| Title : | Impact of performance appraisal on organizational performance and employee's job satisfaction in Nepalese commercial bank | | Material Type: | printed text | | Authors: | Shradha Shrestha, Author | | Publication Date: | 2016 | | Pagination: | 93p. | | Size: | GRP/Thesis | | Accompanying material: | 6/B | | Languages : | English | | Descriptors: | Job satisfaction
| | Class number: | 658.312 | | 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. Performance appraisal practices underlines the importance of satisfaction of employees. The relationship between appropriate performance appraisal practices and positive employee attitudes including employee job satisfaction, loyalty and productivity has been widely analysed (Alvi et al., 2013).
The banking sector of any country plays an important role in the development of the nation. Banking sector has become the backbone of the modern business. Development of any country mainly depends upon the banking system. The banking industry is greatly influenced by the advance technology and globalization. Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge. Thus today the human resource management department has a great role in Nepalese banking industry to raise the organizational performance through attracting, developing and retaining talented people (Lin et al., 2005).
The study aims to analyse the effect of performance appraisal practices on employee job satisfaction and financial performance in Nepalese commercial banks. The other specific objectives are to identify the most determining HR practices in the performance and employees satisfaction, to analyse the effect of compensation systems of satisfaction level of employee and financial performance in selected Nepalese commercial banks, to find out the relationship between training and development on employees satisfaction and financial performance of Nepalese commercial bank, to determine the effect of performance appraisal on employee job satisfaction and financial performance in commercial banks of Nepal and to examine the effect of work environment on employee job satisfaction and financial performance in commercial banks of Nepal. Different evaluation methodologies are explored to develop a theoretical evaluation model for meeting the stated objectives.
The primary data collection was done through the questionnaire survey in 23 different commercial banks to 150 respondents. Likewise the secondary data was downloaded through the annual report of the concerned sample banks. The five point Likert scale was used on the different variables of human resource management practices and organizational performance for the measurement. The weighted mean value of each variable was used to examine the relationship between the dependent and independent variables for the study purpose. Descriptive and the casual comparative research design were employed in order to achieve the stated objectives.
The result of the study concluded that performance appraisal plays a major role in influencing organizational performance in Nepalese commercial banks. Compensation system has the highest weighted mean value which reveals that it is followed effectively in Nepalese commercial banks. Likewise work environment has lowest weighted mean value which indicates that working environment is not effectively followed in Nepalese commercial banks. The correlation result shows all the independent variables have a major influence on employee job satisfaction and financial performance. Similarly ROA is positively correlated to work environment, training and development, compensation practices, and performance appraisal. Likewise ROE is positively correlated to work environment, training and development, compensation practices, and performance appraisal. The regression result shows that all the independent variables have major influencing role for employee job satisfaction and organizational performance. Likewise performance appraisal and work environment, training and development may be more important variable for higher employee job satisfaction.
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Impact of performance appraisal on organizational performance and employee's job satisfaction in Nepalese commercial bank [printed text] / Shradha Shrestha, Author . - 2016 . - 93p. ; GRP/Thesis + 6/B. Languages : English | Descriptors: | Job satisfaction
| | Class number: | 658.312 | | 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. Performance appraisal practices underlines the importance of satisfaction of employees. The relationship between appropriate performance appraisal practices and positive employee attitudes including employee job satisfaction, loyalty and productivity has been widely analysed (Alvi et al., 2013).
The banking sector of any country plays an important role in the development of the nation. Banking sector has become the backbone of the modern business. Development of any country mainly depends upon the banking system. The banking industry is greatly influenced by the advance technology and globalization. Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge. Thus today the human resource management department has a great role in Nepalese banking industry to raise the organizational performance through attracting, developing and retaining talented people (Lin et al., 2005).
The study aims to analyse the effect of performance appraisal practices on employee job satisfaction and financial performance in Nepalese commercial banks. The other specific objectives are to identify the most determining HR practices in the performance and employees satisfaction, to analyse the effect of compensation systems of satisfaction level of employee and financial performance in selected Nepalese commercial banks, to find out the relationship between training and development on employees satisfaction and financial performance of Nepalese commercial bank, to determine the effect of performance appraisal on employee job satisfaction and financial performance in commercial banks of Nepal and to examine the effect of work environment on employee job satisfaction and financial performance in commercial banks of Nepal. Different evaluation methodologies are explored to develop a theoretical evaluation model for meeting the stated objectives.
The primary data collection was done through the questionnaire survey in 23 different commercial banks to 150 respondents. Likewise the secondary data was downloaded through the annual report of the concerned sample banks. The five point Likert scale was used on the different variables of human resource management practices and organizational performance for the measurement. The weighted mean value of each variable was used to examine the relationship between the dependent and independent variables for the study purpose. Descriptive and the casual comparative research design were employed in order to achieve the stated objectives.
The result of the study concluded that performance appraisal plays a major role in influencing organizational performance in Nepalese commercial banks. Compensation system has the highest weighted mean value which reveals that it is followed effectively in Nepalese commercial banks. Likewise work environment has lowest weighted mean value which indicates that working environment is not effectively followed in Nepalese commercial banks. The correlation result shows all the independent variables have a major influence on employee job satisfaction and financial performance. Similarly ROA is positively correlated to work environment, training and development, compensation practices, and performance appraisal. Likewise ROE is positively correlated to work environment, training and development, compensation practices, and performance appraisal. The regression result shows that all the independent variables have major influencing role for employee job satisfaction and organizational performance. Likewise performance appraisal and work environment, training and development may be more important variable for higher employee job satisfaction.
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