Title :	Impact of HRM practices on employee's job satisfaction and job performance : comparative study of Nepalese commercial and development banks
Material Type:	printed text
Authors:	Ruchi Shrestha, Author
Publication Date:	2017
Pagination:	111p.
Size:	GRP/Thesis
Accompanying material:	10/B
Languages :	English
Descriptors:	HRM practices Job performance Job satisfaction
Class number:	658.3140
Abstract:	The banking sector acts as backbone for the economy and development activities of thenation. All the economic activities of every country are greatly influenced by thebanking business of that country with the new technology and globalization. Nepalese organization is challenged to attract, develop and retain suitable skills in a labor market that will continue to suffer the lack of skilled manpower in the organization. The human resource(HR) function of today is required to partner with organizations at a strategic level inresponse to these challenges. Successful organizations understand that transforming the HR function requires in depth analyses of its effectiveness.Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge. Thus today the HRM department has a great role in Nepalese banking industry to raise the job satisfaction and job performance through attracting, developing and retaining talented people (Lin et al., 2005). HRM 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. Malik et al. (2010) explained employee job satisfaction with work as the degree to which an employee likes his or her job. In simple words it can be said as the likeningness to the job that motivates the employees to be present at their work places and carry out tasks to accomplish goals. Whereas HR practices can be better understood as working environment, training and development, performance appraisal system, compensation practices and employees' motivation etc. The study aims to assess the impact of HR practices on employee job satisfaction and job performance in Nepalese commercial and development banks. The other specific objectives are to assess the effect of employee motivation practices on HR outcomes in Nepalese commercial and development banks, to examine the relationship between training and development and compensation practices on HR outcomes in Nepalese commercial and development banks, to analyze the impact of working environment and performance appraisal system on HR outcomes in Nepalese commercial and development banks and to know which human resource practices play imperative role in determining employee job satisfaction and performance in Nepalese commercial and development banks. 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 5 commercial and 5 development banks to 154 respondents. The questionnaire were Yes or No questions, ranking scale questions, and other demographic information and likert scale questions. The five point likert scale was used on the different variables of human resource management practices and employee job satisfaction and job 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 showed that working environment and training and development have positive effect on employee job satisfaction and job performance. Likewise, performance appraisal system and compensation have positive impact on employee job satisfaction and job performance. Similarly, employee motivation have positive influence on employee job satisfaction and job performance. The study concludes that human resource practices have positive impact on employee job satisfaction and job performance. The study also concludes that compensation practices followed by training and development, performance appraisal, employee motivation and working environment are the most dominant factors that influence the employee job satisfaction and in the context of Nepalese commercial banks. Likewise, employee motivation followed by performance appraisal system, compensation practices, training and development and working environment are the most dominant factors that influence the employee job performance and in the context of Nepalese commercial and development banks. Similarly, the study also concludes that compensation practices followed by employee motivation, training and development, performance appraisal system and working environment are the most dominant factors that influence the employee job satisfaction and in the context of Nepalese development banks.

Impact of HRM practices on employee's job satisfaction and job performance : comparative study of Nepalese commercial and development banks [printed text] / Ruchi Shrestha, Author . - 2017 . - 111p. ; GRP/Thesis + 10/B.
Languages : English

Descriptors:	HRM practices Job performance Job satisfaction
Class number:	658.3140
Abstract:	The banking sector acts as backbone for the economy and development activities of thenation. All the economic activities of every country are greatly influenced by thebanking business of that country with the new technology and globalization. Nepalese organization is challenged to attract, develop and retain suitable skills in a labor market that will continue to suffer the lack of skilled manpower in the organization. The human resource(HR) function of today is required to partner with organizations at a strategic level inresponse to these challenges. Successful organizations understand that transforming the HR function requires in depth analyses of its effectiveness.Nepalese banking industry should focus on attracting, developing and retaining skilled manpower to face the challenge. Thus today the HRM department has a great role in Nepalese banking industry to raise the job satisfaction and job performance through attracting, developing and retaining talented people (Lin et al., 2005). HRM 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. Malik et al. (2010) explained employee job satisfaction with work as the degree to which an employee likes his or her job. In simple words it can be said as the likeningness to the job that motivates the employees to be present at their work places and carry out tasks to accomplish goals. Whereas HR practices can be better understood as working environment, training and development, performance appraisal system, compensation practices and employees' motivation etc. The study aims to assess the impact of HR practices on employee job satisfaction and job performance in Nepalese commercial and development banks. The other specific objectives are to assess the effect of employee motivation practices on HR outcomes in Nepalese commercial and development banks, to examine the relationship between training and development and compensation practices on HR outcomes in Nepalese commercial and development banks, to analyze the impact of working environment and performance appraisal system on HR outcomes in Nepalese commercial and development banks and to know which human resource practices play imperative role in determining employee job satisfaction and performance in Nepalese commercial and development banks. 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 5 commercial and 5 development banks to 154 respondents. The questionnaire were Yes or No questions, ranking scale questions, and other demographic information and likert scale questions. The five point likert scale was used on the different variables of human resource management practices and employee job satisfaction and job 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 showed that working environment and training and development have positive effect on employee job satisfaction and job performance. Likewise, performance appraisal system and compensation have positive impact on employee job satisfaction and job performance. Similarly, employee motivation have positive influence on employee job satisfaction and job performance. The study concludes that human resource practices have positive impact on employee job satisfaction and job performance. The study also concludes that compensation practices followed by training and development, performance appraisal, employee motivation and working environment are the most dominant factors that influence the employee job satisfaction and in the context of Nepalese commercial banks. Likewise, employee motivation followed by performance appraisal system, compensation practices, training and development and working environment are the most dominant factors that influence the employee job performance and in the context of Nepalese commercial and development banks. Similarly, the study also concludes that compensation practices followed by employee motivation, training and development, performance appraisal system and working environment are the most dominant factors that influence the employee job satisfaction and in the context of Nepalese development banks.