the Balanced Scorecard works in the context of human capital
management, along with an example:
Perspectives: The Balanced Scorecard incorporates multiple perspectives to
evaluate human capital performance. These perspectives typically include:
Financial Perspective: Focuses on the financial impact of human capital
initiatives, such as cost savings, revenue generation, and return on investment.
Customer Perspective: Considers how human capital initiatives contribute to
improving customer satisfaction, loyalty, and engagement.
Internal Process Perspective: Examines the efficiency and effectiveness of
human capital processes, such as recruitment, training, performance
management, and talent development.
Learning and Growth Perspective: Assesses the organization's ability to nurture
and develop the knowledge, skills, and capabilities of its employees.
Key Performance Indicators (KPIs): For each perspective, key performance
indicators are identified to measure progress towards strategic goals. These
KPIs are specific, measurable, and aligned with the organization's objectives
and human capital initiatives. Examples of KPIs for human capital management
include employee turnover rate, training hours per employee, employee
satisfaction score, or talent retention rate.
Cascading Objectives: Once the perspectives and KPIs are identified, objectives
and targets are cascaded throughout the organization to align human capital
initiatives with the overall strategy. This ensures that everyone understands
how their efforts contribute to the organization's success and helps create a
sense of ownership and accountability.
Measurement and Analysis: Data is collected and analyzed to track
performance against the identified KPIs. Regular measurement and analysis
allow for ongoing monitoring of progress, identification of areas for
improvement, and data-driven decision-making.
Strategic Action and Continuous Improvement: Based on the insights gained
from the measurement and analysis, strategic actions are implemented to
enhance human capital management. This can involve adjustments to
recruitment strategies, training programs, performance management
processes, or employee engagement initiatives. The focus is on continuously
improving human capital practices to align with the organization's strategic
goals.
Example: A manufacturing company implements the Balanced Scorecard in its
human capital management. The financial perspective includes KPIs such as
cost per hire, revenue per employee, and profit per employee. The customer
perspective includes KPIs related to customer satisfaction and loyalty, such as
customer retention rate or Net Promoter Score. The internal process
perspective includes KPIs such as time-to-fill vacancies, training effectiveness,
or employee engagement levels. The learning and growth perspective includes
KPIs like employee skills development, talent pipeline strength, or employee
satisfaction surveys.
By using the Balanced Scorecard, the company can measure and manage
human capital performance holistically, ensuring that human capital initiatives
are aligned with strategic objectives and enabling continuous improvement in
human capital management practices.

Q49. 10 reasons for finland schools systems are better. With example
1. Free education
2. No standard testing system
3. Mini age for beginning elementary school is 7
4. Teachers face a standard
5. Focus on fostering collaboration instead of competition
6. High stats of teachers in the score 7
7. No competition between finland schools
8. Emphasis on foundational bases
9. 9 years of compulsory school
10. Better alternatives to same all degree
Here are 10 reasons why Finland's school system is often regarded as better:
Free Education: Finland provides free education at all levels, including pre-
primary, primary, secondary, and higher education, ensuring equal access to
quality education for all students.
No Standard Testing System: Finland does not emphasize standardized testing.
Instead, it focuses on holistic assessment methods, such as project-based
assessments and teacher evaluations, which allow for a more comprehensive
understanding of students' abilities and progress.
Example: In Finland, students are assessed based on their overall performance,
classroom participation, and teacher evaluations rather than relying heavily on
standardized tests. This approach reduces the stress associated with high-
stakes testing and promotes a more relaxed learning environment.
Minimum Age for Beginning Elementary School is 7: Finland recognizes the
importance of play and early childhood development. Children start formal
education at the age of 7, allowing them to have a solid foundation in social
and emotional skills before beginning academics.
Teachers Face a High Standard: Teaching in Finland is a highly respected
profession, and teachers undergo rigorous training and education. They are
required to hold a master's degree in education and are well-prepared to
deliver quality instruction.
Example: Finland's teaching profession is highly competitive, with only the top
candidates being selected for teacher education programs. This ensures that
students receive instruction from highly qualified and dedicated educators.
Focus on Fostering Collaboration Instead of Competition: Finland promotes a
collaborative learning environment rather than a competitive one. Students
are encouraged to work together, share knowledge, and support each other's
learning, fostering a sense of community and teamwork.
High Status of Teachers in Society: Teachers in Finland are highly valued and
respected. They enjoy a high level of professional autonomy, which allows
them to make decisions based on their expertise and the needs of their
students.
Example: In Finland, teachers are trusted to design their curriculum and
teaching methods. This autonomy empowers them to cater to the unique
needs of their students and create a more personalized learning experience.
No Competition Between Finland Schools: Schools in Finland do not compete
with each other for rankings or funding. Instead, the focus is on collaboration
and sharing best practices, ensuring that all schools have access to resources
and support.
Emphasis on Foundational Bases: The Finnish education system places a strong
emphasis on building a solid foundation in core subjects such as mathematics,
science, and language skills, providing students with a strong academic base.
Nine Years of Compulsory School: In Finland, students are required to attend
school for nine years, ensuring a longer period of education and giving them
ample time to develop their knowledge and skills.
Better Alternatives to Traditional Degrees: Finland offers a range of educational
alternatives beyond traditional degrees, such as vocational education and
apprenticeships, which provide practical skills and pathways to employment.
Example: Vocational education and apprenticeships in Finland are highly
regarded and offer students valuable hands-on training, ensuring they are well-
prepared for the workforce and have opportunities for successful careers.
These factors, among others, contribute to Finland's reputation for having a
successful and effective school system. It prioritizes the well-being and holistic
development of students, highly values teachers, and focuses on collaborative
learning and individualized instruction.
Q50. World bank HCI, Five indicators
1. Child survival
2. School enrollment
3. Quality of learning
4. Health growth
5. Adult survival
Here WB consists of the knowledge, skills and health that people accumulate
throughout their lives enabling them to realize their potential as productive
members of society.

Q51. what are the roles of HR to meet the 21st century.

In the 21st century, the role of Human Resources (HR) has evolved to meet the
changing needs and demands of the workforce and organizations. Here are
some key roles of HR in the 21st century:
Strategic Business Partner: HR plays a crucial role as a strategic business
partner, aligning HR practices with overall business goals and objectives. HR
professionals collaborate with leadership teams to develop and implement HR
strategies that support the organization's strategic direction.
Talent Acquisition and Management: HR is responsible for attracting,
recruiting, and selecting top talent that aligns with the organization's needs.
This includes developing effective recruitment strategies, implementing robust
selection processes, and creating talent management programs to develop and
retain high-performing employees.
Employee Engagement and Development: HR focuses on fostering employee
engagement, job satisfaction, and professional development. This involves
implementing programs and initiatives that enhance employee well-being,
promote a positive work culture, and provide opportunities for skill
development and career growth.
Change Management and Organizational Development: HR plays a vital role in
managing change and facilitating organizational development. HR
professionals support leaders and employees during times of organizational
change, such as mergers, acquisitions, or restructuring, by implementing
change management strategies, conducting training programs, and ensuring
effective communication.
Performance Management and Rewards: HR designs and implements
performance management systems that align individual and team goals with
organizational objectives. They develop performance appraisal processes,
provide feedback and coaching, and design reward systems to recognize and
motivate high performance.
Diversity and Inclusion: HR plays a critical role in promoting diversity, equity,
and inclusion within the organization. They develop and implement policies,
programs, and initiatives that foster a diverse and inclusive workplace,
including recruitment practices, training programs, and diversity awareness
campaigns.
HR Analytics and Data-Driven Decision Making: In the digital age, HR leverages
HR analytics and data-driven decision making to gain insights into workforce
trends, talent management, and employee engagement. HR professionals
utilize data to inform strategic HR initiatives, measure the impact of HR
programs, and make evidence-based decisions.
Technology Integration: HR embraces technology and leverages HR information
systems, automation, and digital tools to streamline HR processes, enhance
efficiency, and provide self-service options for employees. HR professionals
stay updated on emerging HR technologies and leverage them to enhance HR
practices.
Compliance and Legal Requirements: HR ensures compliance with
employment laws, regulations, and ethical standards. They keep up-to-date
with changes in employment legislation, provide guidance to management and
employees, and implement policies and procedures to ensure legal
compliance.
Employer Branding and Employee Relations: HR plays a vital role in building
and managing the organization's employer brand. They develop strategies to
attract and retain top talent, enhance the organization's reputation, and
manage employee relations by fostering positive employee experiences and
addressing employee concerns and conflicts.
By embracing these roles, HR professionals contribute to the overall success of
the organization by effectively managing and developing the organization's
human capital to meet the challenges of the 21st century.

Q52. what HR team work as a leader with example

As a leader, an HR team plays a crucial role in driving organizational success and
supporting the overall strategic direction of the company. Here are a few
examples of how HR teams work as leaders within an organization:
Strategic Planning: HR teams collaborate with top management to develop and
implement HR strategies aligned with the organization's goals. They provide
insights on talent acquisition, workforce planning, and development initiatives,
ensuring that HR practices support the company's long-term objectives.
Example: The HR team works closely with the executive team to understand
the company's growth plans and talent needs. Based on this information, they
develop a talent acquisition strategy that focuses on sourcing and hiring skilled
professionals in critical areas, ensuring the organization has the right talent to
achieve its strategic goals.
Change Management: HR teams take a leadership role in managing change
within the organization. They support leaders and employees during periods of
transition, ensuring effective communication, employee engagement, and a
smooth transition process.
Example: During a major organizational restructuring, the HR team leads the
change management efforts. They develop a comprehensive communication
plan, provide guidance to managers on addressing employee concerns, and
design training programs to equip employees with the skills needed to adapt
to new roles and responsibilities.
Employee Engagement and Culture: HR teams lead initiatives to foster a
positive work culture, enhance employee engagement, and promote employee
well-being. They design programs and activities that strengthen employee
morale and align with the organization's values.
Example: The HR team designs and implements an employee recognition
program to acknowledge and appreciate outstanding employee performance.
They create a culture of recognition, where employees feel valued and
motivated, leading to increased engagement and a positive work environment.
Talent Development and Succession Planning: HR teams take a leadership role
in identifying talent development needs, designing training and development
programs, and implementing succession planning strategies. They ensure that
employees have opportunities for growth and advancement within the
organization.
Example: The HR team conducts talent assessments to identify high-potential
employees and creates customized development plans for each individual.
They work closely with managers to provide training, mentorship, and stretch
assignments that enable employees to develop their skills and prepare for
future leadership roles.
Diversity and Inclusion: HR teams play a leadership role in promoting diversity
and inclusion within the organization. They develop strategies and programs to
create an inclusive work environment and ensure equal opportunities for all
employees.
Example: The HR team implements diversity recruiting initiatives to attract a
diverse pool of candidates. They also organize diversity and inclusion
workshops, awareness campaigns, and employee resource groups, fostering a
culture of inclusion and respect within the organization.
Through these leadership roles, HR teams contribute to shaping the
organizational culture, developing talent, and driving employee engagement.
They collaborate with leaders across the organization to ensure that HR
initiatives align with the overall business strategy and contribute to the long-
term success of the company.

Q53. what is the purpose of VRS in human capital? with example

VRS, which stands for Voluntary Retirement Scheme, is a program offered by
organizations to encourage eligible employees to opt for voluntary retirement.
The purpose of VRS in human capital management can vary depending on the
specific circumstances and objectives of the organization. Here are a few
general purposes of VRS:
Workforce Optimization: Organizations may implement VRS as a strategic
measure to optimize their workforce and align it with changing business needs.
By offering attractive retirement packages, the organization aims to reduce the
number of employees and reshape the workforce structure to enhance
efficiency and cost-effectiveness.
Example: A manufacturing company experiencing a decline in demand for its
products may introduce a VRS to reduce its workforce and align it with the
reduced production requirements. This can help the company lower its
operational costs and adapt to changing market conditions.
Succession Planning: VRS can also be used as a tool for succession planning,
particularly when there is a need to create vacancies for younger talent or to
make way for promotions within the organization. By encouraging senior
employees to retire voluntarily, the organization can create opportunities for
career advancement and development for junior employees.
Example: A large multinational corporation may implement a VRS to create
openings for high-potential employees to move into more senior roles. This can
help the organization groom the next generation of leaders and ensure a
smooth transition of responsibilities.
Cost Reduction: VRS programs can offer financial benefits to both the
organization and the retiring employees. By incentivizing voluntary retirement,
the organization can reduce long-term salary and benefit costs associated with
senior employees.
Example: A government agency facing budget constraints may introduce a VRS
to reduce payroll expenses. Retiring employees may be offered a lump-sum
payment or enhanced retirement benefits, while the organization can achieve
long-term cost savings by replacing higher-salaried positions with lower-cost
alternatives.
Workforce Rejuvenation and Skill Enhancement: VRS programs can help
organizations rejuvenate their workforce by creating opportunities to bring in
fresh talent and new perspectives. By encouraging the exit of experienced
employees, the organization can facilitate the infusion of new skills,
knowledge, and innovative thinking.
Example: An information technology company may introduce a VRS to enable
the recruitment of younger, tech-savvy employees who can drive digital
transformation initiatives and bring in contemporary skills and expertise.
It's important to note that the implementation of VRS should be done with
careful planning, consideration of legal obligations, and maintaining a balance
between the needs of the organization and the well-being of the employees.
The specific objectives and outcomes of a VRS program will vary based on the
organization's context and strategic goals.

Q54. how do you select your employee? who to be layoff or whom to retain?
with example
As an AI language model, I don't have the ability to hire or lay off employees.
However, I can provide you with a general overview of the employee selection
process and considerations for determining layoff or retention decisions.
Employee Selection:
Job Analysis and Job Description: Clearly define the requirements,
responsibilities, and qualifications for the role through a job analysis and create
a comprehensive job description.
Recruitment and Screening: Advertise the job opening, collect resumes or
applications, and screen candidates based on their qualifications, skills,
experience, and alignment with the job requirements.
Interviews and Assessments: Conduct interviews to assess candidates' fit for
the role and organization. Use various assessment methods such as skills tests,
behavioral assessments, and reference checks to gather additional information
about their capabilities and suitability.
Selection Decision: Evaluate the information gathered during the recruitment
and assessment process to make an informed selection decision. Consider
factors such as skills, qualifications, experience, cultural fit, and potential for
growth.
Layoff and Retention Decisions:
Determining layoff or retention decisions is a complex process that
organizations undertake during challenging times or restructuring initiatives.
The specific factors considered may vary based on legal requirements,
company policies, and the organization's financial situation. Here are some
general considerations:
Performance and Skillset: Assess the performance, skills, and competencies of
employees to determine their contribution to the organization. Consider their
ability to meet job requirements, achieve targets, and adapt to changing
business needs.
Business Needs: Evaluate the roles and positions that are most critical to the
organization's operations and long-term success. Consider which positions are
essential for achieving business objectives and maintaining competitiveness.
Seniority and Experience: Consider the seniority and experience of employees
within the organization. This may involve assessing the value of long-tenured
employees' institutional knowledge and expertise.
Performance Evaluation: Review performance evaluations and feedback to
identify employees who consistently demonstrate high performance, show
potential for growth, and contribute significantly to the organization's success.
Skills and Knowledge Alignment: Assess whether employees possess
specialized skills or knowledge that are crucial for the organization's current
and future needs. Consider the strategic importance of those skills and
whether they can be acquired through training or hiring.
Example: During a period of financial difficulty, an organization may need to
make layoffs to reduce costs. In this scenario, they may evaluate factors such
as job performance, skills relevancy, and business needs. They might prioritize
retaining employees who have demonstrated consistent high performance,
possess critical skills that are in demand, or have the potential to contribute to
the organization's recovery and growth.
It's important to note that specific selection and layoff decisions should comply
with legal and ethical considerations and adhere to company policies.
Organizations should communicate transparently with affected employees,
provide support resources, and ensure fairness throughout the process.

Q55. how a company restructure its HR department with example

Restructuring the HR department involves making changes to its organizational
structure, roles, and responsibilities to better align with the company's
strategic objectives. Here's a general framework for how a company may
approach restructuring its HR department, along with an example:
Assess the Current State: Evaluate the existing HR department's structure,
processes, and capabilities. Identify any inefficiencies, gaps, or areas for
improvement in supporting the company's HR needs.
Example: A retail company has experienced significant growth, expanding its
operations and workforce. However, the HR department, consisting of a small
team, is struggling to handle the increased demands for talent acquisition,
employee development, and HR operations.
Define Strategic Objectives: Determine the company's strategic objectives and
how the HR department can best support them. Consider the future needs of
the organization and how HR can contribute to achieving business goals.
Example: The retail company aims to become a leader in employee
engagement and provide a superior customer experience. The HR department
needs to focus on attracting and retaining top talent, developing a positive
work culture, and enhancing employee training and development programs.
Identify HR Functions and Roles: Assess the various HR functions required to
support the strategic objectives. Identify key roles and responsibilities needed
within the HR department and determine if any new positions need to be
created or existing roles should be realigned.
Example: The retail company identifies the need to strengthen its talent
acquisition capabilities, enhance employee engagement initiatives, and
improve HR analytics and reporting. They decide to create a new Talent
Acquisition Specialist role, a dedicated Employee Engagement Manager
position, and a HR Analytics and Reporting Analyst role.
Determine Reporting Structure: Determine the optimal reporting structure
within the HR department. Consider factors such as span of control, hierarchy,
and delegation of responsibilities. Decide how HR roles will align with each
other and with other departments within the organization.
Example: The retail company decides to implement a flatter HR structure to
encourage collaboration and quick decision-making. They establish a reporting
structure where the Talent Acquisition Specialist, Employee Engagement
Manager, and HR Analytics and Reporting Analyst all report directly to the HR
Director.
Develop Transition Plan: Develop a detailed transition plan for implementing
the restructuring. Communicate the changes to the HR team, provide training
or support as needed, and ensure a smooth transition from the old structure
to the new one.
Example: The retail company conducts a series of town hall meetings and one-
on-one sessions to communicate the restructuring plan to the HR team. They
provide training on new responsibilities and expectations, and outline a clear
timeline for the transition.
Monitor and Adjust: Regularly monitor the effectiveness of the new HR
structure and make adjustments as necessary. Seek feedback from HR team
members and other stakeholders to identify areas for further improvement or
fine-tuning.
Example: The retail company holds regular check-ins with the HR team to
gather feedback on the new structure's effectiveness. They make adjustments
based on employee feedback and business needs, such as adding additional HR
support roles or refining processes for better collaboration.
It's important to note that every company's HR department restructuring will
be unique, depending on its specific needs, objectives, and organizational
context. Customizing the restructuring plan to fit the company's circumstances
and regularly evaluating its impact will help ensure the HR department is well-
aligned with the organization's goals.

Q56. Why MNC hire management trainee? with example

Multinational corporations (MNCs) often hire management trainees as part of
their talent acquisition and development strategies. Here are a few reasons
why MNCs hire management trainees:
Talent Pipeline and Succession Planning: MNCs hire management trainees to
develop a pipeline of future leaders within the organization. By identifying
talented individuals early in their careers, MNCs can groom them for leadership
roles and ensure a smooth succession planning process.
Example: An MNC in the automotive industry hires management trainees to
join their leadership development program. These trainees go through
rotations in different departments, gaining exposure to various functions
within the organization. The objective is to develop their skills, knowledge, and
leadership capabilities to prepare them for future management positions.
Fresh Perspectives and Innovation: Management trainees bring fresh
perspectives and new ideas to the organization. They often have a solid
educational background and a willingness to learn, making them valuable
contributors to innovation and process improvement initiatives.
Example: An MNC in the technology sector hires management trainees who
have recently graduated from top engineering schools. These trainees are
assigned to work on special projects and cross-functional teams, where they
provide innovative solutions and contribute to the development of new
products and services.
Cultural Alignment and Global Mindset: MNCs operate across different
countries and cultures. Hiring management trainees allows them to bring in
talent that is adaptable and possesses a global mindset. These individuals can
help bridge cultural gaps, enhance diversity, and contribute to effective global
operations.
Example: A global pharmaceutical company hires management trainees from
diverse backgrounds to join their international leadership program. These
trainees undergo cross-cultural training and rotations in different regions,
enabling them to understand local markets, adapt to diverse work
environments, and contribute to the company's global expansion strategies.
Skill Development and Talent Acquisition: MNCs hire management trainees to
nurture and develop specific skills that are in demand within the organization.
They often provide structured training programs, mentoring, and hands-on
experience to enhance the trainees' competencies.
Example: A large consulting firm recruits management trainees with a focus on
data analytics and digital transformation. These trainees receive extensive
training in analytics tools and methodologies, allowing them to support client
projects in areas such as data analysis, business intelligence, and digital
strategy.
Long-Term Retention and Loyalty: By hiring management trainees, MNCs have
the opportunity to shape and mold talent according to their organizational
culture and values. This can foster a sense of loyalty and commitment among
trainees, increasing the likelihood of long-term retention and career growth
within the company.
Example: An MNC in the retail industry hires management trainees as part of
their graduate development program. These trainees receive comprehensive
training, mentorship, and exposure to different aspects of the business. The
program aims to build a strong talent pipeline for future leadership positions
within the organization, ensuring long-term retention and growth of valuable
employees.
Overall, MNCs hire management trainees to identify and develop promising
talent, foster innovation, enhance cultural diversity, and build a strong
leadership pipeline for the future. By investing in these trainees, MNCs can
drive organizational growth, ensure a competitive edge, and maintain a strong
talent pool in an increasingly globalized business environment.

Q57. what are the difference between bangladesh and finland learning
education system?
The education systems in Bangladesh and Finland have significant differences
in various aspects. Here are some key differences between the two systems:
Approach to Education: In Bangladesh, the education system tends to be more
traditional, emphasizing rote memorization and exam-oriented learning. In
contrast, Finland's education system focuses on holistic and student-centered
learning, promoting critical thinking, creativity, and problem-solving skills.
Teaching Methods: In Bangladesh, teaching methods are often teacher-
centered, with a strong emphasis on lecturing and note-taking. Finland, on the
other hand, promotes student-centered teaching methods, encouraging
collaboration, active participation, and hands-on learning experiences.
Standardized Testing: Standardized testing plays a significant role in the
education system of Bangladesh, with a heavy reliance on exams and high-
stakes assessments. In Finland, there is a minimal emphasis on standardized
testing, with more focus on continuous assessment, teacher evaluations, and
comprehensive understanding of students' abilities.
Teacher Training and Qualifications: In Bangladesh, the requirements for
becoming a teacher vary, and there may be a shortage of qualified teachers in
some areas. Finland has a highly selective and rigorous teacher training system,
with teachers typically holding advanced degrees and receiving extensive
training in pedagogy and subject matter expertise.
School Starting Age and Structure: In Bangladesh, children typically start formal
schooling at a younger age, usually around five or six years old. In Finland, the
minimum age for beginning elementary school is seven, with a greater
emphasis on play-based learning and early childhood development before
formal academics.
Curriculum and Content: The curriculum in Bangladesh is largely determined
by centralized boards and focuses on core subjects such as mathematics,
science, and language. Finland's curriculum provides a broader education that
includes a range of subjects, including arts, physical education, and practical
skills.
Education Funding: In Bangladesh, public education is primarily funded by the
government, and private schools also exist. Finland has a publicly funded
education system that ensures equal access to education for all students,
regardless of socioeconomic background, and there is a strong emphasis on
equitable education.
Educational Outcomes: Finland consistently ranks high in international
education rankings, such as the Programme for International Student
Assessment (PISA), reflecting its strong educational outcomes. Bangladesh,
while making progress in improving access to education, still faces challenges
in achieving comparable outcomes.
It's important to note that these differences are generalizations and may vary
within different schools and regions within each country. Both Bangladesh and
Finland continue to make efforts to improve their education systems based on
their specific needs and contexts.

Q58. expalin blooms taxonomy (revised) with example

Bloom's Taxonomy is a hierarchical framework that classifies educational
objectives and cognitive skills into different levels. The revised version of
Bloom's Taxonomy, proposed by Anderson and Krathwohl, includes six levels,
ranging from lower-order thinking skills to higher-order thinking skills. Here is
an overview of the revised Bloom's Taxonomy with examples:
Remembering: This level involves recalling or recognizing information. It
focuses on the ability to retrieve or recall previously learned facts, concepts, or
procedures.
Example: Recalling the capital cities of different countries or memorizing
historical dates.
Understanding: This level involves comprehending or interpreting information.
It focuses on the ability to explain ideas, concepts, or processes in one's own
words and demonstrate comprehension.
Example: Explaining the main idea of a written passage, summarizing a
concept, or interpreting a graph or chart.
Applying: This level involves using acquired knowledge and skills in different
situations or contexts. It focuses on the ability to apply learned concepts,
theories, or procedures to solve problems or complete tasks.
Example: Applying mathematical formulas to solve real-world problems, using
grammar rules to write a coherent paragraph, or using critical thinking skills to
analyze and evaluate information.
Analyzing: This level involves breaking down information into parts and
examining the relationship between them. It focuses on the ability to analyze,
compare, contrast, and identify patterns or connections.
Example: Analyzing the causes and effects of an event, identifying themes in a
literary work, or dissecting an argument to identify its strengths and
weaknesses.
Evaluating: This level involves making judgments or assessments based on
criteria or standards. It focuses on the ability to assess, critique, justify, and
support opinions or decisions.
Example: Evaluating the credibility of sources, critiquing a scientific
experiment, or justifying a stance on a controversial topic with evidence and
reasoning.
Creating: This level involves generating new ideas, products, or solutions by
combining or reorganizing existing knowledge or skills. It focuses on the ability
to design, construct, plan, or produce original work.
Example: Designing a scientific experiment to test a hypothesis, creating a
piece of artwork, or developing a business plan for a new venture.
The revised Bloom's Taxonomy provides a framework for educators to design
learning experiences and assessments that progress from lower-order thinking
skills to higher-order thinking skills. It encourages students to engage in deeper
learning, critical thinking, and creativity, preparing them for complex problem-
solving and lifelong learning.

Q59. Why generation z in Bangladesh changes their jobs frequently? with

example
Generation Z refers to individuals born between the mid-1990s and early
2000s, and their job-hopping tendencies can be influenced by several factors.
While it's essential to note that individual motivations and circumstances may
vary, here are a few potential reasons why Generation Z in Bangladesh may
change jobs frequently:
Desire for Career Growth: Generation Z often seeks continuous growth and
development in their careers. They may be more inclined to explore new
opportunities and challenges rather than staying in a single job for an extended
period.
Example: A young professional from Generation Z may change jobs to gain
exposure to different industries, acquire new skills, or advance their career
trajectory more rapidly.
Value Alignment: Generation Z tends to prioritize values such as work-life
balance, social impact, and personal fulfillment. If they feel their current job
does not align with their values or fails to provide a sense of purpose, they may
seek alternative employment options.
Example: An individual from Generation Z may choose to leave a high-paying
but demanding corporate job to work for a nonprofit organization that aligns
with their passion for social causes.
Technological Advancements: Generation Z has grown up in a digital age, with
easy access to information and opportunities. They are comfortable navigating
online platforms to search for job opportunities and connect with potential
employers. This increased accessibility can lead to greater exploration of job
options and higher chances of job changes.
Example: A tech-savvy individual from Generation Z may switch jobs to explore
emerging tech industries or startups that offer innovative work environments
and opportunities to work on cutting-edge technologies.
Changing Work Dynamics: Generation Z values flexibility and autonomy in their
work arrangements. They are more likely to embrace freelancing, remote work,
or project-based assignments. As a result, they may switch jobs frequently to
pursue a flexible work lifestyle that fits their preferences.
Example: A member of Generation Z may choose to freelance or work remotely
to have control over their work hours, location, and projects, which may lead
to frequent changes in the nature and scope of their work.
Economic Factors: Economic conditions and market trends can influence job
opportunities and stability. Generation Z may adapt to changing economic
landscapes by being open to new job prospects or industries that offer better
financial prospects.
Example: During an economic downturn, an individual from Generation Z may
switch jobs to secure stable employment or explore industries that are thriving
despite the economic challenges.
It's important to note that these reasons are general observations, and not all
individuals from Generation Z in Bangladesh will exhibit the same job-hopping
tendencies. Personal factors, individual goals, and industry-specific
circumstances can also significantly impact job decisions.
Q60. How we establish core value and culture in a company in terms of ritual
based on religion, food based on religion, dress based on religion, festival based
on religion? with example
Establishing core values and culture in a company involves creating an inclusive
environment that respects and embraces diversity, including religious diversity.
Here are some considerations and examples on how to establish core values
and culture while incorporating aspects related to religion:
Respect for Religious Diversity: Foster an environment that recognizes and
respects employees' diverse religious beliefs and practices. Encourage open
dialogue, understanding, and acceptance of different religious perspectives.
Example: Hold company-wide diversity and inclusion workshops or training
sessions that educate employees about various religious traditions, customs,
and practices. This can help create awareness and promote mutual respect
among employees.
Inclusive Rituals and Observances: Provide opportunities for employees to
observe their religious rituals and practices within the workplace. This can
include prayer spaces or designated quiet areas for meditation or reflection.
Example: Allocate a space within the office premises where employees can
engage in personal religious practices. Ensure that it is inclusive and accessible
for employees of different faiths to use as needed.
Food Accommodations: Accommodate dietary requirements related to
religious practices by offering a variety of food options that cater to different
dietary restrictions or preferences.
Example: Offer a diverse menu in company cafeterias or during team events
that includes vegetarian, halal, kosher, or other religiously appropriate food
options. Consider providing labeling or signage to indicate which food items
adhere to specific religious dietary restrictions.
Dress Code and Attire: Establish a dress code policy that respects religious
practices, allowing employees to dress in a manner that aligns with their
religious beliefs, as long as it is within the bounds of professionalism and safety.
Example: Develop a dress code policy that accommodates religious attire, such
as hijabs, turbans, or other religious garments. Ensure the policy is
communicated clearly to all employees and supervisors to avoid any
misunderstandings or bias.
Inclusion of Religious Festivals: Celebrate and acknowledge religious festivals
and holidays that are important to employees from various faiths. This can
foster a sense of belonging and create a supportive work environment.
Example: Organize company-wide celebrations or activities during major
religious festivals, such as Eid, Diwali, Christmas, or Hanukkah. Encourage
employees to share their traditions, exchange greetings, or organize interfaith
events to promote cultural understanding.
It's important to approach these initiatives with sensitivity, respect, and an
understanding of legal requirements. Consult with employees, establish clear
policies and guidelines, and ensure that any accommodations or practices are
inclusive and do not favor or exclude any particular religious group. Regularly
seek feedback from employees to ensure that the company's core values and
culture continue to reflect and respect religious diversity.

Q61. what is intergeneration gap/conflict/clash in human capital initiatives? how

to manage it? in terms of business foundation (culture, core values, vision,
mission) and business strategy. with example
The term "intergenerational gap/conflict/clash" in the context of human capital
initiatives refers to the challenges that arise due to differences in values,
attitudes, expectations, and work styles between different generations in the
workforce. As each generation, such as Baby Boomers, Generation X,
Millennials, and Generation Z, grew up in distinct time periods with unique
experiences, they often have differing perspectives on work and life.
Managing intergenerational gaps in human capital initiatives requires a
thoughtful approach that considers the business foundation, including culture,
core values, vision, mission, and business strategy. Here's an example of how
to manage intergenerational gaps:
Understand generational differences: Start by recognizing and understanding
the characteristics and preferences of each generation in your workforce. This
includes their communication styles, work-life balance expectations,
technology usage, and career aspirations. Conduct surveys, focus groups, or
workshops to gather insights and identify the key gaps.
For instance, Millennials and Generation Z often prioritize work-life balance,
flexibility, and meaningful work, while Baby Boomers and Generation X might
emphasize loyalty, stability, and experience.
Promote open communication: Create a culture that encourages open dialogue
and respect for different viewpoints. Establish channels for effective
communication and knowledge sharing across generations, such as mentorship
programs, reverse mentorship initiatives, or cross-generational team projects.
This helps bridge the gap and promotes mutual understanding.
Foster a diverse and inclusive culture: Embrace diversity and inclusivity as core
values within the organization. Encourage collaboration and teamwork that
involve employees from different generations. Recognize and appreciate the
unique strengths and contributions of each generation to foster a sense of
belonging and unity.
Provide tailored development opportunities: Design learning and development
programs that cater to the needs and preferences of different generations.
Offer a variety of training formats, such as e-learning, on-the-job training, and
coaching, to accommodate diverse learning styles and technological
proficiency. This allows individuals from all generations to enhance their skills
and adapt to changing business requirements.
Align business strategy with generational values: Ensure that your business
strategy reflects the values and aspirations of different generations. For
example, if your organization aims to attract and retain Millennial and
Generation Z talent, consider incorporating flexible work arrangements,
opportunities for social impact, and a focus on career progression.
Overall, managing intergenerational gaps in human capital initiatives requires
a combination of understanding, communication, inclusion, and tailoring
strategies to accommodate the needs and preferences of different generations.
By fostering an environment that values diversity and promotes collaboration,
businesses can harness the unique strengths of each generation and build a
stronger, more cohesive workforce.

Q62. how to develop human capital in generation z in bangladesh? how to

manage generation z? with example
To develop human capital in Generation Z in Bangladesh and effectively
manage this generation, consider the following strategies:
Embrace technology: Generation Z is known for its strong affinity with
technology. To develop their human capital, provide access to up-to-date
digital tools and platforms. This includes equipping them with the necessary
hardware, software, and internet connectivity for their work and professional
development. Invest in digital training programs and encourage the use of
technology for collaboration, innovation, and learning.
For example, a company in Bangladesh can offer coding workshops or digital
marketing training sessions specifically targeted at Generation Z employees to
enhance their skills in these areas.
Encourage continuous learning: Generation Z values continuous learning and
personal growth. Implement a culture of learning and development within
your organization by offering regular training sessions, workshops, and
mentorship programs. Provide opportunities for them to acquire new skills and
knowledge, such as online courses or certifications.
For instance, a company could establish a learning portal or a learning budget
that allows Generation Z employees to choose their own professional
development courses and gain expertise in areas of interest.
Promote flexibility and work-life balance: Generation Z seeks a healthy work-
life balance and values flexibility in their work arrangements. Consider
implementing flexible work hours, remote work options, and work-life
integration policies. This helps them maintain a sense of autonomy and control
over their work, leading to higher productivity and engagement.
As an example, a company can introduce a flexible work arrangement where
Generation Z employees can choose to work from home a few days a week,
provided they meet their performance goals.
Provide opportunities for social impact: Generation Z is often motivated by
making a positive impact on society. Incorporate social responsibility initiatives
within your organization, such as volunteering programs or partnerships with
local NGOs. Involve Generation Z employees in these initiatives, giving them a
sense of purpose and fulfillment.
For example, a company can organize regular volunteering events where
Generation Z employees can participate in activities that support social causes
such as environmental sustainability or education for underprivileged children.
Foster a collaborative and inclusive environment: Generation Z thrives in
collaborative work environments. Encourage teamwork, knowledge sharing,
and cross-functional projects. Create spaces for open dialogue and ensure their
voices are heard and valued.
One way to achieve this is by implementing a digital collaboration platform
where Generation Z employees can connect, share ideas, and work together
on projects. This platform can also serve as a knowledge-sharing hub.
Remember, it's essential to tailor these strategies to the specific cultural
context and needs of Generation Z in Bangladesh. Understanding their values,
aspirations, and motivations is crucial in effectively developing their human
capital and creating a supportive work environment.
Q63. what are the anthropology? How to apply anthropology to manage
generation z?
Anthropology is the scientific study of human beings, their societies, cultures,
and behavior. It seeks to understand the diversity of human experiences and
perspectives across different contexts and time periods. Anthropologists use
various research methods, including participant observation, interviews, and
ethnographic research, to gain insights into human societies and cultures.
To apply anthropology to manage Generation Z, you can incorporate
anthropological principles and approaches to better understand their
behaviors, values, and needs. Here are some ways to apply anthropology in
managing Generation Z:
Cultural understanding: Anthropology emphasizes the importance of cultural
context in shaping human behavior. To manage Generation Z effectively, take
the time to understand their unique cultural characteristics and influences.
Recognize that Generation Z in different regions or countries may have distinct
values, beliefs, and practices. Consider conducting ethnographic research or
engaging anthropologists to gain insights into the cultural context of
Generation Z in your specific setting.
Participant observation: Adopting an anthropological approach, engage in
participant observation to immerse yourself in the world of Generation Z.
Observe their behaviors, interactions, and preferences in their natural settings.
This can involve spending time with Generation Z employees, listening to their
conversations, and understanding their digital and social media practices. This
firsthand experience can provide valuable insights into their needs,
communication styles, and work preferences.
Qualitative research: Anthropology relies on qualitative research methods,
such as interviews and ethnographic studies, to gain an in-depth understanding
of human experiences. Apply these methods to gather information directly
from Generation Z employees. Conduct interviews or focus groups to explore
their attitudes, motivations, and aspirations. Ethnographic studies can involve
observing their work environments and interactions. This qualitative data will
enable you to tailor management strategies to the specific needs of Generation
Z.
Flexibility and customization: Anthropology highlights the importance of
recognizing individual and cultural differences. Generation Z is known for
valuing customization and individuality. Apply this principle by offering
flexibility in work arrangements, recognizing and accommodating diverse work
styles, and providing opportunities for personalization in their roles and career
paths. Customizing benefits, rewards, and recognition programs to align with
the values and preferences of Generation Z can also contribute to their
engagement and motivation.
Collaboration and inclusivity: Anthropology acknowledges the significance of
social relationships and collaboration in human societies. Generation Z thrives
on collaboration and values inclusivity. Create a work environment that fosters
collaboration, teamwork, and mutual respect. Encourage open dialogue and
participation, both in person and through digital platforms, to ensure that the
voices and perspectives of Generation Z are heard and valued.
Applying anthropology to manage Generation Z involves understanding their
cultural context, conducting qualitative research, recognizing individual
differences, promoting collaboration, and embracing customization. By
integrating these anthropological principles, you can create a work
environment that effectively engages and supports Generation Z employees.

Q64. what type of mission, vision, core value and culture is need to develop
generation z?with example
To develop Generation Z and align their values and aspirations, consider the
following elements of mission, vision, core values, and culture:
Mission: Craft a mission statement that resonates with Generation Z's desire
for purpose and social impact. A mission that focuses on making a positive
difference in society and addressing global challenges can inspire and attract
Generation Z. For example, a mission statement could be: "To create innovative
solutions that drive positive social change and empower the next generation
to thrive in a sustainable world."
Vision: Develop a compelling vision that reflects Generation Z's aspirations for
personal growth, continuous learning, and advancement opportunities.
Emphasize a future-oriented outlook that aligns with their desire for career
progression and development. For example, a vision statement could be: "To
be the leading organization that provides a platform for Generation Z to
unleash their potential, learn, and grow while making a meaningful impact on
the world."
Core Values: Generation Z values authenticity, diversity, and inclusivity.
Incorporate these values into your organization's core values. Focus on
fostering an inclusive and diverse culture where individuals feel respected and
valued for their unique perspectives and experiences. For example, core values
could include: "Authenticity: Embrace individuality and encourage open and
honest communication" and "Inclusivity: Embrace diversity and create a safe
and inclusive environment that welcomes all backgrounds and ideas."
Culture: Develop a culture that promotes collaboration, innovation, and work-
life balance. Generation Z values teamwork, flexibility, and a healthy
integration of work and personal life. Encourage a culture of continuous
learning and provide opportunities for employees to contribute their ideas and
perspectives. Foster a supportive work environment where well-being and
personal growth are prioritized. For example, implement flexible work
arrangements, provide opportunities for skill development and autonomy, and
create spaces for collaboration and social connection.
Additionally, consider leveraging technology and digital platforms that
resonate with Generation Z's digital fluency and preference for online
communication and collaboration. Encouraging open communication
channels, such as online forums or digital feedback mechanisms, can further
enhance their engagement and participation.
Remember, these examples are general guidelines, and it's important to
customize your mission, vision, core values, and culture to align specifically
with the needs, values, and aspirations of Generation Z in your particular
organization and context. Conducting surveys, focus groups, or interviews with
Generation Z employees can provide valuable insights to inform and shape
these elements accordingly.

Q65. How motivational culture is created in a company? with example

Creating a motivational culture in a company involves fostering an environment
where employees feel motivated, engaged, and empowered to perform their
best. Here are some strategies to establish a motivational culture:
Clear and Inspiring Vision: Develop a compelling vision that inspires and
motivates employees. The vision should communicate a shared purpose and
highlight the impact the organization aims to achieve. For example, if the
company is in the renewable energy industry, the vision could be: "To create a
sustainable future by providing clean and renewable energy solutions that
positively impact the environment and communities."
Communicate Meaningful Goals: Set clear, challenging, and meaningful goals
that align with the company's vision. Ensure that these goals are
communicated to employees, and they understand how their individual
contributions contribute to the overall objectives. This clarity helps employees
see the purpose in their work and motivates them to strive for excellence.
Empowerment and Autonomy: Foster a culture that empowers employees by
providing them with autonomy and decision-making authority. Encourage
them to take ownership of their work and provide opportunities for them to
contribute their ideas and suggestions. When employees feel trusted and
empowered, they are more likely to be motivated and engaged.
Recognition and Rewards: Implement a comprehensive recognition and
rewards system to acknowledge and appreciate employees' efforts and
achievements. Recognize individuals and teams for their accomplishments,
both big and small. This can include verbal appreciation, public recognition,
performance-based bonuses, or other incentives. Celebrating successes fosters
a motivational culture and reinforces positive behaviors.
Continuous Learning and Development: Promote a culture of continuous
learning and development by providing opportunities for skill enhancement
and growth. Offer training programs, workshops, and mentoring opportunities
that help employees develop their expertise and advance their careers.
Supporting employees' professional development not only improves their
motivation but also enhances their performance and contribution to the
organization.
Supportive Leadership: Cultivate supportive leadership that encourages open
communication, provides feedback, and supports employee well-being.
Encourage leaders to be approachable, listen to employees' concerns, and
provide guidance and support. When employees feel supported and valued by
their leaders, they are more likely to feel motivated and engaged.
Team Collaboration and Celebrations: Encourage collaboration and teamwork
by creating opportunities for employees to work together on projects and
initiatives. Foster a sense of camaraderie and create a positive work
environment by organizing team-building activities and celebrations. Building
strong interpersonal relationships and a supportive team culture can
significantly contribute to employee motivation.
For example, a software development company could establish a culture of
motivation by implementing an employee recognition program where team
members nominate their peers for outstanding contributions, and the winners
are publicly acknowledged during monthly company-wide meetings.
Additionally, the company could provide regular opportunities for employees
to attend conferences, workshops, and training programs to enhance their
technical skills and career development.
Remember, creating a motivational culture requires consistency, leadership
support, and ongoing efforts to nurture and sustain a positive work
environment. Each company will have its unique way of fostering motivation,
so it's essential to tailor these strategies to fit the organization's values, goals,
and employee needs.

Q66. How leadership plays in the human capital management wheel in terms of
process and policies, talent utilization, organizational development, recognition
rewards and remuneration, communication, organizational structure? with
example
Leadership plays a crucial role in human capital management across various
aspects of process and policies, talent utilization, organizational development,
recognition rewards and remuneration, communication, and organizational
structure. Here's how leadership contributes to each of these areas:
Process and Policies: Leaders define and shape the processes and policies that
govern human capital management. They establish guidelines, standards, and
procedures to ensure fair and effective practices in recruitment, performance
management, training and development, and employee relations. Leaders set
the tone for a culture of compliance and ethical behavior by consistently
reinforcing these processes and policies.
For example, a leader can implement a transparent and merit-based
recruitment process that ensures equal opportunities for all candidates and
aligns with the organization's values and diversity objectives.
Talent Utilization: Effective leadership involves identifying and harnessing the
skills and potential of employees to maximize their contributions. Leaders
assess individual strengths, assign responsibilities accordingly, and provide the
necessary resources and support for employees to excel. They create an
environment that promotes innovation, creativity, and collaboration, allowing
employees to unleash their full potential.
An example would be a leader who identifies the unique analytical and
problem-solving skills of an employee and assigns them to lead a strategic
project that requires those particular abilities.
Organizational Development: Leaders drive organizational development
initiatives that foster growth and adaptability. They promote a learning culture
and encourage employees to embrace continuous development. Leaders
facilitate training programs, mentorship opportunities, and knowledge-sharing
platforms to enhance the skills and competencies of employees. They also
guide change management efforts to ensure smooth transitions during periods
of organizational transformation.
For instance, a leader can initiate a leadership development program that
provides coaching, training, and mentoring to employees to prepare them for
future leadership roles within the organization.
Recognition, Rewards, and Remuneration: Leaders play a crucial role in
recognizing and rewarding employee achievements and performance. They
establish fair and effective systems for evaluating and acknowledging
contributions. Leaders ensure that recognition and rewards are aligned with
organizational goals and values, motivating employees to excel.
An example of leadership in this area is a leader who implements a
performance-based bonus structure that recognizes and rewards exceptional
individual or team achievements, fostering a sense of motivation and
appreciation.
Communication: Effective leadership entails clear and transparent
communication across all levels of the organization. Leaders establish open
channels for two-way communication, encouraging employees to share their
ideas, concerns, and feedback. They provide regular updates on organizational
goals, changes, and progress, ensuring alignment and clarity.
For example, a leader can conduct regular town hall meetings or implement a
digital platform for employee feedback and suggestions, enabling transparent
communication and fostering a culture of open dialogue.
Organizational Structure: Leaders play a pivotal role in designing and evolving
the organizational structure to support effective human capital management.
They establish reporting relationships, define roles and responsibilities, and
determine the optimal span of control. Leaders create a structure that
facilitates collaboration, innovation, and efficient decision-making.
An example would be a leader who introduces a flatter organizational
structure, empowering employees with more autonomy and promoting cross-
functional collaboration, enhancing human capital management.
Overall, leadership acts as a guiding force in human capital management,
shaping processes, developing talent, promoting organizational growth,
recognizing contributions, facilitating communication, and designing effective
structures. By providing strategic direction, support, and inspiration, leaders
create an environment where employees can thrive, leading to organizational
success.
Q67. How can we form culture in the organization in terms of formal hierarchy
relative importance of cost, time and quality; power structure; people
communication; degree of formalization; customs and traditions? with example
Forming a culture within an organization involves various factors such as formal
hierarchy, the relative importance of cost, time, and quality, power structure,
people communication, degree of formalization, and customs and traditions.
Here's how each of these elements contributes to shaping the organizational
culture:
Formal Hierarchy: The formal hierarchy within an organization determines the
chain of command and reporting relationships. It influences decision-making
processes, authority distribution, and communication flow. The hierarchy can
contribute to the culture by defining how power and responsibilities are
distributed and how employees interact with each other.
For example, an organization with a strong formal hierarchy may have a culture
that values adherence to rules and procedures, respects authority, and places
a high importance on maintaining a structured and organized work
environment.
Relative Importance of Cost, Time, and Quality: Organizations often prioritize
cost, time, and quality differently based on their industry, goals, and values.
The relative importance placed on these factors shapes the culture and the way
employees prioritize their work and decision-making.
For instance, an organization that places a high emphasis on quality may have
a culture that values attention to detail, continuous improvement, and a strong
commitment to delivering products or services of the highest standard.
Power Structure: The power structure within an organization determines how
authority and decision-making are distributed. It influences how employees
perceive and exercise power, as well as the level of autonomy and involvement
they have in decision-making processes.
For example, an organization with a decentralized power structure may foster
a culture of empowerment and autonomy, encouraging employees to take
initiative and contribute their ideas.
People Communication: The way people communicate within an organization
greatly impacts its culture. The frequency, style, and channels of
communication shape the level of transparency, collaboration, and trust
among employees.
For example, an organization that promotes open and transparent
communication through regular team meetings, feedback sessions, and
accessible communication channels may foster a culture that values
collaboration, idea sharing, and innovation.
Degree of Formalization: Formalization refers to the extent to which rules,
procedures, and policies are established within an organization. The level of
formalization impacts the degree of flexibility, creativity, and autonomy
employees have in their work.
For example, an organization with high formalization may have a culture that
values consistency, adherence to established processes, and structured work
environments. In contrast, an organization with low formalization may foster a
culture that encourages flexibility, adaptability, and entrepreneurial spirit.
Customs and Traditions: Customs and traditions represent the shared beliefs,
behaviors, and practices that have developed within an organization over time.
They contribute to the organization's culture by shaping its values, rituals, and
norms.
For example, an organization may have a tradition of celebrating milestones
and achievements with company-wide events, fostering a culture of
recognition, celebration, and camaraderie.
It's important to note that these factors interact with each other and may vary
across different organizations and industries. Organizational culture is a
complex and dynamic concept that evolves over time through the interactions
and collective experiences of its members.

Q68. What Is Demographic Dividend?

Demographic dividend refers to the growth in an economy that is the result of
a change in the age structure of a country’s population. The change in age
structure is typically brought on by a decline in fertility and mortality rates.

Q69. How Demographic dividend keep contribution on economy of a Country??

Understanding Demographic Dividend While most countries have seen an
improvement in child survival rates, birth rates remain high in many of them,
particularly in lesser developed countries. These countries, therefore, rarely
enjoy an economic benefit known as the demographic dividend. Demographic
dividends are occurrences in a country that enjoys accelerated economic
growth that stems from the decline in fertility and mortality rates. A country
that experiences low birth rates in conjunction with low death rates receives
an economic dividend or benefit from the increase in productivity of the
working population that ensues. As fewer births are registered, the number of
young dependents grows smaller relative to the working population. With
fewer people to support and more people in the labor force, an economy’s
resources are freed up and invested in other areas to accelerate a country's
economic development and the future prosperity of its populace. To receive a
demographic dividend, a country must go through a demographic transition
where it switches from a largely rural agrarian economy with high fertility and
mortality rates to an urban industrial society characterized by low fertility and
mortality rates. In the initial stages of this transition, fertility rates fall, leading
to a labor force that is temporarily growing faster than the population
dependent on it. All else being equal, per capita income grows more rapidly
during this time too. This economic benefit is the first dividend received by a
country that has gone through the demographic transition. A decline in fertility
and mortality rates boosts working population productivity, which leads to a
demographic dividend.
Types of Demographic Dividend
The first dividend period generally lasts for a long time—typically five decades
or more. Eventually, however, the reduced birth rate reduces labor force
growth. Meanwhile, improvements in medicine and better health practices
lead to an ever-expanding elderly population, sapping additional income and
putting an end to the demographic dividend. At this stage, all else being equal,
per capita income grows at a decelerated rate and the first demographic
dividend becomes negative. An older working population facing an extended
retirement period has a powerful incentive to accumulate assets to support
themselves. These assets are usually invested in both domestic and
international investment vehicles, adding to a country's national income. The
increase in national income is referred to as the second dividend which
continues to be earned indefinitely.
The benefits gotten from a demographic transition is neither automatic nor
guaranteed. Any demographic dividend depends on whether the government
implements the right policies in areas such as education, health, governance,
and the economy. In addition, the amount of demographic dividend that a
country receives depends on the level of productivity of young adults which, in
turn, depends on the level of schooling, employment practices in a country,
timing, and frequency of childbearing, as well as economic policies that make
it easier for young parents to work. The dividend amount is also tied to the
productivity of older adults which depends on tax incentives, health programs,
and pension and retirement policies.
There are four main areas where a country can find demographic dividends:
1. Savings—During the demographic period, personal savings grow and can be
used to stimulate the economy.
2. Labor supply—More workers are added to the labor force, including more
women.
3. Human capital—With fewer births, parents are able to allocate more
resources per child, leading to better educational and health outcomes.
4. Economic growth—GDP per capita is increased due to a decrease in the
dependency ratio.
KEY TAKEAWAYS
• Demographic dividend is economic growth brought on by a change in the
structure of a country’s population, usually a result of a fall in fertility and
mortality rates.
• The demographic dividend comes as there’s an increase in the working
population's productivity, which boosts per capita income.
• The first period for a demographic dividend can last 50 or more years and
then the second period can last indefinitely as an aging population invests in
various investment vehicles.
• Demographic dividends can be found with savings, labor supply, human
capital, and economic growth.

Q70. In which situation Bangladesh Demographic dividend right now?? Are we

in right position? Explain it (Micro to macro Level) If we are not in right position?
What should we do for making it in correct position?
Demographic dividend: Are we letting it pass us by?
Bangladesh is wasting its once-in-a-lifetime window of demographic dividend
-- the economic growth potential that can result from a peak in working-age
people -- due to its inability to create jobs.
We have the chance to reap the benefits of demographic dividends until 2045
but so far we are doing nothing.— Ubaidur Rob, country director of Population
Council
Currently, 65.6 percent of the population of 16.51 crore is of working age -- 15
to 64 -- according to the Population and Housing Census 2022.
In theory, when there are growing numbers of people in the workforce relative
to the number of dependents, the chances for swift economic growth are
higher as more people have the potential to be productive and contribute to
the economy.
It is argued that the "economic miracles" seen by Hong Kong, Singapore, South
Korea and Taiwan between the early 1960s and 1990s and the economic boom
witnessed by Ireland in the 1990s were down to demographic dividend.
In Bangladesh, the window opened during the mid-noughties -- thanks to low
fertility and mortality rates and the workforce having fewer dependents -- and
is expected to slam shut by 2045.
But it appears the country is struggling to tap this favourable demographic
profile and grow into an economic powerhouse. About a third of the youth in
Bangladesh are not engaged in employment, education and training, according
to Hossain Zillur Rahman, chairman of Brac.
"With two dimensions, we can see how much of the demographic dividends
the country is reaping."The two dimensions are: how many youths are being
turned into skilled manpower through quality education and how many skilled
youths are being absorbed into remunerative employment.
Zillur, also the executive chairman of Power and Participation Research Centre,
said the country's two economic growth drivers, the garment sector and
manpower exports, are based on cheap labour. We have to make them skilled
as well.
"Young Bangladeshis are trying [to get employed] on their own but are not
getting support from the system," Zillur said, adding that about 87 percent are
engaged in informal employment. The unemployment rate is higher -- 47
percent -- among the educated, according to the 2016 Labour Force Survey by
the Bangladesh Bureau of Statistics (BBS). Unemployment among university
graduates is about 10 percent.At least 66 percent of graduates from colleges
affiliated with the National University are not getting jobs, according to a 2021
survey by the Bangladesh Institute of Development Studies.
Every year, 20 lakh people are added to the labour force but jobs are not
created in that proportion, resulting in a large portion remaining unemployed,
BBS said.
For at least the next 20 years, there will be huge manpower, said Aminul Haque,
professor at Dhaka University's Department of Population Sciences.
"But will they be engaged in employment and contribute to the GDP? If not, it
will be a burden for the state," he said, while calling for investment in
vocational and technical education, and expanding the service sectors.
To get the maximum and quality benefits from the window of demographic
dividend, substantial investment in the health and education sector is needed,
said Selim Raihan, professor of economics at the University of Dhaka.
"But our investment is very insignificant and it is not possible to get the
maximum benefits and move forward with it. It seems we are happy with the
low-end benefits," Raihan added.
Developing a technical generation is a process and takes time, said Ubaidur
Rob, country director of Population Council, a New York-based non-
governmental organisation that conducts research to address critical health
and development issues.
Rob went on to urge the government to invest heavily in technical education.
"The other point is that we have to focus on job-oriented education. We have
the chance to reap the benefits of demographic dividends until 2045 but so far
we are doing nothing," he added.
The government, albeit late, has formulated the National Employment Policy
2022 identifying a number of challenges, including measures that hinder the
skilled-workforce generation. The policy aims to create about 30 million new
jobs by 2030 and take unemployment to the lowest level by 2041, according to
a gazette notification of July 14. The policy mentions that the number of
unemployed and "disguised unemployed" people is 2.7 million and 12.5 million
and that more than 60 million people are capable of work.
'Demographic dividend' could turn into a 'demographic disaster'
When there is such a large percentage of young people in any nation, they are
expected to contribute to the country's economy. This opportunity is known as
the "demographic dividend" which refers to "the economic growth potential
that can result from shifts in a population's age structure, mainly when the
share of the working-age population is larger than the non-working-age share
of the population," as defined by the United Nations Population Fund.
But reaping the benefits of a demographic dividend is not guaranteed or
automatic. It all depends on how much a country invests in key areas like
education, health and nutrition, infrastructure, good governance, etc., and
whether or not there is an environment suitable for young people so that they
are able to contribute to the country's socio-economic growth.
According to analysts, currently Bangladesh is passing through the phase of
demographic dividend that emerged in 2007. At present, we are at the midway
point of the dividend period. So a good question to ask is, how has this
demographic dividend transformed Bangladesh today and how will it
transform Bangladesh tomorrow?
Today, Bangladesh is considered one of the fastest growing economies in the
world. For the last decade and a half, the country has averaged above six
percent annual GDP growth and in the last fiscal year 2017-18, the country
recorded GDP Growth rate 5.9% in 2021 & expect 5.5% in 2023. Our per-capita
income in 2022 is USD 2687.967 which was only USD 405 in the year 2000. We
have also made spectacular progress in different socio-economic sectors,
particularly relating to reducing extreme poverty and hunger, promoting
gender equality and empowering women, ensuring universal primary
education and reducing child mortality. Life expectancy went up to 73.57 years
in 2023 from 65.32 years in 2000.
While we have a long list of achievements to our credit, we have failed on many
fronts. We still remain one of the poorest, overpopulated and inefficiently
governed countries in the world. The country is still struggling with a huge pool
of low-skilled workforce; about 86 percent of the total employed population
aged 15 and above are in the informal sector, which is insecure, poorly paid
and has no social security, which means that they cannot contribute much to
economic development. Almost one in four Bangladeshis (24.3 percent of the
population) lives in poverty, 12.9 percent of the population live in extreme
poverty, 15.2 percent of the country's population suffer from
undernourishment, while 36.1 percent of children under the age of five face
growth development issues.
Also, our education system is not yet pro-poor and the curriculum does not
serve the goals of human development and poverty eradication. According to
a World Bank report, Bangladesh's workforce of 87 million is largely
undereducated (only four percent of workers have higher than secondary
education), and the overall quality of the country's human capital is low. An
internal report of the Directorate of Primary Education (DPE) of 2015 states
that around 70 percent of children are unable to read or write properly, or
perform basic mathematical calculations even after five years at primary school
and most of those who graduate from primary schools do not acquire the
nationally defined basic competence. While the enrolment rate is appreciably
high at primary level, a large proportion of them don't make it to secondary
schools (11-15 years). The government's own statistics from the Bangladesh
Bureau of Educational Information and Statistics (BANBEIS) show that in 2015,
the national dropout rate at the secondary level was 40.29 percent, out of
which 45.92 percent were girls and 33.72 percent were boys. And currently,
there are about four million children in the age group of 6-10 who are out of
school in Bangladesh.
The economic growth that our leaders often boast about has actually bypassed
the major portion of the population while higher-income groups have been the
main beneficiaries. A report titled "Household Income and Expenditure Survey
(HIES) 2016," published by the Bangladesh Bureau of Statistics (BBS), shows
that the rich-poor gap in terms of wealth accumulation has been widening in
the country. The poorest five percent had 0.78 percent of the national income
in their possession back in 2010, and now their share is only 0.23 percent. By
contrast, the richest five percent, who had 24.61 percent of the national
income in 2010, now have a higher share—27.89 percent to be precise. In other
words, the bottom five percent's share of national income has decreased,
whereas the richest five percent's has increased.
Moreover, the economic growth has also failed to create enough jobs for the
millions of young Bangladeshis joining the workforce every year. Different
studies show that between 2013 and 2017, while the average annual GDP
growth was 6.6 percent, the average annual growth of jobs was only 0.9
percent. The employment share of the manufacturing sector actually declined
from 16.4 percent to 14.4 percent. This is in addition to a decline in
manufacturing jobs of 0.77 million and female employment of 0.92 million
(Bangladesh Labour Force Survey cited by SANEM, 2018). The slow growth in
job creation is also reflected in the declining employment elasticity over the
last decade. The overall employment elasticity with respect to GDP growth
declined from 0.54 during 1995-2000 to 0.25 in 2010-2018. What is worrying
is that the share of the youth population not in education, economic activities
and training (NEET) increased from 25.4 percent in 2013 to 29.8 percent in
2016-17—more than one-fourth of all young people are not participating in
any form of economic or educational activities.
Our policymakers need to realise that for a country where 24.3 percent of the
population live below the national poverty line, no matter what the GDP
growth rate or per-capita income is, rising income inequality and millions of
young people unemployed or underemployed point to a ticking time bomb.
Moreover, our population will reach 223.5 million by 2041 and 230- 240 million
by 2050. As mentioned earlier, this demographic dividend is not guaranteed or
automatic—dividend comes of use when jobs are created, and when young
people join the workforce. Therefore, if we want to reap the full benefits of the
demographic dividend, we need to act fast because demographic dividend is a
one-time short-lived phenomenon that usually continues for 30 to 35 years,
and by 2045 to 2060, this window of opportunity to accelerate economic
growth will start to disappear.
So before time runs out, we must act to prepare our young people for the
future world of work. Since most new jobs that will be created in the future will
be highly skilled, we need to revamp our weak education system to make it
more suitable to the changing times.
Alongside that, we must invest much more in education, health and nutrition,
infrastructure, and adopt an expansionary economic policy and create a
favourable environment for local and foreign investment, so that we can
increase production, productivity and consequent employment opportunities
for the future workforce.
If we succeed, we will ensure the prosperity of our people. And if we fail, our
"demographic dividend" can turn into a "demographic disaster."

Q71. Difference between Human Resource & Human Capital?

The difference between human capital and human resources lies in the fact
that while human resources is focused on the job performed by people, human
capital is more concerned with the abilities and training people possess.
Human resources may also be defined as a branch in an organization that
oversees the recruitment of capable employees, while human capital is the
measure of capabilities and skills the human resource department requires
from prospective employees. Another way of looking at the difference
between human capital and human resources is by looking at the different
factors that make up the two concepts.
Human capital can be explained by looking at it from a material point of view.
Capital, in its general sense, refers to an investment that is capable of earning
returns beyond the initial investment over its life span. For instance, a
manufacturing plant may be described as a capital investment that will yield
profits to the investors beyond the initial money used to purchase or set up the
plant and any other operating costs. In the same sense, capital investments in
human beings are also capable of yielding dividends beyond the initial money
or investment.
A differentiating factor between human capital and human resources is that
whle human capital refers to returns on investments, one of the responsibilities
of human resources is to identify the potential employees who have the type
of capital the organization needs. The human resources department also has
the responsibility of deciding the ways in which the organization can invest in
human capital in order to improve the pool of available employees.
Organizations understand that the more the human capital improves, the more
the organization will benefit in the long run. This is why some organizations
offer their employees training, conferences, seminars and even further
education. Such an investment in human capital will yield rewards in the form
of improved and more effective employee performance.
Human capital includes apects like education, training, personal development
and medical attention. This may be disbursed through schools, mentors,
training camps and hospitals. Since human beings are attached to any capital
investment concerning their work skills, training or education will always be
attached to them, even if they no longer work for the company or organization
responsible for the initial capital investment. Such a concept also separates
human capital and human resources, since human resources as a department
in an organization will always be attached to the organization.
Human capital is the economic value that an employee provides to an
employer. The assessment of this value is related to the body of skill,
knowledge, and experience the employee possesses. Factors such as formal
education and participation in ongoing training related to the workplace also
help to enhance the value that the employee has.
As one of the basic factors of production, human capital is essential to the
operation of just about any type of business. Employing individuals who have
the necessary expertise, judgment, and ability to function within their assigned
roles allows the business to operate at maximum efficiency. This, in turn,
increases the potential of earning a profit and remaining successful. A failure
to identify individuals with the necessary combination of skills, experience, and
education can undermine the efforts of even the most well-organized
company. An employee has economic value for an employer.

Q72. Explain Revised Bloom taxonomy theory?

Revised Bloom’s Taxonomy
To provide learners with clearer instructional goals, a group of researchers led
by Bloom’s colleague David Krathwohl and one of Bloom’s students, Lorin
Anderson, revised the taxonomy in 2001.
in the new variant, nouns were replaced by action verbs. Also, the two highest
levels of the taxonomy were swapped. The new learning stages are Remember,
Understand, Apply, Analyze, Evaluate and Create. The authors also defined
cognitive processes associated with these instructional goals. For example, the
ability to remember requires recognizing and recalling.

Q73. how human resource can be transferred into human capital?

human resources can be converted into human capital by the process of human
capital formation. it can be done by giving education, developing skill and
giving proper health facilities. Human resource refers to the stock of productive
skills and technical knowledge embodied in labor. It is tangible in nature. Many
early economic theories refer to it simply as labor, one of the three factors of
production, and consider it to be a fungible resource --homogeneous and easily
interchangeable. The goal of human resource management is to help an
organization to meet strategic goals by attracting, and retaining employees and
also to manage them effectively so that they deliver productive outputs. The
key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit
between the management of an organization's employees, and the overall
strategic direction of the company. Human capital instead, refers to the
intangible aspect of human resources. It enhances the value of employees by
striking a win-win goal for employers and employees. It focuses on the intrinsic
value of each employee, where any expenditure on employees is regarded as
an investment rather than an expense. The varying talents and motivations of
employees are given cognizance so that incentives and working arrangements
can be created to enhance each employee's contributions to organizational
performance. This paper distinguishes human capital from human resources
and how human resource may be transformed into human capital.
Question: In your experience, does Bangladeshi organizations have a good
Recruitment Policy? What are the internal factors existing in local organizations that
hinders them from attracting the best talents amongst young generation? Explain
with relevant examples.

Answer: A recruitment policy is a statement on how an organization hires. It outlines

company’s preferred hiring practices and promotes consistency within employee
recruiting process. In my experience, Bangladeshi organizations do not have a good
recruitment policy.

1. Most of the Bangladeshi organizations tend to recruit people in higher position from
outside. They do not tend to develop their own Employees for further positions. It
costs the organization lot of money to hire people in higher positions and employees
get frustrated and demotivated, as they do not have opportunity to grow.

2. Organizations tend to provide the weightage to certain categories of people such as

local population, physically handicapped personnel, and personnel from preferred
castes/tribes etc. while it benefits some it harms others with more qualification.

3. Most Of the organizations do not have a proper compensation scale. So sometimes

efficient people are getting demotivated while inefficient people are overvalued.

4. In most of the local organizations often it is not clear that whose decision is final for
recruiting people.

5. A common tendency seen in the organization, they do not want to pay their regular
employees or worker higher salaries. When they leave job they recruit people with
same or less scale by paying higher salaries and the recruitment cost is high.

Internal factors lie within the organization and affect human resource management
practices. In an organization, human resource management works within the overall
perspective provided by the organization. Some of the internal factors existing in local
organizations hinders them from attracting the best talents amongst young
generation.

Wage and salary policies: If the salary structure for the position to be hired is less than
standard then it will not attract the best talents. For example, salary and other benefit
in Hatil factories are lower than Garments factories. That is why they do not attract
many young people with talent.

Promotion policies: If promotion policy is is not up to the mark, for example if

organization has a tendency to promote based on age not talent or skill youth will not
be attracted. In Hatil, most of the Department heads are new and young. Therefore,
there is a weak probability that if employees can perform quite well they will be
promoted highest possible level. That is why it does not attract best talents.

Turnover rates: If turnover rate is high in an organization, it will have a negative impact
on the job market. Nobody will be attracted to this company for a job. There is rumor
in the job market that PRAN-RFL recruits a lot of people and turnover rate high.
Therefore, it does not attract people with best talents.

Risk factor: If a job is risky in nature then it will not attract that much people even if
the pay is high. For example, it is hard to find people with good generator maintenance
skill. This job is risky enough to not attract best talents.

Working Environment: If the working environment is known to be not employee

friendly than it will not attract much young people. Some organizations don’t have a
friendly working environment. Therefore, it is hard to learn there. This also hinders
from attracting best talents.

Size of the Organization: Bigger organizations attract more young people than small
organizations. That is because these organizations are thought to have better stability.
If there are two job offers, one From Square Bangladesh and another from some new
company, young talents will always go for square job offer.

Question: Discuss why we need to conduct Job Analysis as a foundation for the HR
function. Explain the 5 Core Characteristics of Job Design with relevant examples.
Answer: Job Analysis The process of obtaining information about jobs by determining
what the duties, tasks, or activities of jobs are. HR managers use the data to develop
job descriptions and job specifications that are the basis for recruitment, training,
employee performance appraisal and career development. The ultimate purpose of
job analysis is to improve organizational performance and productivity.

Considered a foundation of HRM, specific aspects of employment covered by job

analysis includes

1. Recruitment and Selection: Job Analysis helps in determining what kind of person
is required to perform a particular job. It points out the educational qualifications,
level of experience and technical, physical, emotional and personal skills required to
carry out a job in desired fashion.

2. Training and development needs: Sometimes there is need for training for getting
the job done. However, Job Analysis can identify training content.

3. Compensation and benefits: If employees are getting proper compensation

according to their task or job can be assessed by job analysis.

4. Performance Analysis: Process to analyses if employees are performing ideally or

anyone lagging behind. It can also be assessed if previous standard of recruiting was
all right.

5. Job Design Redesign: When organizations move ahead in time, they change. They
grow, they adapt. So to get the job done in new way there occurs a need for job design
and redesign. In addition, how should be design redesign process go can be
determined by job analysis process.

It is considered the foundation as; the importance of job analysis is closely associated
with the possibility of filling a position with the most suitable candidate. In other
words, jobs analysis needs to be conducted so that a set of skills and competencies
needed to perform duties of a position can be established and the same set of skills
and competencies can be used as criteria for the search of appropriate candidates.

Five Core Characteristics of Job Design

1. Skill Variety Refers to the degree to which the job requires different skills and
talents. Job having more variety and thus requiring more skills and talents will result
in an employee feeling that they are doing work that is more meaningful.

2. Task Identity If the employees are able to see the outcome then they will feel that
they are doing meaningful work. Think of two workers who are part of a project to
build an airplane. The first worker is involved only in the initial project planning,
whereas the second worker is involved right from the initial planning through to when
the first aircraft rolls off the production line. The second worker will find his work more
meaningful.

3. Task significance Refers to the degree to which the task has impact the organization,
or the external environment. Say, two employee’s part of a team building a software.
One is responsible for the part of the system, which interacts with the user, and the
second employee is responsible for ensuring data is stored efficiently. The first worker
will find the work more meaningful as they understand the impact on the end user.

4. Autonomy Degree of freedom complete work. Employees with more autonomy will
have a greater sense of responsibility towards the results of their work.

5. Feedback Refers to the degree to which the employee is kept informed about how
well they are doing in their role. If an employee is given good feedback about his work,
he will be motivated