| Title : | Impact of human resource management of employee satisfaction of Nepalese commercial banks | | Material Type: | printed text | | Authors: | Richa Pokharel, Author | | Publication Date: | 2015 | | Pagination: | 79p. | | Size: | GRP/Thesis | | Accompanying material: | 5/B | | General note: | Including bibilography | | Languages : | English | | Descriptors: | Banks
Banks and banking
Employee satisfaction
Personnal management
| | Keywords: | 'employee satisfaction return on assets return on equity recruitment and selection training and development' | | Class number: | 658.303 | | Abstract: | Human resource management practices have been changed dramatically during last two decades owing to globalization, privatization, and technological advancements. These highly turbulent environmental have forced organizations to adopt new workplace practices that enhance sustained level of high performance. Human resource management practice underlines the importance of satisfaction of employees. The relationship between appropriate human resource management practice and positive employee attitudes including employee satisfaction, loyalty and productivity has been widely analyzed. It is also suggested that treating employees as a valuable asset improves their commitment and loyalty which leads to higher performance and quality. Employee empowerment, employee commitment and employee retention are selected as employee satisfaction variables and these three are the dependent variables. Human resource planning, recruitment and selection, training and development, performance appraisal, compensation and promotion practices are the independent human resource practices variables. The main objective is to measure employees’ satisfaction on the human resource practices of commercial bank in Nepal. The primary source of data is used to assess the opinion of employees with respect to human resource practices on employee satisfaction in Nepalese commercial banks. The survey is based on 173 respondents from 20 commercial banks in Nepal.
The result shows that there is a significant impact of human resource practices on employee empowerment, employee commitment as well as employee retention in the commercial banks. The impact of recruitment and selection, training and development, performance appraisal, compensation, and promotion practices are positively significant with employee empowerment whereas human resource planning has insignificant effect on employee empowerment. The impact of recruitment and selection, training and development, performance appraisal, compensation, and promotion practices are positively significant with employee commitment whereas human resource planning has insignificant effect on employee commitment. The impact of human resource planning, recruitment and selection, training and development, performance appraisal and compensation are positively significant with employee retention whereas promotion practice has insignificant effect on employee retention. |
Impact of human resource management of employee satisfaction of Nepalese commercial banks [printed text] / Richa Pokharel, Author . - 2015 . - 79p. ; GRP/Thesis + 5/B. Including bibilography Languages : English | Descriptors: | Banks
Banks and banking
Employee satisfaction
Personnal management
| | Keywords: | 'employee satisfaction return on assets return on equity recruitment and selection training and development' | | Class number: | 658.303 | | Abstract: | Human resource management practices have been changed dramatically during last two decades owing to globalization, privatization, and technological advancements. These highly turbulent environmental have forced organizations to adopt new workplace practices that enhance sustained level of high performance. Human resource management practice underlines the importance of satisfaction of employees. The relationship between appropriate human resource management practice and positive employee attitudes including employee satisfaction, loyalty and productivity has been widely analyzed. It is also suggested that treating employees as a valuable asset improves their commitment and loyalty which leads to higher performance and quality. Employee empowerment, employee commitment and employee retention are selected as employee satisfaction variables and these three are the dependent variables. Human resource planning, recruitment and selection, training and development, performance appraisal, compensation and promotion practices are the independent human resource practices variables. The main objective is to measure employees’ satisfaction on the human resource practices of commercial bank in Nepal. The primary source of data is used to assess the opinion of employees with respect to human resource practices on employee satisfaction in Nepalese commercial banks. The survey is based on 173 respondents from 20 commercial banks in Nepal.
The result shows that there is a significant impact of human resource practices on employee empowerment, employee commitment as well as employee retention in the commercial banks. The impact of recruitment and selection, training and development, performance appraisal, compensation, and promotion practices are positively significant with employee empowerment whereas human resource planning has insignificant effect on employee empowerment. The impact of recruitment and selection, training and development, performance appraisal, compensation, and promotion practices are positively significant with employee commitment whereas human resource planning has insignificant effect on employee commitment. The impact of human resource planning, recruitment and selection, training and development, performance appraisal and compensation are positively significant with employee retention whereas promotion practice has insignificant effect on employee retention. |
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