Human resource management (HRM) has emerged as a key ...

Table 9. Descriptive statistics of the overall status of HRM practicesOverall HRMPracticesType of theOrganization N MeanStd.DeviationStd.ErrorMeanpublic26 3.4231 .75753 .14856private 34 4.7941 .47860 .08208Table 10. Independent-samples t-test for the overall status of HRM practicesOverallHRMPracticesEqualvariancesassumedLevene'sTest forEquality ofVariances t-test for Equality of MeansF Sig. t dfSig.(2-tailed)8.273***.006 -8.563 58 .000EqualvariancesnotassumedNote. ***p < .01.-8.078***39.783.000To test the above hypothesis, independent-samples t-test was run with SPSS.Before t-test, Levene’s test for equality of variances was conducted to confirmthe homogeneity of variances of the comparing groups. From the Levene’s testfor equality of variances, it was found that the variances were not equal (F =8.273, p < .01). Accordingly, independent-samples t-test was performed. Fromthe result, it was evident that the difference between the overall status of HRMpractices of the public sector and that of the private sector industrial enterpriseswas statistically significant (t = -8.078, p < .01). Thus, the null hypothesis wasrejected and it can be concluded that the overall status of HRM practices of theprivate sector industrial enterprises (M = 4.7941) is significantly better than thatof the public sector industrial enterprises (M = 3.4231) of Bangladesh.5. Summary and Implications of the StudyIt has been uncovered that the overall status of HRM practices in the publicsector industrial enterprises of Bangladesh is moderately satisfactory whereasthe overall status of HRM practices in the private sector enterprises is found tobe satisfactory. It is unearthed that significant difference is prevailing between thepublic and the private sector industrial enterprises of Bangladesh with respect to13