scholarly journals Training and development in Nepalese commercial banks

2020 ◽  
Vol 23 (1) ◽  
pp. 93-104
Author(s):  
Dhan Raj Chalise
Keyword(s):  
Organizational Performance ◽  
Organizational Development ◽  
Human Resource Development ◽  
Commercial Bank ◽  
Commercial Banks ◽  
Development Program ◽  
Training And Development ◽  
Learning And Development ◽  
Descriptive Research ◽  
Skills Learning

 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.

scholarly journals Employee Retention in Nepalese Commercial Banks

2019 ◽  
Vol 22 (2) ◽  
pp. 95-106
Author(s):  
Dhan Raj Chalise
Keyword(s):  
Commercial Bank ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Development Program ◽  
Training And Development ◽  
Work Life ◽  
Career Opportunities ◽  
Career Opportunity ◽  
High Level

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.

scholarly journals Employee Retention in Nepalese Commercial Banks

2019 ◽  
Vol 22 (1) ◽  
pp. 95-106
Author(s):  
Dhan Raj Chalise
Keyword(s):  
Commercial Bank ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Development Program ◽  
Training And Development ◽  
Work Life ◽  
Career Opportunities ◽  
Career Opportunity ◽  
High Level

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.

Analisis Kinerja Keuangan Bank Umum Syariah Melalui Pendekatan Islamicity Performance Index

2021 ◽  
Vol 7 (2) ◽  
Author(s):  
Safaah Restuning Hayati ◽  
Mutiah Hanifah Ramadhani
Keyword(s):  
Financial Performance ◽  
Commercial Bank ◽  
Performance Index ◽  
Commercial Banks ◽  
Secondary Data ◽  
Sampling Technique ◽  
Descriptive Research ◽  
Index Approach ◽  
Principles Of Justice ◽  
Quantitative Descriptive

This study aims to determine how the financial performance of Islamic commercial banks in Indonesia through the islamicity performance index approach for the period 2013-2017, by the principles of justice, halalness, and purification. This study using quantitative descriptive research. The number of banks sampled are five Islamic commercial banks in Indonesia that have been selected, through a purposive sampling technique first. These banks are BRI Syariah, BNI Syariah, Mandiri Syariah, BCA Syariah, and Victoria Syariah. The type of data used is secondary data taken from the financial statements of each islamic commercial bank that is sampled. Through the islamicity performance index approach, the results of this study indicate that the financial performance of islamic commercial bank is unsatisfactory, based on the average of the variables that have been processed in accordance with predicate valuation standards.

scholarly journals Executive Education: BHEL’s Perspective

2019 ◽  
Vol 12 (1) ◽  
pp. 43-53
Author(s):  
Kishore Purswani ◽  
Rekha Bharadwaj
Keyword(s):  
Human Resource Development ◽  
Business Environment ◽  
Training And Development ◽  
Individual Development ◽  
Learning And Development ◽  
Corporate Learning ◽  
Training Schools ◽  
To Come ◽  
Set Up ◽  
The 1960S

Bharat Heavy Electricals Limited (BHEL) is one of the most preferred employers. Good HR practices, favourable individual development opportunities, an employee-friendly work environment and development opportunities makes it so. In fact, training and development has been at the core in the glorious journey of BHEL. Way back in the 1960s even before the factories came up, training schools (later known as Human Resource Development Centres–HRDCs) were the first to come up at BHEL plants in Bhopal, Hardwar and Hyderabad. BHEL takes pride in the fact that it was the first among the pioneers in Indian PSUs to establish an exclusive set-up for training people, when terms like OD/HRD were still new to HR professionals and academicians in India. In the present times of VUCAD2 (volatile, uncertain, complex, ambiguous and digitally disruptive) business environment, this quest for learning–unlearning and relearning has become all the more important. Thus, BHEL has created Corporate Learning and Development (CLD) function with the underlying theme ‘Learn-Share-Develop for Tomorrow’ for ‘Creating BHEL of Tomorrow’. Through various interventions at various levels, we ensure that the prime resource of the organization–the human capital– is always in a state of readiness to meet the dynamic challenges posed by the fast changing environment.

Human Resources Capacity-Building in Local Government

2000 ◽  
Vol 29 (2) ◽  
pp. 293-304 ◽  
Author(s):  
P.S. Reddy ◽  
S. Moodley ◽  
S. Maharajj
Keyword(s):  
Affirmative Action ◽  
Human Resource Development ◽  
Development Program ◽  
Pilot Project ◽  
Training And Development ◽  
City Council ◽  
Provincial Government ◽  
Development Management ◽  
Development Scheme ◽  
And Gender

The Training and Development Scheme (TDS) is an affirmative action-based program located in the Greater Durban Area of Kwazulu-Natal. The program was conceived in 1992 to address the racial and gender disparities in the Durban Metropolitan Area. At the time the Scheme was introduced, the transition from an apartheid city council to a non-racial council had yet to take place, and the uneven racial and gender employment patterns were all too evident. The TDS would be one of the mechanisms to address the under-representation of Black (Indian, Colored, and African) employees in the management cadre of local and provincial government. The Training and Development Scheme has since evolved from a small affirmative action pilot project into a comprehensive human resource development program with additional objectives and partnerships. It is envisaged that at the end of the 1997–98 program, approximately 145 participants would have graduated from the Scheme. The participants would have been provided with education and training that complies with the requirements of the National Qualifications Framework and is dynamically linked to the broader institutional transformational issues of local and provincial government management. The Training and Development Scheme has since been upgraded and since 1998, has been offered as a Post-Graduate Diploma in Public Administration (Development Management) by the School of Public Policy and Development Management of the University of Durban-Westville.

scholarly journals ISSUES OF TRANSFER OF TRAINING FROM THE TRAINING HOUSES TO THE LINE DEPARTMENT: A CASE OF GOVERNMENT SECTOR DEPARTMENT IN PAKISTAN

2014 ◽  
Vol 10 (1) ◽  
Author(s):  
Farooq-E-Azam Cheema ◽  
Keyword(s):  
Organizational Performance ◽  
Organizational Development ◽  
Human Resource Development ◽  
Transfer Of Training ◽  
Theory And Practice ◽  
Line Managers ◽  
Factors Affecting ◽  
Government Sector ◽  
The People ◽  
The Government

Purpose:Purpose of this case study and its analysis is to highlight the issue of transfer inherent with the classroom training especially in the government sector departments. Of-the-job training is an expensive investment disparate with its returns. The issue is growingly attracting the attention of the HRD writers and the practitioners. Methodology/Sampling:The study is based on comprehensive literature reviewed critically and the diverse factors affecting transfer of training from the training houses to the line departments. The good practices from the literature were juxtaposed with the actual practices of the Directorate of Human Resource Development Pakistan Customs and Sales Tax and the line departments that directorate was serving. Findings:In theory and practice both, measures relating to transfer of training from the training houses to the line departments is aimed at improving the organizations’ individual employee’s productivity and organizational performance in the result. It focuses on diverse elements and subsystems of the organization involved in the transfer of training including the training house management, the trainees, line managers and the top management of the client organizations. Involvement of the people in the process of organizational development is hall mark of this process.

scholarly journals Human Resource Development and Employee Engagement in Nepalese Commercial Banks

2019 ◽  
Vol 4 (2) ◽  
pp. 21-34
Author(s):  
Kishor Hakuduwal
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Commercial Banks ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

scholarly journals HUMAN RESOURCE MANAGEMENT PRACTICES AND NIGERIAN BANKS’ PERFORMANCE

2020 ◽  
Vol 2 (1) ◽  
pp. 124-140
Author(s):  
Ali Ibrahim ALASAN ◽  
Julius Paul EYANUKU
Keyword(s):  
Regression Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Commercial Banks ◽  
Management Practices ◽  
Training And Development ◽  
Human Resource Management Practices ◽  
Recruitment And Selection

The importance of human resource management practices has gained acceptance and wide recognition in a cross-cultural context. Several studies, examining the procedures and practices of human resource management (HRM) and its implementation aspects have emerged, and been applied in different contexts. Achieving better employee performance has been a significant focus for both private and public organisations. Hence there is need to investigate how human resource (HR) practices impact upon organizational performance. This research focuses on three HRM variables, that is, training and development, recruitment and selection and remuneration, and the impact on organizational performance. Using a survey method, data was collected from 257 employees working in commercial banks, Ikorodu. This study analysed the data using descriptive statistics like the mean, median, maximum and standard deviation toanalyse the characteristics of the variables. On the other hand, the hypotheses were tested using regression analysis. We further carry out normality test before performing regression analysis on each of the variables as shown in the following model specification, which tallies with our Research Questions, Research Objectives and Research Hypotheses. The findings revealed that training and development is positively related to organizational performance in commercial banks in Nigeria, the study concludes that, Training and Development will grants the employee’s more insight and control over their jobs. Similarly, in the case of Recruitment and Selection and organizational performance, the study concludes that, employees with good motivational package have more confidence in their capabilities, thus remaining more committed to their organisations. This in-turn boosts organizational performance. Conversely, the study reported a statistical insignificant relationship between Remuneration and organizational performance in commercial banks in Nigeria

scholarly journals Human Resources Development Policy as a Strategy for Improving Public Organizational Performance

2019 ◽  
Vol 23 (1) ◽  
pp. 50 ◽  
Author(s):  
Eka Sunahwati ◽  
Muhammad Syamsul Maarif ◽  
Anggraini Sukmawati
Keyword(s):  
Organizational Performance ◽  
Human Resource Development ◽  
Development Policy ◽  
Training And Development ◽  
Primary Data ◽  
Leadership Qualities ◽  
Organizational Goals ◽  
Service Unit ◽  
Expert Choice ◽  
Hierarchy Process

The purpose of this research was to analyze organizational performance improvement strategies in the Center for Testing the Implementation of New Fisheries Products (BBP2HP). The research was conducted using AHP (Analytical Hierarchy Process) method with Expert Choice software to analyze the structure and the main strategy alternatives. The analysis was based on primary data obtained through interviews with 11 experts. Research results showed that human resource development policy was the most crucial strategy in improving BBP2HP organizational performance with training and development as an integral part of the strategy. The results also showed that the factor of leadership was of most importance in ensuring that the strategy of improving organizational performance. In that regard, leadership qualities of BBP2HP head was identified as the most critical and influential actor in improving BBP2HP organizational performance Meanwhile, providing excellent services was identified as the top priority that BBP2HP must pursue in improving its organizational performance as public service unit. The implications of this study are public organizations should implement training and development in accordance with the needs of the organization; and the pivotal role that leadership plays in the strategic management of the organization in empowering and directing organizational resources towards achieving organizational goals in as effective and efficient a manner.

scholarly journals IMPLEMENTASI MAQASID SYARIAH PADA ANNUAL REPORT BANK UMUM SYARIAH SEBAGAI MITRA UNIVERSITAS ISLAMI (STUDI KASUS PADA BANK SYARIAH MANDIRI)

2020 ◽  
Vol 21 (1) ◽  
pp. 60-67
Author(s):  
Frisztina Anisa ◽  
Veni Soraya Dewi ◽  
Ade Vira Agustina
Keyword(s):  
Qualitative Research ◽  
Commercial Bank ◽  
Commercial Banks ◽  
Research Method ◽  
Annual Report ◽  
Human Life ◽  
Economic Activities ◽  
Descriptive Research ◽  
Five Factors ◽  
The World

Islam has arranged all matters relating to human life in the world, including economic activities. In carrying out economic activities must be in accordance with the purpose of life of a Muslim with its implementation is mashlahah on the activities of maqasid syaria. Maqashid sharia has five factors, namely guarding religion, guarding the soul, guarding reason, guarding offspring, and protecting property. Sharia Commercial Bank as a supporter of the community's economy in carrying out all its activities must be based on sharia provisions. Annual Report reflects the activities of Sharia Commercial Banks both financial and non-financial. Maqasid Sharia as an indicator of the implementation of sharia principles must be reflected in the Sharia Commercial Bank Annual Report. This study aims to determine the implementation of the Maqasid Syaria in the Sharia Commercial Bank annual report. The sample in this study is Bank Syariah Mandiri Annual Report. The research method used in this study is qualitative research that is descriptive research and analysis based on theories and other supporting sources. The results of the study are Bank Syariah Mandiri has implemented all aspects of the maqasid syaria as reflected in the Annual Report.Islam sudah mengatur segala urusan yang berkaitan dengan kehidupan manusia di dunia, termasuk aktifitas ekonomi. Dalam melakukan aktivitas ekonomi harus sesuai dengan tujuan hidup seorang muslim dengan implementasinya adalah mashlahah pada aktivitas maqasid syariah. Maqashid syariah memiliki lima faktor, yaitu menjaga agama, menjaga jiwa, menjaga akal, menjaga keturunan, dan menjaga harta. Bank Umum Syariah sebagai salah satu pendukung perekonomian masyarakat dalam menjalankan segala aktivitasnya harus berdasarkan ketentuan syariah. Annual Report mencerminkan dari aktifitas Bank Umum Syariah baik keuangan maupun non keuangan. Maqasid Syariah sebagai indikator terlaksananya prinsip syariah harus tercermin dalam Annual Report Bank Umum Syariah. Penelitian ini bertujuan untuk mengetahui implementasi maqasid syariah pada annual report Bank Umum Syariah. Sampel pada penelitian ini adalah Annual Report Bank Syariah Mandiri. Metode penelitian yang dipakai dalam penelitian ini adalah penelitian kualitatif yaitu penelitian yang bersifat deskriptif dan analisis berdasarkan teori dan sumber-sumber lain yang mendukung. Hasil dari penelitian adalah Bank Syariah Mandiri telah mengimlementasikan seluruh aspek maqasid syariah yang tercermin pada Annual Report.

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