EFFECTIVENESS OF QUALITY ASSURANCE MECHANISM IN HIGHER EDUCATION FOR HUMAN RESOURCE DEVELOPMENT OF BANGLADESH

Abstract

Bangladesh has a continued focus on Higher Education (HE) and invests heavily in this sector, as is evident from the large number of institutions that are catering to the educational needs of the citizens. However, this large number does not necessarily equate to quality graduates. The process to support the development of the citizens as human resources as well as address the ineffectiveness or failure to maintain a certain level of a quality assurance (QA) of the graduates through Knowledge Skill and Ability (KSA) is a major concern that challenges the efforts to exploit the benefits and results of such human resource development initiatives. Indeed, effectiveness of Quality Assurance Mechanism (QAM) in HE is a key driver that drives Human Resource Development (HRD). Literature reveals a lack of study of the impacts of QAM in HE on HRD in Bangladesh. Viewing HRD as a complex dimension, this objective of this research is to understand the QAM in HE and the underlying mechanism of how Teaching-Learning process (TLP); Curriculum Content, Development, and Review (CCDR); Student Performance Assessment (SPA) Process and Stakeholders’ involvement in QAM (SIQAM) affect KSA’s overall improvement and results in HRD of Bangladesh. The objective of the research is drawn as to find out the effectiveness of QAM in HEIs for HRD of Bangladesh through the process of improving KSA of Graduates. The specific objectives are to examine empirically the overall relationship between elements of the QAM and improvement of HRD, specifically between Curriculum Content Design and Review (CCDR), Teaching-Learning process (TLP), Student Performance Assessment (SPA) and Involvement of Stakeholders (SI) and to document the required process; to measure the role and challenges of QAM on the improvement of KSA of graduates; to unearth/generate the opinion of respondents who are involved with the HE and QA activities; to identify the gaps that exist in KSA by investigating the role of QAM in HEIs in developing Human Resources of Bangladesh; and to suggest steps to address the challenges for further development of Human Resource through HEIs of Bangladesh. The work has drawn from the evolutionary theory proposed by Harbison and Myers, (1964) that states that HRD is the procedure of growing the knowledge, the skills, and the capacities of all the human beings in the society Swanson and Holton (2009). Premuzic, T.C. and Frankiewicz (2019) states that Graduates/students develop KSA by studying a specific curriculum, teaching-learning method, and the KSA assessed by the universities. Drawing upon these previous studies and theoretical foundations, an integrated research model was developed to address QAM's effectiveness for improving KSA through TLP, CCDR, SPA, and SI, and subsequently results of HRD in Bangladesh. The new initiative by the Bangladesh government for QAM in HE to improve KSA, meet the job market demand, bridge the gap in KSA thereby resulting in HRD, also serves as a rationale for the model adopted in this research. The model also questions the roles of other determinants and moderators mainly TLP, CCDR, SPA, and SIQAM, which is consistent with previous research work. Drawn from the research questions and objectives, four hypotheses are proposed to reflect the relationship between the seven variables as CCDR, TLP, SPA, SIQAM, QAM, KSA and HRD; All the variables are derived from the research questions, objectives, background and literature review. The first hypothesis considers the relationship between CCDR, TLP, SPA, SI and QAM in HE; The second one is drawn based on the relationship between QAM and KSA improvement and the third one depicts that there is KSA gap existing in the job market. The fourth hypothesis reflects the relationship between KSA improvement and HRD. The seven variables and hypotheses are used to develop the conceptual model of the research. The model is a causal relationship based exploratory research (cause and effect), where cause is the QAM in the HE and the effect is on HRD. The nature of the research is exploratory because this study seeks to explore the effect of QA implemented in the IQACs, and analyzing the effect on the overall HRD through HEIs of Bangladesh. Six (6) universities are selected for the survey out of the 13 universities which went through the first phase of the QA process in BD. The design of the research is empirical as stated in the conceptual framework, cross sectional survey is included as well as qualitative data collection. This research used quantitative dominating, as well as qualitative analysis and the approach is gradually inductive, deductive and then inductive in nature. The use of self-administered questionnaires has been adopted to gather facts about the underlying constructs proposed in the conceptual model. The methodology seeks to generate concept to recommend feasible relationships amongst the implementation of QA, and a vary of inner elements and impact on HRD. CCDR, TLP, SPA, SI and KSA, these constructs have been operationalized through multi-item measures that use of 5-point Likert scales, and the objects used to measure them had been adopted from formerly tested scales. A pre-test was once performed prior to conducting the ultimate survey. The questionnaires had been validated and piloted prior to the distribution. This questionnaire followed by five (5) open ended questionnaire is distributed to total 864 respondents from the six universities. Among the respondents from each university academic staffs are 40, administrative staffs and alumni are 12, employers and parents are 10 and students are 60 in numbers. There were two sets of extra questionnaires attached to the general questionnaire for all and are developed for two different sets of stakeholders. One set is for Academic and Non-Academic staff, who are well aware about the IQA process of the universities. From the six universities 40 Academic staff and 12 Administrative staffs were surveyed for the additional questionnaire responses. The other set is developed for the employer and alumni because they are part of the job market and has experience about the recent trend/development about the market. This set of questionnaires was developed to gather data on the recent trend/development/requirement of KSA and to find out the existing gap and was distributed to 12 Alumni and 10 employers from each of the six (6) universities. A mixed-method design was employed in this research, including an exploratory phase (quantitative), followed by a confirmatory phase (qualitative). For the quantitative process, the model was validated using data obtained from a field survey (500 users) and analyzed the application of the Partial Least Squares (PLS) method to Structural Equation Modelling (SEM). The quantitative phase findings, coupled with generalized interviews, were used to explore a cross-section of 20 areas of expertise through open ended questions. The development of the multiple validated scales related to the HRD provides useful guidelines and this measurement scale was developed by adopting prior empirical studies. The scale was further revised based on pilot study feedback. The measurement scale properties were evaluated by conducting factor analysis, and hypotheses were ascertained using the SEM method. The proposed hypotheses and research model were evaluated against survey data. The conceptual model validation has commenced using a three-step procedure, namely, reliability analysis using Cronbach Alpha and EFA, Partial Least Squares (PLS), Regression for structuring and framework, and lastly, T-Value test for hypothesis testing. Before factor analysis, a reliability test has undertaken to see internal data consistency. Cronbach's Alpha is used to determine if the questionnaire responses are all reliably measured by the same latent variable: the impact of QAM in HEIs for KSA improvement that will ultimately impact HRD in Bangladesh. The model in this research demonstrates that CCDR, TLP and SIQAM significantly influence the QAM process whereas SPA does not. As the study tested six hypothesized paths using the accepted indicators, i.e., T-Statistics and Standardized Beta Coefficients. Considering two-tailed test and keeping the significance level at 5%, the study accepted all the path coefficients, which are above or larger than 1.96, as significant. The model also supports that improvement of KSA of graduates through QAM significantly affects the HRD of Bangladesh. Based on a cross-section survey of public and private universities in the capital city and outside, this study found QAM in HE to be effective for HRD. In addition, the current QAM in HE significantly affects the improvement of KSA of the graduates. In regards to the roles and challenges of QAM, the study revealed that the present QAM requires to be well accepted, understood, supported and implemented properly by the management and required to ensure stakeholders’ involvement. The study also found out that, though the QAM is a time consuming process and there are other challenges but by planning, training, implementation, documentation and follow up, these challenges can be minimized. Through utilizing adequate resource and sustainable approach and practice of QAM, the HEIs may gradually include internationalization of HE in the focus in future. Moreover, support from the management, adequate resource allocation and proper training of the QA professionals are required. Furthermore, the research revealed that a long term sustainable plan and implementation of QAM in all the HEIs are to be ensured. In case of the difference or the gap between Job Requirement and Graduate Performance based on knowledge, skill (communication and interpersonal) and ability dimension, based on the survey and descriptive analysis of the employer and alumni feedback, it can be stated that there is a gap in KSA. The individual items under the knowledge skill and ability dimension are compared based on the perception of job requirement by the employer and graduate performance. The research found that among the items under KSA, few are developed and improved by the QAM and others are required to be addressed, improved and included in the HE process by appropriate TLP, CCDR, SIQAM and by involvement of stakeholders. The findings on the KSA gap between HEIs and job markets are: the basic knowledge, work and design process, self-motivation and responsibility, communication skills are improved by the QAM but requires further enhancement. The study found that there is a gap between demand of ICT, language, life and soft skill in the market and what HEIs are producing. Service sector related skills are to be improved further for the graduates. On the other hand, ethical moral and spiritual values along with adaptability, openness to changes and change management abilities are demanded by the job market. The findings of the study also include that education policy aligned with national mission and vision and with appropriate resource and budget allocation, without political interference in HE process, the QAM may focus more on innovation and research. The colleges under the national university in BD can also be brought under the QA umbrella as well as minimizing the gap between primary, secondary, higher secondary education and HE are to be addressed by QAM in the nation as a holistic approach. For HRD of BD, other than development and autonomy of education sector, health and economic arena are to be considered. This research also revealed that there is a requirement for HR ministry, elimination of corruption and national politics in HE may aid to overall HRD as well. This study, for the first time, considers all the variables together as factors for QAM in HE and analyzes the effect of QAM on HRD within the context of Bangladesh. The study shows that appropriate selection of TLP, CCDR, SIQAM can significantly impact QAM, which directly influences the improvement of KSA and indirectly influences HRD. The study adopts a dynamic approach to improve KSA and its impact on HRD, thereby offering a theoretical extension of QA and contributing to the QA literature by focusing on the practices of TLP, CCDR, SPA, and SIQAM, which were neglected by prior studies and adds information to the managerial (IQAC), national policy level on HE and overall HRD of the country. By demonstrating that, as a multidimensional concept, QAM in HE and KSA plays an essential role in the HRD, this empirical research provides the valuable groundwork for further studies of CCDR, SIQAM, and SPA of QAM, KSA, and HRD.The implications of the study is at the immediate national level and has significant overtures in both the IQACs of HEIs, education sector (Students, guardians, alumni, employer, Staff of HEIs), industry, community, NGOs, as well as government. The findings of the study can also contribute to higher education (business, technical, technical, agricultural) process, the HEIs of Bangladesh, the 100 IQACs established along with the QAM initiated in 2015. The thesis also incorporated the objective of positive impact to be created in the HRD by modifying the QA process existing in the universities of Bangladesh. The findings may aid in the developing the strategies for NHRD by addressing the challenges of the QAM through appropriate TLP, SPA, SI and CCDR process in the HEIs. The findings can also be helpful in further refining the standards defined by national organizations such as UGC, SPQAD in UGC, BAC, BNQF and Ministry of Education (MoE) and will assist the QAM professionals and managers to take the right decisions for improving the QA process in HEIs. The outcome and implications of the findings may aid to policy making decision in the arena of QAM of HE as well as in HRD of Bangladesh.