Title :	Impact of HR practices on employee satisfaction in Nepalese commercial banks
Material Type:	printed text
Authors:	Mina Sipahi, Author
Publication Date:	2016
Pagination:	93p.
Size:	GRP/Thesis
Accompanying material:	6/B
Languages :	English
Descriptors:	Job satisfaction
Class number:	658.314
Abstract:	Human resource management (HRM) refers to the policies and practices involved in carrying out human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007). Employee satisfaction is one of the most important challenges that banking sector is facing in current competitive market. In modern era organizations compete through adopting the unique HR practices and due to the globalization the HR practices transform and company adopt the most up-to-date practices to achieve the organizational goals (Mohrman, 1995). Petcharak(2004) stated that the commercial banks play important roles in worldwide economies and their employees are the best sources of delivering good services to their customers. Excellent services provided and offered by employees can create a positive perception and ever lasting image in the eyes of banks’ customers. The motivation of a bank’s employee plays a major role in achieving high level of satisfaction among its customers. The major purpose of this study is to identify the impact of HR practices on employee satisfaction in Nepalese commercial banks. The study has the following specific objectives is to analyze the impact of training and developmenton employee satisfaction and motivation, to assess the impact of performance appraisal on employee satisfaction and employee motivation, to determine the impact of compensation on employee satisfaction and employee motivation and to examine the effects of employee empowerment on employee satisfaction and employee motivation. The primary source of data is used to assess the opinion of employees with respect to HR practicesto analyze the employee satisfaction and motivationin Nepalese commercial banks. The survey is based on 180 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 HR practices, employee satisfaction and employee motivation were measured in 5 point scale. The proxies of HR practices are training and development, performance appraisal, compensation, reward system and empowerment. The weighted mean of the each variable were used to examine the relationship of HR practices with employee satisfaction and motivation. 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 HR practices factors (training and development, performance appraisal, compensation, reward system and empowerment) on employees’ satisfaction and motivation. It indicates that better the training and development, higher would be the employees’ satisfaction and motivation. Similarly, increase in performance appraisal leads to increase in employees’ satisfaction and motivation. Likewise, increase compensation leads to better employees’ satisfaction and motivation. The result reveals that better the reward system, higher would be the employees’ satisfaction and motivation. The study also indicates that empowerment is positively related with employees’ satisfaction and motivation which implies that higher the empowerment, higher would be the employees’ satisfaction and motivation. The beta coefficient is positive for training and development, performance appraisal, compensation, reward system and empowermentwith employees’ satisfaction and motivation.The beta coefficient is significant fortraining and development, performance appraisal, compensation, reward system and empowerment.The major conclusion of this study is that sound HR practices are one of the most essential parts in an organization’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 HR practices factor shows the significant impact on employee satisfaction and motivation; 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 satisfaction and employee motivation. The study also concludes that training and development has significant impact on employee satisfaction and employee motivation. Likewise, performance appraisal, compensation, is positively correlated with employee satisfaction and employee motivation.

Impact of HR practices on employee satisfaction in Nepalese commercial banks [printed text] / Mina Sipahi, Author . - 2016 . - 93p. ; GRP/Thesis + 6/B.
Languages : English

Descriptors:	Job satisfaction
Class number:	658.314
Abstract:	Human resource management (HRM) refers to the policies and practices involved in carrying out human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007). Employee satisfaction is one of the most important challenges that banking sector is facing in current competitive market. In modern era organizations compete through adopting the unique HR practices and due to the globalization the HR practices transform and company adopt the most up-to-date practices to achieve the organizational goals (Mohrman, 1995). Petcharak(2004) stated that the commercial banks play important roles in worldwide economies and their employees are the best sources of delivering good services to their customers. Excellent services provided and offered by employees can create a positive perception and ever lasting image in the eyes of banks’ customers. The motivation of a bank’s employee plays a major role in achieving high level of satisfaction among its customers. The major purpose of this study is to identify the impact of HR practices on employee satisfaction in Nepalese commercial banks. The study has the following specific objectives is to analyze the impact of training and developmenton employee satisfaction and motivation, to assess the impact of performance appraisal on employee satisfaction and employee motivation, to determine the impact of compensation on employee satisfaction and employee motivation and to examine the effects of employee empowerment on employee satisfaction and employee motivation. The primary source of data is used to assess the opinion of employees with respect to HR practicesto analyze the employee satisfaction and motivationin Nepalese commercial banks. The survey is based on 180 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 HR practices, employee satisfaction and employee motivation were measured in 5 point scale. The proxies of HR practices are training and development, performance appraisal, compensation, reward system and empowerment. The weighted mean of the each variable were used to examine the relationship of HR practices with employee satisfaction and motivation. 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 HR practices factors (training and development, performance appraisal, compensation, reward system and empowerment) on employees’ satisfaction and motivation. It indicates that better the training and development, higher would be the employees’ satisfaction and motivation. Similarly, increase in performance appraisal leads to increase in employees’ satisfaction and motivation. Likewise, increase compensation leads to better employees’ satisfaction and motivation. The result reveals that better the reward system, higher would be the employees’ satisfaction and motivation. The study also indicates that empowerment is positively related with employees’ satisfaction and motivation which implies that higher the empowerment, higher would be the employees’ satisfaction and motivation. The beta coefficient is positive for training and development, performance appraisal, compensation, reward system and empowermentwith employees’ satisfaction and motivation.The beta coefficient is significant fortraining and development, performance appraisal, compensation, reward system and empowerment.The major conclusion of this study is that sound HR practices are one of the most essential parts in an organization’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 HR practices factor shows the significant impact on employee satisfaction and motivation; 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 satisfaction and employee motivation. The study also concludes that training and development has significant impact on employee satisfaction and employee motivation. Likewise, performance appraisal, compensation, is positively correlated with employee satisfaction and employee motivation.