| Title : | Impact of training and motivation on employee performance in Nepalese commercial banks | | Material Type: | printed text | | Authors: | Narmada Thapa, Author | | Publication Date: | 2016 | | Pagination: | 90p. | | Size: | GRP/Thesis | | Accompanying material: | 6/B | | Languages : | English | | Descriptors: | Employee motivation
| | Class number: | 658.314 | | Abstract: | The commercial bank plays important role in worldwide economies and their employees are the best sources of delivering good services to their customers. Without skilled employees these all sources cannot be used efficiently. An organization human potential has become a major competitive factor which provides the organization with mid to long term success (Wahab et al., 2014). Employee’s performance is a function of training, motivation and person job fit. It is established that training provides necessary knowledge, skills and abilities to perform a job properly. Training is described as the grade of trainees who apply the knowledge, skills, behaviors and attitudes they obtained from training program into their work context which may improve their job performance (Velada et al., 2007). On the other hand motivation is such a factor that exerts a driving force on our actions and work. Danish and Usman (2010) examined motivation as an accumulation of different processes which influence and direct our behavior to achieve some specific goal. It is such a dynamic in today’s environment that explicitly creates and encompasses a positive impact on job.
The major purpose of this study is to identify the impact of training and motivation on employee performance in Nepalese commercial banks. The study has the following specific objectives is to analyze the impact of workplace environment in determining the employee performance, to evaluate the effect of on the job and off the job on employee performance, to determine the reward system on employee performance. and to examine the relationship between empowerment and employee performance.
The primary source of data is used to assess the opinion of employees with respect to training and motivation to analyze the employee performance in Nepalese commercial banks. The survey is based on 190 respondents from 20 commercial banks in Nepal. The questions were asked in the form of Yes/ No, Rank Based and Likert scale questions. The Likert scale questions of different variables on training and motivation, employee job satisfaction and employee performance were measured in 5 point scale. The proxies of training and motivation are workplace environment, trainee characteristics, on the job and off the job training, reward system, empowerment and salary. The weighted mean of the
ix
each variable were used to examine the relationship of training and motivation with employee performance. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive analysis, correlation analysis, and regression analysis.
The result shows that there is a positive impact of training and motivation factors (workplace environment, trainee characteristics, on the job and off the job training, reward system) on employees’ performance. It indicates that better the workplace environment, higher would be the employees’ performance. Similarly, increase in trainee characteristics leads to increase in employees’ performance. Likewise, increase in on the job and off the job training leads to better employees’ performance. The result reveals that better the reward system, higher would be the employees’ performance. The study also indicates that empowerment and salary is positively related with employees’ performance which implies that higher the empowerment and salary, higher would be the employees’ performance. The beta coefficient is positive for workplace environment, trainee characteristics, on the job and off the job training, reward system, empowerment and salary with employees’ performance. The beta coefficient is significant for workplace environment, trainee characteristics, on the job and off the job training, reward system, empowerment and salary.
The major conclusion of this study is that employee training and motivation is one of the most essential parts in a company’s development and success. It is hence vital for an employer to understand what motivates the employees and how to maximize their overall job performance. The result also showed the entire motivation factor shows the significant impact on employee performance; however the result showed that the most important motivating factor for that better performance of the employees is reward. It implies that rewards offered to employees in Nepalese commercial banks are increased, and then there would be an equivalent enhancement in employee job satisfaction and employee performance. The study also concludes that workplace environment has significant impact on employee job satisfaction and employee performance. Likewise, trainee characteristics and on the job and off the job is positively correlated with employee job satisfaction and employee performance. |
Impact of training and motivation on employee performance in Nepalese commercial banks [printed text] / Narmada Thapa, Author . - 2016 . - 90p. ; GRP/Thesis + 6/B. Languages : English | Descriptors: | Employee motivation
| | Class number: | 658.314 | | Abstract: | The commercial bank plays important role in worldwide economies and their employees are the best sources of delivering good services to their customers. Without skilled employees these all sources cannot be used efficiently. An organization human potential has become a major competitive factor which provides the organization with mid to long term success (Wahab et al., 2014). Employee’s performance is a function of training, motivation and person job fit. It is established that training provides necessary knowledge, skills and abilities to perform a job properly. Training is described as the grade of trainees who apply the knowledge, skills, behaviors and attitudes they obtained from training program into their work context which may improve their job performance (Velada et al., 2007). On the other hand motivation is such a factor that exerts a driving force on our actions and work. Danish and Usman (2010) examined motivation as an accumulation of different processes which influence and direct our behavior to achieve some specific goal. It is such a dynamic in today’s environment that explicitly creates and encompasses a positive impact on job.
The major purpose of this study is to identify the impact of training and motivation on employee performance in Nepalese commercial banks. The study has the following specific objectives is to analyze the impact of workplace environment in determining the employee performance, to evaluate the effect of on the job and off the job on employee performance, to determine the reward system on employee performance. and to examine the relationship between empowerment and employee performance.
The primary source of data is used to assess the opinion of employees with respect to training and motivation to analyze the employee performance in Nepalese commercial banks. The survey is based on 190 respondents from 20 commercial banks in Nepal. The questions were asked in the form of Yes/ No, Rank Based and Likert scale questions. The Likert scale questions of different variables on training and motivation, employee job satisfaction and employee performance were measured in 5 point scale. The proxies of training and motivation are workplace environment, trainee characteristics, on the job and off the job training, reward system, empowerment and salary. The weighted mean of the
ix
each variable were used to examine the relationship of training and motivation with employee performance. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive analysis, correlation analysis, and regression analysis.
The result shows that there is a positive impact of training and motivation factors (workplace environment, trainee characteristics, on the job and off the job training, reward system) on employees’ performance. It indicates that better the workplace environment, higher would be the employees’ performance. Similarly, increase in trainee characteristics leads to increase in employees’ performance. Likewise, increase in on the job and off the job training leads to better employees’ performance. The result reveals that better the reward system, higher would be the employees’ performance. The study also indicates that empowerment and salary is positively related with employees’ performance which implies that higher the empowerment and salary, higher would be the employees’ performance. The beta coefficient is positive for workplace environment, trainee characteristics, on the job and off the job training, reward system, empowerment and salary with employees’ performance. The beta coefficient is significant for workplace environment, trainee characteristics, on the job and off the job training, reward system, empowerment and salary.
The major conclusion of this study is that employee training and motivation is one of the most essential parts in a company’s development and success. It is hence vital for an employer to understand what motivates the employees and how to maximize their overall job performance. The result also showed the entire motivation factor shows the significant impact on employee performance; however the result showed that the most important motivating factor for that better performance of the employees is reward. It implies that rewards offered to employees in Nepalese commercial banks are increased, and then there would be an equivalent enhancement in employee job satisfaction and employee performance. The study also concludes that workplace environment has significant impact on employee job satisfaction and employee performance. Likewise, trainee characteristics and on the job and off the job is positively correlated with employee job satisfaction and employee performance. |
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