Guest Editors
Dr Monowar Mahmood, KIMEP University, Kazakhstan
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Dr Sudhir Saha, Memorial University of Newfoundland, Canada
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Dr Mir Mohammed Nurul Absar, Chittagong Independent University, Bangladesh
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In 2021, Bangladesh is celebrating 50 years of independence with a remarkable achievement of economic graduation from a least developing to a developing country status, and the
Wall Street Journal identified the country as the ‘economic bull case’ in the South Asian region (Bird,
2021). As the second-largest economy of South Asia, it has been one of the fastest-growing economies of the world over the past decade, backed by its ready-made garment (RMG) exports, human resources exports, demographic dividend, self-sufficiency in
food grains, and stable macroeconomic conditions (The World Bank, 2021). According to the
'World Economic League
Table’ published by the Centre for Economics and Business Research (CEBR), a London based think tank, the economy of Bangladesh would become the 24th largest in the world by 2033 (“Bangladesh
2nd largest”, 2019). Despite the admirable economic progress, Bangladesh has been struggling with low labour productivity, skill mismatch and shortage, poor workplace safety records,
unemployment and
underemployment of
skilled human
resources (Absar,2014).
To keep pace with the economic success and to achieve the vision 2041 to become a developed nation, Bangladesh needs to develop and manage its most critical resource – human resources
effectively and efficiently (Mahmood & Absar, 2015; Absar, Nimalathasan, & Mahmood, 2012).
The Special Issue of the South Asian Journal of Human Resources Management will focus on
the current state and future outlook of HRM practices in Bangladesh. The aim of this special issue is to provide a platform for the researchers to examine various aspects of HRM in Bangladesh that might be common to other countries in South Asia or unique
to Bangladesh. More specifically, this special issue will focus on the HRM issues, such
as,
To fulfil the purpose of the special issue, the topics of potential contributions may include, but are not limited to, the following subject areas:
Research based on Bangladesh or comparative/multi-country studies on South Asia (as defined
in the aims and scope section of SAJHRM website) are
welcome.
Submissions to
be made
through the
SAGE Peer
Review, a
web-based online submission and
peer review system: https://peerreview.sagepub.com/sajhrm
Submission open date: June 1, 2021
Submission deadline date: December 31, 2021
Publication date: December 1, 2022 (Volume 9, Issue 2)
We welcome a range of review and conceptual papers, qualitative and quantitative studies, methodological perspectives, interviews/practitioners’ perspectives, essays, commentaries, case studies, and book reviews that provide frameworks for
understanding HRM in Bangladesh. All research papers submitted will be subject to a double-blind peer-review process. Authors are encouraged
to contactthe
guest editorsfor
further clarifications and
to discussthe
aims and
scope of their paper. For more information about the journal and submission guidelines, please visit the journal’s website:
https://journals.sagepub.com/home/hrm
Please submit enquiries directly to one of the above-mentioned guest editors
Bird, M. (2021, March 3). Bangladesh Is Becoming South Asia’s Economic Bull Case.
The Wall Street Journal. https://www.wsj.com/articles/bangladesh-is-becoming-south-asias-
economic-bull-case-11614763213
The World Bank. (2021).
The World Bank in Bangladesh.
https://www.worldbank.org/en/country/bangladesh/overview
Bangladesh 2nd largest economy in South Asia. (2019, January 8).
The Daily Star. https://www.thedailystar.net/bangladesh/bangladesh-ranked-41st-largest-economy-in-2019-
all-over-the-world-study-1684078
Absar, M. M. N. (2014). Interview with Musharrof Hossain, President, Bangladesh Society for Human Resource Management.
South Asian Journal of Human Resources Management, 1 (1), 113-117.
Mahmood, M., & Absar, M. M. N. (2015). Human resource management practices in Bangladesh: Current scenario and future challenges. South Asian Journal Human Resources Management, 2
(2), 171-188.
Absar, M. M. N., Nimalathasan, B., & Mahmood, M. (2012). Investigating HRM - Market performance relationship: Evidence from Bangladeshi organisations.
South Asian Journal of Global Business Research, 1 (2), 238-255.
- Sharma, A., Bhatnagar, J., Jaiswal, M. & Thite, M. (in press). ‘Interplay of Enterprise
Social Media and Learning at Work: A Qualitative Investigation’. Journal of Enterprise Information Management.
- Tripathi, R., Thite, M., Verma, A. & Mahapatra, G. (2021). ‘Appraising the Revamped Performance Management System in Indian IT Multinational
Enterprises: The Employees’ Perspective’. Human Resource Management. https://doi.org/10.1002/hrm.22061
- Thite, M. (2020). ‘Digital human resource development: Where are we? Where should we go and how do we go there? Human Resource Development International.
https://doi.org/10.1080/13678868.2020.1842982
- Farndale, E., Thite, M., Budhwar, P. & Kwon, B. (2020) ‘Deglobalization and talent sourcing: Cross-national evidence from high-tech
firms’. Human Resource Management. https://doi.org/10.1002/hrm.22038