scholarly journals Employee Retention in Nepalese Commercial Banks

2019 ◽  
Vol 22 (1) ◽  
pp. 95-106
Author(s):  
Dhan Raj Chalise

Employee retention issues is the burning issues especially in the banking sector in Nepal. This study is designed to examine the factors on retention of employees in Nepalese commercial bank. Adopting descriptive cum analytical research design the study is based on 5 point likert scale questionnaire. 200 managers, assistant manager and officers level employees from three commercial bank operating at Kathmandu valley were selected on basis of stratified random sampling method. Training and Development, Career Opportunity and Work Lifer policies are taken as dependent and Employee retention as an Independent variable of the Study. The collected data were analyzed through correlation, regression and coefficient analysis to establish the relationship between the dependent and independent variables. The result showed a significant positive relationship between career opportunities, work life policy with employee retention. In addition this study replicates the high level of effect of work life policy and no significant relationship with training and development program in Nepalese commercial banks.

2019 ◽  
Vol 22 (2) ◽  
pp. 95-106
Author(s):  
Dhan Raj Chalise

Employee retention issues is the burning issues especially in the banking sector in Nepal. This study is designed to examine the factors on retention of employees in Nepalese commercial bank. Adopting descriptive cum analytical research design the study is based on 5 point likert scale questionnaire. 200 managers, assistant manager and officers level employees from three commercial bank operating at Kathmandu valley were selected on basis of stratified random sampling method. Training and Development, Career Opportunity and Work Lifer policies are taken as dependent and Employee retention as an Independent variable of the Study. The collected data were analyzed through correlation, regression and coefficient analysis to establish the relationship between the dependent and independent variables. The result showed a significant positive relationship between career opportunities, work life policy with employee retention. In addition this study replicates the high level of effect of work life policy and no significant relationship with training and development program in Nepalese commercial banks.


2021 ◽  
Vol 7 (4) ◽  
pp. 232-247
Author(s):  
Muhammad Daniyal ◽  
Mrestyal Khan

Banking is one of the fastest-growing sectors because of its contribution to the economy, however, today employee retention is demurring for banks and they are striving to fulfil this challenge. It has been observed from the past few years that it is due to the lack of knowledge related to the proper implementation of HR practices in the commercial banks. The main purpose behind conducting the research is to understand the effect of compensation (C), working environment (WE), training and development (T&D), and performance appraisal (PA) on employee retention (ER). The study used convenience sampling with a sample size of 200 and data was collected from the employees of different commercial banks located in Islamabad and Rawalpindi. The empirical results showed that WE, PA, and COM have a significant positive relationship with the ER whereas T&A has the insignificant one.


2020 ◽  
Vol 23 (1) ◽  
pp. 93-104
Author(s):  
Dhan Raj Chalise

 Present study is designed to investigate training and development practices and its relation with performance in Nepalese Commercial Banks. This study is based on descriptive research design and comprehensively developed structured questionnaire. All the commercial bank are considered as the population and 10 bank are selected as random basis for sample banks for the study. The results are based on primary information collected form 200 staffs of 10 different branches of commercial bank of Kathmandu valley. Through the use of descriptive statistics to analyze the data the study found training and development as an integral part of the organizational development in Nepalese commercial banks. In addition, majority of the respondent reported that they acquire technical knowledge and skills, learning and development skills from training program. More specifically the study reveals that Nepalese commercial banks provide adequate importance to the employees training however the training provided are not well planned and designed according to need of the employee. Finally study shows that training and development program are factor responsible for organizational performance and employee satisfaction. Proper and systematic human resource development practices ensures the higher productivity, working efficiency, institutional promise and corporate governance.


Author(s):  
Hareth Abd Al-Wareth Alrazehi ◽  
Noor Aina Amirah ◽  
Ali Salman Mohammed Emam

This study was conducted to determine the effect of rewards systems and training and development on employee retention, mediated by the effects of job satisfaction, in Yemeni commercial banks. The study used cross-sectional data collection methods. Data was collected from the headquarters of 15 commercial banks. A set of questionnaires using a 5-point Likert scale was distributed to employees; the data was analyzed using the Structured Equation Model (SEM) by IBM SPSS AMOS 25.0. The results indicated that both the rewards system and training and development significantly affect job satisfaction, while job satisfaction has a significant positive effect on employee retention. Training and development themselves have no statistically significant effect on employee retention. The results showed that job satisfaction plays a mediating role because the indirect effect is significant. The mediation is complete because the direct impact is not significant. The result indicates that job satisfaction is an important variable that links the reward system and training and development to employee retention in Yemeni banks. This study is expected to make significant theoretical, practical, and methodological contributions to this field of research due to the development of a model of the effects of the reward system and training and development on employee retention through job satisfaction.


2020 ◽  
Vol 8 (2) ◽  
pp. 34-51
Author(s):  
Joseph Acquah ◽  
Yusif Arthur ◽  
Damianus Kofi Owusu

This study analysed the relationship between credit risk and bank financial performance of selected commercial banks in Ghana for the period 2010 - 2014, using the banks respective financial statements. The study employed the quantitative research approach. The sample was Ghana Commercial Bank Limited, Zenith Bank Limited, UT Bank and Ecobank Plc. These four banks were selected using stratified random sampling technique. The data were primarily secondary and quantitative in nature. Both descriptive and inferential statistics were used to analyse the data. When the banks were compared, Ghana Commercial Bank Limited was found to be more liquid than Zenith Bank Limited. That of Zenith bank was also higher than UT bank and Ecobank Plc .However, profitability indicators showed that Zenith Bank Limited and Ecobank Plc utilised its assets better than Ghana Commercial Bank Limited and UT bank resulting in the two banks higher scores over the period. The findings show further that Ghana Commercial Bank Limited showed higher ratios for investment in the future while Zenith Bank Limited showed higher ratios of higher dividend immediately. However, Zenith Bank Limited capital adequacy level was far higher than the legal requirement of Banking sector while its counterparts fell slightly below it in terms of average. Based on the main findings and conclusions, it is recommended that Ghana Commercial Bank Limited should find a means of reducing its expenditure, introducing prudent assets management, should be cautious when assisting government in time of economic difficulty, and operate as an independent entity.


2019 ◽  
Vol 16 (2) ◽  
pp. 45-56
Author(s):  
O. A. Shikhova ◽  
M. N. Selina

In the article the basic methodological aspects and the results of approbation of alternative methods of complex comparative evaluation of reliability level of commercial banks are considered through the example of subjects of the banking sector in the Vologda region. On the one hand, the reliability of a commercial bank is the key criterion of soundness of banking system in general, and on the other, the foundation for a bank formation today and its prosperity in future. Consequently, in the current ambiguous financial conditions characterized by tough competition between credit-financial institutions a question of study and improvement of evaluation methods of the reliability of a commercial bank rises. . Study purpose: The purpose of this study is the introduction of the basic methodological aspects and the results of approbation of alternative methods of complex comparative evaluation of a reliability level of commercial banks through the example of subjects of the banking sector in the Vologda region. Materials and methods: the study was carried out based on building of the mathematical model, consisting of financial indexes, to each of which a relative share was assigned by expertise, and the following rating; multidimensional complex comparative evaluation; cluster allocation. The starting data for these studies was the 30 credit organizations reference book published in the official website of the Central Bank of the Russian Federation. Results: According to the received results the different approaches to making ratings of credit organizations used by us gave similar outcomes. This fact indicated the high degree of adequateness of the methods. For the objective evaluation we suggested and tested different methodological approaches to making ratings according to such qualitative characteristic of a commercial bank as reliability. In our study we used: the mathematical model consisting of financial indexes to each of which a relative share was assigned by expertise, and the following rating; multidimensional complex comparative evaluation; cluster allocation. That allowed, firstly, doing comparative evaluation of reliability while making rating, secondly, ranging banks by different problem blocks, thirdly, classifying the objects of the study according to their financial characteristics, fourthly, defining the main factors influencing the ranging of banks. The received results of methods approbation are the additional information to the ratings published by the leading rating agencies and the Bank of Russia which allows reasonably making decisions by choosing the best possible reliable credit organization. Conclusion: According to the studies the sizes of a commercial bank not always prove its stability, liquidity and operating efficiency. Analyzing the ratings of credit organizations by an absolute index we came to the conclusion that it was not enough to take into consideration only the volumes of activity of an organization though it is of no small importance. Therefore, in order to receive a realistic rating it is necessary to use different methods which will complement one another and give more definite result of a set task.


2020 ◽  
Vol 6 (Extra-B) ◽  
pp. 267-278
Author(s):  
Elena A. Ivanova ◽  
Alexey A. Golovin ◽  
Alina A. Kamalova ◽  
Bulat T. Gali ◽  
Vladimir V. Nosov ◽  
...  

The relevance of the study is determined by the fact that at present in the activities of every commercial bank the problem of financial risks, deposit policy and activation of instruments for attracting and retaining existing deposit sources in the context of the crisis of the Russian economy is very urgent. Among other things, this problem is caused by the need for stabilization in the banking sector, based on preventing the outflow of funds from the deposit accounts of customers, which in turn leads not only to a decrease in liquidity and solvency indicators, but also to the subsequent potential bankruptcy of a financial institution.    


2018 ◽  
Vol 8 (3) ◽  
pp. 300 ◽  
Author(s):  
Adedeji, Abosede O. ◽  
Ugwumadu, Obianuju C.

For some time, the banking sector in Nigeria has been witnessing incessant labour turnover. The study focused on the factors motivating employee loyalty and employee retention in the deposit money banks. This study used descriptive survey research design. Four banks namely First Bank of Nigeria, United Bank for Africa, Guaranty Trust Bank and First City Monument Bank were randomly selected for the study. The sample size for the study consists of 190 employees out of the total population of 360 employees. A set of self constructed questionnaire was used for data collection. 118 copies of the questionnaire that were correctly completed out of the 190 copies which were administered were used for the study. Percentages, frequency and mean ranking were used to analyze the data collected. The result showed that training and development (3.95) and promotion (3.86) were the main motivating factors for employee loyalty while training and development (4.01) and job security (3.90) were the best ranked employee retention factors. The implication of the result is that, apart from training and development, the better motivating factors for employee loyalty and employee retention are not the same. The result of the hypothesis showed a strong positive relationship between employee retention and loyalty factors in deposit money banks(r = 0.83). It is recommended that management should provide quality training and development programmes as important motivating factors for both employee loyalty and employee retention. The inclusion of other major motivating factors in the organizations’ HRM policy will be an added advantage.


2012 ◽  
Vol 10 (16) ◽  
pp. 299
Author(s):  
Дарко Милуновић ◽  
Дарија Милуновић

Резиме: Повећање агрегатне тражње је један од примарних циљева сваке привреде. Постизањем овог циља се остварују разни позитивни ефекти у привреди, који се манифестују кроз повећање потрошње, раст инвестиција, али и стварање бољег друштвеног амбијента. Кључну улогу у остварењу овог циља има држава, која својим инструментима и политикама усмјерава привреду ка повећању тражње. Иако су све привреде усмјерене ка томе, многе нису у могућности да зацртани циљ и остваре.Алтернатива, у настојању да се повећа агрегатна тражња, може бити у банкарском сектору. Наиме, повећање обима кредитних пласмана директно утиче на раст тражње. Комерцијалне банке, као и сва предузећа, настоје да континуирано повећавају своју вриједност на тржишту и боље се позиционирају. Један од начина да се у томе и успије јесте повећање прихода. С обзиром на специфичност комерцијалног банкарства, та њихова тежња се остварује, између осталог, путем побољшања кредитних пласмана. Да би се повећали приходи по овом основу, веома важна претпоставка је формирање атрактивних кредитних понуда, при чему је од изузетне важности да се уважавају ставови клијената о тој проблематици. Уважавати и вредновати њихове ставове значи идентификовати кључне факторе и прилагодити понуду њима. Моћ конџоинт анализе је у томе што нам омогућава да дођемо до одговора на постављени промблем. Алгоритам ове анализе представља мултиваријациону процедуру за мјерење преференција клијената банке у вези са атрибутима кредита. Конџоинт анализа се ослања на анкетирање клијената банке са репрезентативним сетом атрибута које клијенти рангирају према преференцијама. Квантитативне информације, које се добију, могу се искористити за моделирање кредитне понуде. У примјеру, једна комерцијална банка је заинтересована за формирање нове атрактивне кредитне понуде и жели да испита утицај више фактора (атрибута) на преференције клијената, како би дошла до одговора који је кључни фактор.Summary: The increase in aggregate demand is one of the primary goals of every economy. By achieving this goal, many positive effects in economy  are also achieved which is manifested through increase in consumption, investment and creating a better social environment. The state has the key role in achieving this goal, with its instruments and policies it directs economy toward demand increase. Although all economies aspire to this goal, many are not in position to realize the goal they have set for themselves.The alternative, in an effort to increase aggregate demand, may be the banking sector. Increase in volume of loans directly influences the growth of demand. Commercial banks, like all companies, strive to continually increase their value on the market and to better position themselves. One way to succeed in doing so is to increase the income. Given the specificity of commercial banking, their goal is achieved, inter alia, by improving of lending. In order to increase income on this basis,  a very important prerequisite is the formation of attractive credit offers with the strong emphasis on respecting the views of clients on this issue. To respect and value clients` views means identifying  key factors and adjusting the offer to them.The power of conjoint analysis is that it allows us to get the answer to this problem. The algorithm of this analysis is a multivariate procedure to measure the preferences of bank clients regarding the loan attributes. Conjoint analysis relies on a survey of bank clients with the representative set of attributes that are ranked according to clients` preferences. Obtained quantitative informations can be used to model the credit offer. For example, one commercial bank is interested in forming a new attractive credit offer and wants to study the influence of several factors (attributes) on client preferences in order to determine which factor is the most important one.


2018 ◽  
Vol 9 (1) ◽  
pp. 42
Author(s):  
Shahtaj Yousuf ◽  
Danish Ahmed Siddqui

The purpose of this study is to explain the factors that help in retaining employees in IT and banking industry. These factors include performance appraisals, training and development and workplace environment. It is important to learn how different organizations use these variables as tools to keep their employees satisfied and preserved. In order to carry out this research, a count of 120 questionnaires were distributed among the respective officials in various IT companies and banks. SPSS software was used to analyse the received data to find the relationship between employee retention and these three factors. The study explains that some variables such as performance appraisal, training and development and work environment largely affect the rate of employee retention. Results showed that performance appraisal has a significantly more impact on the retention rate of the employees working in IT sector whereas in banking sector training and development has more influence on retention rate. And through conducting a survey from employees working in these sectors, it is verified that banking and IT industries are also focusing on employee retention management. The academic implication of this research is that academicians should introduce the separate course of employee retention or retention management for the students of HR major as this area is gaining attention of not only researchers, but also of corporate world practitioners. And the practical implication of this research includes the importance of employee retention in the local and global competitive market. The practitioners must understand the worth of retention factors so that they can compete nationally and globally by effectively implementing them in retention strategies. They must work out for their employees as employees are the organization’s prior customers and satisfied employees can satisfy the organization’s customers.


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