| Title : | Impact of HRM practices on employee turnover and employee performance : comparative study on Nepalese commercial and development banks | | Material Type: | printed text | | Authors: | Sabina Koju, Author | | Publication Date: | 2017 | | Pagination: | 120p. | | Size: | GRP/Thesis | | Accompanying material: | 10/B | | Languages : | English | | Descriptors: | Employee motivation
| | Class number: | 658.3125 | | Abstract: | The optimum effectiveness and success of an organization do not depend on its financial resources or the technology used, rather it is determined by the extent to which it is using its dedicated, motivated and efficient employees. Hence, it is important to retain the human resources of an organization by adopting proper HRM practices. Effective development and deployment of HRM practices result competitive advantage for the organizations through reduced turnover and improved performance of employees. Moreover, most of the successful organization in today’s business world are investing heavily in employee development programs and also trying to retain them at any cost.
The study aimed to assess the impact of HRM practices on employee turnover and employee performance in Nepalese banking industry. The other objectives of this study are: to examine the relationship of retrenchment policy with employee turnover and employee performance in commercial and development banks of Nepal, to analyze the impact of compensation practices and career growth policy on employee turnover and employee performance in Nepalese commercial and development banks, to determine the extent to which employees relation affect employee turnover and employee performance in Nepalese commercial and development banks, and to assess the impact of training and development on performance of employees and employee turnover in commercial and development banks of Nepal.
In order to achieve the objectives, primary data collection was performed by providing questionnaire to 183 employees of 7 commercial and 5 development banks of Nepal. The questionnaire were yes/no, ranking scale. Likert scale and other demographic information were used to collect primary data. The likert scale on different variables on HRM practices , employee turnover and employee performance were measured in 5 point likert scale and weighted mean value of each variable were used to examine the relationship between dependent and independent variables as for the study purpose.
The result confirmed that HRM practices have significant impact on employee turnover and employee performance. The major conclusion of the study is that training and development, compensation, career growth opportunities and employee relations have negative impact on employee turnover. However, training and development, compensation, career growth opportunities and employee relations have positive effect on employee performance in Nepalese commercial and development banks. Moreover, retrenchment policy has positive impact on employee turnover and negative impact on employee performance. Likewise, the employees of Nepalese commercial and development banks give highest ranking to career growth followed by training, compensation, employee relations and retrenchment. Likewise, it is concluded that HRM practices (i.e. retrenchment, compensation, training and development, career growth and employee relations) play significant role in determining employee turnover and employee performance in Nepalese commercial and development banks.
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Impact of HRM practices on employee turnover and employee performance : comparative study on Nepalese commercial and development banks [printed text] / Sabina Koju, Author . - 2017 . - 120p. ; GRP/Thesis + 10/B. Languages : English | Descriptors: | Employee motivation
| | Class number: | 658.3125 | | Abstract: | The optimum effectiveness and success of an organization do not depend on its financial resources or the technology used, rather it is determined by the extent to which it is using its dedicated, motivated and efficient employees. Hence, it is important to retain the human resources of an organization by adopting proper HRM practices. Effective development and deployment of HRM practices result competitive advantage for the organizations through reduced turnover and improved performance of employees. Moreover, most of the successful organization in today’s business world are investing heavily in employee development programs and also trying to retain them at any cost.
The study aimed to assess the impact of HRM practices on employee turnover and employee performance in Nepalese banking industry. The other objectives of this study are: to examine the relationship of retrenchment policy with employee turnover and employee performance in commercial and development banks of Nepal, to analyze the impact of compensation practices and career growth policy on employee turnover and employee performance in Nepalese commercial and development banks, to determine the extent to which employees relation affect employee turnover and employee performance in Nepalese commercial and development banks, and to assess the impact of training and development on performance of employees and employee turnover in commercial and development banks of Nepal.
In order to achieve the objectives, primary data collection was performed by providing questionnaire to 183 employees of 7 commercial and 5 development banks of Nepal. The questionnaire were yes/no, ranking scale. Likert scale and other demographic information were used to collect primary data. The likert scale on different variables on HRM practices , employee turnover and employee performance were measured in 5 point likert scale and weighted mean value of each variable were used to examine the relationship between dependent and independent variables as for the study purpose.
The result confirmed that HRM practices have significant impact on employee turnover and employee performance. The major conclusion of the study is that training and development, compensation, career growth opportunities and employee relations have negative impact on employee turnover. However, training and development, compensation, career growth opportunities and employee relations have positive effect on employee performance in Nepalese commercial and development banks. Moreover, retrenchment policy has positive impact on employee turnover and negative impact on employee performance. Likewise, the employees of Nepalese commercial and development banks give highest ranking to career growth followed by training, compensation, employee relations and retrenchment. Likewise, it is concluded that HRM practices (i.e. retrenchment, compensation, training and development, career growth and employee relations) play significant role in determining employee turnover and employee performance in Nepalese commercial and development banks.
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