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Employees career development and job performance in Nepalese commercial banks / Pratima Panthi
Title : Employees career development and job performance in Nepalese commercial banks Material Type: printed text Authors: Pratima Panthi, Author Publication Date: 2019 Pagination: 120p. Size: GRP/Thesis Accompanying material: 14/B Languages : English Abstract: Employees are major assets of any organization. The success or failure of the organization depends upon the performance of employees. So, organizations are investing huge amount of money on employee career development. Career development is often used to close the gap between current performances and expected future performance. Career development has become increasingly attractive to organizations that aim at improving performance and productivity. Emphasis on employee career development is a strategic move to gain competitive advantage as organizations evolve to compete with one another. career development as the outcome of interaction between individual career planning and institutional career management processes. Career development must be engaged with the organizational human resource structures and should not be onetime event but be over a longer period of time.
Career development and job performance are key strategic considerations for all organizations regardless of size, sector, market or profile. The development of the capacity and capability of the organization’s managers and employee has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. High performing organizations increasingly pay close attention to the validity of their recruitment practices and are becoming equally vigilant about developing their employees in order to ensure that they achieve optimum performance both in the present and the future. This is confirmed by Mwenebirinda (1998) who acknowledges that employee performance can be enhanced by training that addresses identified weaknesses.
The objective of this study is to determine if relationship exist between employee career development and job performance in Nepalese commercial bank. This study sampled 143 respondents to the employees working in different banks of Kathmandu Valley. The data for the analysis were collected through questionnaire survey instrument. The questionnaire was ranking scale, Likert scale, and other demographic information was used to collect primary data. The Likert scale on different variables of employee career development on job performance were measured in 5 point likert scale and weighted mean value of each variable were used to examine the relationship between independent and dependent variable. The collected date were also analysis using excel, and SPSS statistical package.
The study concludes that career counseling followed by training and development followed by performance appraisal and employee career goal are the most dominant factors that influence the job performance in Nepalese commercial bank. Using correlation analysis, the study reveals that there is positive correlation between employee career goal, career counseling, working condition, training and development, performance appraisal, job motivation and job performance of the employees in Nepalese commercial bank.
The regression analysis reveals the beta coefficient for employee career goal is positive with job performance. It indicates employee career goal has positive impact on job performance. The beta coefficients for career counseling are positive with job performance. It reveals that career counseling has a positive impact on job performance. Similarly, the beta coefficients for working environment are positive with job performance. It indicates that working environment has positive impact on job performance. The beta coefficients for training and development are positive with job performance. It reveals that training and development has positive impact on job performance. Likewise, the positive beta coefficients of performance appraisal denote that performance appraisal has positive impact on job performance. The beta coefficients for job motivation are positive with job performance. It reveals that job motivation has positive impact on job performance. they are significant at 1 and 5 percent level of significance.
Employees career development and job performance in Nepalese commercial banks [printed text] / Pratima Panthi, Author . - 2019 . - 120p. ; GRP/Thesis + 14/B.
Languages : English
Abstract: Employees are major assets of any organization. The success or failure of the organization depends upon the performance of employees. So, organizations are investing huge amount of money on employee career development. Career development is often used to close the gap between current performances and expected future performance. Career development has become increasingly attractive to organizations that aim at improving performance and productivity. Emphasis on employee career development is a strategic move to gain competitive advantage as organizations evolve to compete with one another. career development as the outcome of interaction between individual career planning and institutional career management processes. Career development must be engaged with the organizational human resource structures and should not be onetime event but be over a longer period of time.
Career development and job performance are key strategic considerations for all organizations regardless of size, sector, market or profile. The development of the capacity and capability of the organization’s managers and employee has a fundamental impact on efficiency, effectiveness, morale and profitability of an organization. High performing organizations increasingly pay close attention to the validity of their recruitment practices and are becoming equally vigilant about developing their employees in order to ensure that they achieve optimum performance both in the present and the future. This is confirmed by Mwenebirinda (1998) who acknowledges that employee performance can be enhanced by training that addresses identified weaknesses.
The objective of this study is to determine if relationship exist between employee career development and job performance in Nepalese commercial bank. This study sampled 143 respondents to the employees working in different banks of Kathmandu Valley. The data for the analysis were collected through questionnaire survey instrument. The questionnaire was ranking scale, Likert scale, and other demographic information was used to collect primary data. The Likert scale on different variables of employee career development on job performance were measured in 5 point likert scale and weighted mean value of each variable were used to examine the relationship between independent and dependent variable. The collected date were also analysis using excel, and SPSS statistical package.
The study concludes that career counseling followed by training and development followed by performance appraisal and employee career goal are the most dominant factors that influence the job performance in Nepalese commercial bank. Using correlation analysis, the study reveals that there is positive correlation between employee career goal, career counseling, working condition, training and development, performance appraisal, job motivation and job performance of the employees in Nepalese commercial bank.
The regression analysis reveals the beta coefficient for employee career goal is positive with job performance. It indicates employee career goal has positive impact on job performance. The beta coefficients for career counseling are positive with job performance. It reveals that career counseling has a positive impact on job performance. Similarly, the beta coefficients for working environment are positive with job performance. It indicates that working environment has positive impact on job performance. The beta coefficients for training and development are positive with job performance. It reveals that training and development has positive impact on job performance. Likewise, the positive beta coefficients of performance appraisal denote that performance appraisal has positive impact on job performance. The beta coefficients for job motivation are positive with job performance. It reveals that job motivation has positive impact on job performance. they are significant at 1 and 5 percent level of significance.
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Barcode Call number Media type Location Section Status 603/D PRA Thesis/Dissertation Uniglobe Library Philosophy & Psychology Available