A Study on the Impact of Recruitment Methods on Employee Turnover (Reference to Banking Sector in Sri Lanka)

2015 ◽  
Author(s):  
U.G. Rajapaksha
Keyword(s):  
Sri Lanka ◽  
Employee Turnover ◽  
Banking Sector ◽  
Recruitment Methods ◽  
The Impact

scholarly journals Impact of non-interest income and revenue concentration on bank risk in South Asia

2020 ◽  
Vol 15 (4) ◽  
pp. 15-25
Author(s):  
Ahmed Imran Hunjra ◽  
Qasim Zureigat ◽  
Tahar Tayachi ◽  
Rashid Mehmood
Keyword(s):  
Sri Lanka ◽  
South Asia ◽  
South Asian ◽  
Banking Sector ◽  
Generalized Method Of Moments ◽  
Regulatory System ◽  
Bank Risk ◽  
Interest Income ◽  
The Impact ◽  
Revenue Concentration

Banks not only rely on the traditional way of generating income, they also opt for non-interest income (NII) to survive in a competitive environment. Banks in South Asia are diversifying their income from interest to non-interest sources in order to reduce risk and generate high returns. This study examines the impact of non-interest income (NII) and revenue concentration on banks’ risk in South Asian countries such as Pakistan, Sri Lanka, India and Bangladesh. Panel data for eighty-five banks from 2009 to 2018 is used. Generalized Method of Moments (GMM) is employed to analyze the data. The study finds that non-interest source income and revenue concentration significantly affect bank risk in the overall analysis. The study finds different results depending on the regulations and application of the regulatory system in each country. Non-interest income reveals a significant impact on bank risk for Pakistan, India and Bangladesh, but insignificant for Si Lanka. Revenue concentration has a significant effect on bank risk in Pakistan and India, however, it does not affect bank risk in Sri Lanka and Bangladesh. This study recommends that bank managers focus on different sources of revenue generation in order to minimize their level of risk through a diversification strategy to enhance efficiency. This study contributes to the banking sector literature of South Asian markets.

scholarly journals Credit Risk and Profitability of Banking Sector in Sri Lanka

2021 ◽  
Vol 3 (1) ◽  
pp. 65-71
Author(s):  
Herath Mudiyanselage Kasun Salitha Bandara ◽  
Ahamed Lebbe Mohamed Jameel ◽  
Haleem Athambawa
Keyword(s):  
Sri Lanka ◽  
Credit Risk ◽  
Banking Sector ◽  
Capital Adequacy ◽  
Sri Lankan ◽  
Return On Assets ◽  
Net Charge ◽  
Panel Data Regression ◽  
Capital Adequacy Ratio ◽  
The Impact

This paper aims to investigate the impact of credit risk on the profitability of the banking sector in Sri Lanka. The profitability is measured with and Return on Assets. At the same time, credit risk is quantified with four indicators: Non-performing loan Ratio (NPLR), Loan to Deposit Ratio (LDR), Net Charge off Ratio (NCOR), and Capital Adequacy Ratio (CAR). Data from thirteen banks over eight years from 2010 to 2017 was analyzed using panel data regression analysis. The finding shows that the Profitability of the Banking Sector in Sri Lanka has been determined by important determinants such as credit risk. The study further finds that non-performing loans have negative and significant return on assets. However, the net charge-off ratio and the loan to deposit ratio are not important variables for expanding the bank's profitability. On the other hand, the CAR positively impacts returns on assets. The study suggested the need to strengthen the management of credit risk in order to preserve Sri Lankan banks' current profitability.

scholarly journals The Impact of HR Practices on Employee Retention; A Case of BPO Sector, Sri Lanka

2018 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
N.R.A.S.S. Wijesiri ◽  
G.S. Paranagama ◽  
M.M.A.S. Sirirwardhana ◽  
D.L.N.C. Thilakarathna ◽  
R.S Weerarathna ◽  
...  
Keyword(s):  
Sri Lanka ◽  
Employee Turnover ◽  
Employee Retention ◽  
Simple Random Sampling ◽  
Primary Data ◽  
Sri Lankan ◽  
Business World ◽  
Hr Practices ◽  
Executive Level ◽  
The Impact

In today’s business world, employee retention is one of the much debated topics and identifying the reasons for employee turnover and implementing the necessary policies to retain employees can be crucial. Thus, all organizations expect to minimize the employee turnover to best possible level. Therefore, the intention of this research is to study the impact of Human Resource practices on employee retention, conducted on the Business Process Outsourcing (BPO) sector in Sri Lanka. BPO sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and in order to fill that gap this research have been conducted for three companies namely Company A, B and C. The analysis was mainly based on 237 executive level employees from Company A, B and C respectively 108, 32 and 97 selected through simple random sampling. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. According to the results obtain through regression analysis all three companies indicated that there is less impact of HR practices on employee retention. As a conclusion when management of BPO sector formulate the policies in their organizations with regard to employee retention, they should consider not only the HR practices but also, they have to concern about other factors that can effect on employees.

scholarly journals The Impact of Perceptions of Training on Employee Commitment and Turnover Intention: Evidence from Pakistan

2013 ◽  
Vol 3 (1) ◽  
pp. 74 ◽  
Author(s):  
Muhammad Ashar ◽  
Mudasar Ghafoor ◽  
Easha Munir ◽  
Sadia Hafeez
Keyword(s):  
Organizational Performance ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Affective Commitment ◽  
Banking Sector ◽  
Turnover Intentions ◽  
Business Environment ◽  
Significant Positive Association ◽  
Relationship Of ◽  
The Impact

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. The objective of our study is to investigate relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. Later on we investigate relationship of affective commitment with employee turnover intentions. For this purpose questionnaire were considered as a tool to get responses from telecom and banking sector of Pakistan. Total 150 questionnaires were distributed and 123 useful questionnaires were received at a response rate of 82%. Statistical tools that used to analyze the relationships were Pearson moment quotient and linear regression. The result shows significant positive association of both training perceptions with affective commitment. The finding also shows significant negative association of affective commitment with employee turnover intention. This study helps managers to understand training-attitude-organizational performance relationship. Key Words: Training Perceptions, Affective Commitment, Turnover Intention, HR Practices 

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