scholarly journals The role of HRM practices in retaining employees: evidence from the banking sector

2021 ◽  
Vol 7 (4) ◽  
pp. 232-247
Author(s):  
Muhammad Daniyal ◽  
Mrestyal Khan
Keyword(s):  
Performance Appraisal ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Training And Development ◽  
Working Environment ◽  
The Past ◽  
Convenience Sampling ◽  
And Performance

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.

scholarly journals Unravelling the HRM practices and performance link in Malaysian SMEs: The role of organizational innovation

2021 ◽  
pp. 1111-1120 ◽  
Author(s):  
Nazlina Zakaria ◽  
Francis Chuah Chin Wei ◽  
Nor Azimah Chew Abdullah ◽  
Rushami Zien Yusoff
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Organizational Innovation ◽  
Strong Relationship ◽  
Training And Development ◽  
Linkage Data ◽  
Hrm Practices ◽  
And Performance ◽  
The Relationship

Many studies have focused on direct link between HRM practices and organizational performance. There is a strong relationship between these two variables that driven further research to identify the mechanism through which such relationship exists. Following resource-based view (RBV), the aim of this research was to investigate the indirect effect of organizational innovation on HRM practices-performance linkage. Data was collected from owners/managers of manufacturing SMEs in West Malaysia. 331 (60.5%) distributed questionnaires were received and analyzed through PLS-SEM. Out of six hypotheses on mediation, only one hypothesis was rejected. The findings strongly supported the RBV theory when organizational innovation significantly mediated the relationship. These results clearly indicate that organizational innovation plays an intermediate role between HRM practices (i.e. communication and information sharing, compensation, selection, performance appraisal, and training and development) and organizational performance of SMEs.

scholarly journals Factors Influencing Employee Retention: A Karachi Based Comparative Study on IT and Banking Industry

2018 ◽  
Vol 9 (1) ◽  
pp. 42
Author(s):  
Shahtaj Yousuf ◽  
Danish Ahmed Siddqui
Keyword(s):  
Performance Appraisal ◽  
Employee Retention ◽  
Banking Sector ◽  
Banking Industry ◽  
Retention Rate ◽  
Practical Implication ◽  
Training And Development ◽  
Performance Appraisals ◽  
Retention Factors ◽  
Retention Management

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.

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.

The Influence of Leadership on Employee Retention in Tanzania Commercial Banks

2018 ◽  
Vol 8 (2) ◽  
pp. 274 ◽  
Author(s):  
Kelvin M Mwita ◽  
Eliza Mwakasangula ◽  
Oscar Tefurukwa
Keyword(s):  
Commercial Banks ◽  
Employee Retention ◽  
Linear Regression Analysis ◽  
Leadership Skills ◽  
Working Hours ◽  
Training And Development ◽  
Working Environment ◽  
Bank Managers ◽  
Recruitment And Selection ◽  
Management Functions

Leadership is one of important aspects in any form of activity that involves people. Leadership may make employees either stay or leave the organisation hence it becomes one of factors that influence employee retention. Organisations spend and invest a lot in their employees and this starts from recruitment and selection, training and development, compensation and other Human Resource Management functions. This entails that letting an employee leave your organisation is a costly decision one can ever make. Various studies done in Tanzania have been investigating employee retention by associating it with other factors such as salaries, working hours, training and development, working environment and promotion among others. This study examined the link between leadership and employee retention. The study used Akiba Commercial Bank (Buguruni Branch) and Tanzania Postal Bank (Morogoro Branch) as the study cases and data were collected using questionnaires. Linear regression analysis was employed to examine the relationship between the variables. It was found that there is significant linear relationship between leadership and employee retention in Tanzania commercial banks. The study recommends provision of training to bank managers and supervisors on leadership skills since managing and leading go hand in hand. It further reminds managers and supervisors to seek for feedback from their subordinates on how they perceive leadership styles used in respective banks and make improvements before the employees decide to leave.

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.

The Effect of Career Development on Employees’ Retention in Logistics Industry at Labuan F.T.: The Role of Pay Satisfaction as a Mediator

2021 ◽  
Vol 7 (2) ◽  
pp. 213-217
Author(s):  
Al Gaffrie Mil Kusin ◽  
Dewi Tajuddin ◽  
Sylvia Nabila Azwa Ambad ◽  
Hamsinar Hasan
Keyword(s):  
Career Development ◽  
Employee Retention ◽  
Sampling Method ◽  
Pay Satisfaction ◽  
Organizational Productivity ◽  
Logistics Industry ◽  
Convenience Sampling ◽  
And Performance ◽  
The Relationship

Most organizations always look for ways in how to improve employee retention and satisfaction in order to maintain their organizational productivity and performance. The purpose of this paper is to investigate the perspective of selected employees on the effect of career development on employee retention in logistics industry at Labuan F.T, with pay satisfaction playing the role as the mediator. The sample size of this quantitative study is 200 employees of Asian Supply Base Sdn. Bhd. (ASB) while the sampling method are purposive sampling and convenience sampling. The collection of data was analysed using Smart-PLS. The results showed that career development has a significant impact on employee retention, whereas the relationship between career development and employee retention can be mediated by pay satisfaction.

scholarly journals The Mediation Effect of Job Satisfaction between Reward System and Training and Development on Employee Retention in Yemen’s Banking Sector

2021 ◽  
Vol 4 (4) ◽  
pp. 215-228
Author(s):  
Hareth Abd Al-Wareth Alrazehi ◽  
Noor Aina Amirah ◽  
Ali Salman Mohammed Emam
Keyword(s):  
Job Satisfaction ◽  
Commercial Banks ◽  
Employee Retention ◽  
Banking Sector ◽  
Reward System ◽  
Training And Development ◽  
Important Variable ◽  
Mediation Effect ◽  
Cross Sectional ◽  
And Training

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.

scholarly journals Improving Employee Retention using Path Analysis At E-Commerce Company in Indonesia

2019 ◽  
Vol 8 (3) ◽  
pp. 1382-1386
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Path Analysis ◽  
Performance Appraisal ◽  
Turnover Intention ◽  
Employee Retention ◽  
Training And Development ◽  
Analysis Method ◽  
And Performance ◽  
Office Employees

To keep best talent to stay in the organization, managing human capital is an important part to compete with competitors through its people. The purpose of this study was to determine the influence of training and development, compensation, and performance appraisal toward turnover intention through organizational commitment so that employee retention improvement can be suggested. Methods of data collection used in this study is through questionnaires distributed to 117 office employees. Data analysis method used in this research is path analysis. The result of this study showed that training and development, compensation, performance appraisal, and organizational commitment have significant influence toward turnover intention simultaneously and individually. The way to improve employee retention recommendation are discussed.

Pupil with Obsessive-Compulsive Disorder

2017 ◽  
Vol 7 (2) ◽  
pp. 7-25
Author(s):  
Karolina Diallo
Keyword(s):  
Obsessive Compulsive Disorder ◽  
School Performance ◽  
School Environment ◽  
Detrimental Effect ◽  
Obsessive Compulsive ◽  
Compulsive Disorder ◽  
The Past ◽  
And Performance ◽  
The Impact

Pupil with Obsessive-Compulsive Disorder. Over the past twenty years childhood OCD has received more attention than any other anxiety disorder that occurs in the childhood. The increasing interest and research in this area have led to increasing number of diagnoses of OCD in children and adolescents, which affects both specialists and teachers. Depending on the severity of symptoms OCD has a detrimental effect upon child's school performance, which can lead almost to the impossibility to concentrate on school and associated duties. This article is devoted to the obsessive-compulsive disorder and its specifics in children, focusing on the impact of this disorder on behaviour, experience and performance of the child in the school environment. It mentions how important is the role of the teacher in whose class the pupil with this diagnosis is and it points out that it is necessary to increase teachers' competence to identify children with OCD symptoms, to take the disease into the account, to adapt the course of teaching and to introduce such measures that could help children reduce the anxiety and maintain (or increase) the school performance within and in accordance with the school regulations and curriculum.

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