A. R. MALIK1 and A. DAS2*
1=Alvy Riasat Malik, Assistant Professor, Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University, Trisal, Mymensingh, Bangladesh. Email: alvymalik103@gmail.com and 2=Amita Das, Assistant Professor, Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University, Trisal, Mymensingh, Bangladesh. *Corresponding author’s Email: dasamita030@gmail.com
ABSTRACT
The study was conducted at the Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University, Trisal, Mymensingh, Bangladesh during the year 2018. The labour force is the number of people who are employed plus the unemployed who are looking for work. The labour pool does not include the jobless who aren’t looking for work. For example, stay-at-home moms, retirees, and students are not part of the labour force. This rate is an important labour market measure because it represents the relative amount of labour resources available for the production of goods and services. As a result, governments of every country tempt to increase the labour force participation rate in the market. Recent statistics also suggests an increase in the aggregate labour force participation rate. However, over the years a common pattern in the labour market is significant differences between male and female labour force participation rates. This article examines the existing trend and pattern of female labour force participation rates and hours of work compare to male. Also, this study focuses on how well modern organizations and policy makers are contributing to eliminate any differences between the ratios of female labour force participation (FLFP) to male labour force participation (MLFP).
Keywords: Male labour force participation rate, Female labour force participation rate, Gender disparities and Working hours.