Title :	Relationship between human resource management practices and organization commitment in Nepalese commercial banks
Material Type:	printed text
Authors:	Bishanu Gyawali, Author
Publication Date:	2017
Pagination:	103p.
Size:	GRP/Thesis
Accompanying material:	9/B
Languages :	English
Descriptors:	Employee satisfaction
Class number:	658.303
Abstract:	Human resource management practices play a very crucial role in achieving the organization’s goals and maintain the competitive advantage. HRM practices refer to organizational activities directed at managing the pool of human resource and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler and Jackson, 1987). Organizations are facing challenging, rapidly changing and competitive environment in this era due to globalization, advanced technology, rapidly changing customer demands, diverse work force etc. Organizations need to attract and retain talented employees in order to succeed in global market. Organizations can use HRM practices to shape the attitude and behavior of employees. In this way, management can use HRM practices to motivate the employees in order to accomplish the organizational objectives. (Huselid, 1995). HRM practices played an important role in increasing the organizational commitment of employees. Human Resource management needs to implement the HR practices effectively in order to align the employee’s objectives with organizational objectives. (Hassan and Mahmood, 2016) The main purpose of the study is to access the relationship between HRM practices and organization commitment in Nepalese commercial banks.The study has the following specific objectives: to analyzethe perception of employee on HRM practices and organizational commitment in Nepalese commercial banks, to examine the relationship of recruitment and selection, training and development, performance appraisal, employee participation and compensation practices with employee commitment in Nepalese commercial banks, to determine the impact of recruitment and selection, training and development, performance appraisal, employee participation and compensation practices with employee commitment in Nepalese commercial banks, to find out the most important factor affecting employee commitment and employee in Nepalese commercial banks. The primary source of data is used to assess the opinions of respondents on human resourcemanagement practices and employee organizational commitment in Nepalese commercial banks. The survey is based on 150 respondents from 18 commercial banks in Nepal.The questions were asked in the Likert scale questions. The Likert scale questions of different variables as recruitment and selection, training and development, performance appraisal, employee participation, compensation and organizational commitment were measured in 5 point scale. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive statistics, correlation analysis and regression analysis. The result of the study shows that there is positive correlation between human resource practices with employee commitment in the Nepalese commercial banks. The relationship of recruitment and selection, training and development, performance appraisal, employee participation on decision making and compensation with employee organizational commitment is positive. This indicates that good human resource management practices in the form of recruitment and selection, training and development, performance appraisal, employee participation on decisionmaking and compensation will tends to increase employee commitment. The correlation result shows that employee commitment is positively correlated to training and development, performance appraisal, compensation and working environment. The beta coefficient of recruitment and selection, training and development, performance appraisal, employee participation on decision making and compensation are positive when regressed with organizational commitment.

Relationship between human resource management practices and organization commitment in Nepalese commercial banks [printed text] / Bishanu Gyawali, Author . - 2017 . - 103p. ; GRP/Thesis + 9/B.
Languages : English

Descriptors:	Employee satisfaction
Class number:	658.303
Abstract:	Human resource management practices play a very crucial role in achieving the organization’s goals and maintain the competitive advantage. HRM practices refer to organizational activities directed at managing the pool of human resource and ensuring that the resources are employed towards the fulfillment of organizational goals (Schuler and Jackson, 1987). Organizations are facing challenging, rapidly changing and competitive environment in this era due to globalization, advanced technology, rapidly changing customer demands, diverse work force etc. Organizations need to attract and retain talented employees in order to succeed in global market. Organizations can use HRM practices to shape the attitude and behavior of employees. In this way, management can use HRM practices to motivate the employees in order to accomplish the organizational objectives. (Huselid, 1995). HRM practices played an important role in increasing the organizational commitment of employees. Human Resource management needs to implement the HR practices effectively in order to align the employee’s objectives with organizational objectives. (Hassan and Mahmood, 2016) The main purpose of the study is to access the relationship between HRM practices and organization commitment in Nepalese commercial banks.The study has the following specific objectives: to analyzethe perception of employee on HRM practices and organizational commitment in Nepalese commercial banks, to examine the relationship of recruitment and selection, training and development, performance appraisal, employee participation and compensation practices with employee commitment in Nepalese commercial banks, to determine the impact of recruitment and selection, training and development, performance appraisal, employee participation and compensation practices with employee commitment in Nepalese commercial banks, to find out the most important factor affecting employee commitment and employee in Nepalese commercial banks. The primary source of data is used to assess the opinions of respondents on human resourcemanagement practices and employee organizational commitment in Nepalese commercial banks. The survey is based on 150 respondents from 18 commercial banks in Nepal.The questions were asked in the Likert scale questions. The Likert scale questions of different variables as recruitment and selection, training and development, performance appraisal, employee participation, compensation and organizational commitment were measured in 5 point scale. For the fact finding of the study primary data was analyzed by using percentage frequency distribution and methods such as descriptive statistics, correlation analysis and regression analysis. The result of the study shows that there is positive correlation between human resource practices with employee commitment in the Nepalese commercial banks. The relationship of recruitment and selection, training and development, performance appraisal, employee participation on decision making and compensation with employee organizational commitment is positive. This indicates that good human resource management practices in the form of recruitment and selection, training and development, performance appraisal, employee participation on decisionmaking and compensation will tends to increase employee commitment. The correlation result shows that employee commitment is positively correlated to training and development, performance appraisal, compensation and working environment. The beta coefficient of recruitment and selection, training and development, performance appraisal, employee participation on decision making and compensation are positive when regressed with organizational commitment.