| HRM components in the Bangladeshi companies |
Gaps found concerning Employee rights’ (ERS) |
Reference |
| Organizational social capital (OSC) and working conditions |
Relationship between HRM and OSC can become stronger if ERS included |
(Chuang, Chen, & Chuang, 2013) |
| HRM Policies and Corporate Ethics in the Framework |
HRM policy makers must include all components as well as ERS |
(Hiltrop, 1996;Wellsa& Schminkeb, 2001) |
| Roles of HR Managers and Organizational performance |
Managers ignore ERS but emphasized rights’ and performances |
(Andalib, Darun, & Azizan, 2015; Burke & Cooper, 2006) |
| Talent Management |
Employees insecure at work due to no ERS thus demotivated to explore talents |
(Scullion, Collings, Caligiuri, 2010) |
| Industrial growth with HRM, globalization |
Industrial growth creates difficulty to manage ERS because of cultural values |
(Dowling & Donnelly, 2013); |
| Assault, Arrest, Repression, Dismissal, Threatened Trade union |
Implementation of ERS is mandatory besides inclusion in polices |
(Di Martino, Hoel, & Cooper, 2003) |
| Conditions, wage, gender discrimination, Job Analysis |
ERS overlooked |
(Kumar, 2006; Singh, 2008) |
