Upload
saihah-sagun-gurung
View
62
Download
1
Embed Size (px)
DESCRIPTION
viva of thesis prepared for MBA
Citation preview
Submitted By:Amit Narayan ShresthaMBAApex College
HRM PRACTICES AND EMPLOYEE COMMITMENT IN NEPALESE COMMERCIAL BANKS
- A Graduate Research Project
BACKGROUND
Human resource management (HRM) refers to the policies and practices involved in carrying out the ‘human resource (HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations. (Dessler, 2007).
Employee commitment can be interpreted as the employee’s long-term relationship and intention to stay in the workplace along with an unshakable belief in the goals and objectives of his/her organization, followed by a devoted effort to reach these goals (Steers, 1977).
OBJECTIVE OF THE STUDY
To identify the HRM practices those are used in commercial banks in Nepal.
To examine the relationship between HRM practices and employee commitment of Nepalese commercial banks;
To explore the impact of HRM practices on employee commitment of Nepalese commercial banks;
To suggest some measures in order to enhance the HR practices of the commercial banks.
RESEARCH HYPOTHESIS
H1: There is a significant relationship between recruitment and selection and employee commitment.
H2: There is a significant relationship between training and development and employee commitment.
H3: There is a significant relationship between motivation and employee commitment.
H4: There is a significant relationship between compensation and employee commitment.
H5: There is a significant relationship between performance evaluation and employee commitment.
H6: There is a significant relationship between information sharing and employee commitment.
H7: There is a significant relationship between career development and employee commitment.
THEORETICAL FRAMEWORK
Recruitment and Selection
Career Development
Performance Evaluation
Information Sharing
Compensation
Training and Development
Motivation
Employee Commitment
Independent Variables Dependent Variables
RESEARCH METHODOLOGY AND DESIGN
Research design
Descriptive Research
Quantitative Research Technique
Population
Employees of Nepalese Commercial Banks
Sampling
Convenience Sampling
120 sample
106 respondents
RESEARCH METHODOLOGY AND DESIGN
Instrumentation:
Self – administered Questionnaire
5 Point Likert Scale
Google Docs for online questionnaire
Data Collection Procedure:
Online via email
Drop and Collect
RESEARCH METHODOLOGY AND DESIGN
Analysis of data:
Statistical Package for Social Science (SPSS) software
Descriptive Statistics
Frequencies
Percentages
Bivariate Statistics
Mean
Standard Deviation
Correlation Analysis
Pearson Correlation Test
RESULTS AND DISCUSSION
Respondent’s Profile:
Gender wise participation of the respondents
Age wise participation of the respondents
Marital status of the respondents
Educational Qualification of the respondents
Male – 52% Female – 48%
20-30 – 60% 30-40 – 33% 40-50 – 7%
Single – 54% Married – 46%
Intermediate – 1% Bachelor – 50% Master – 49%
RESULTS AND DISCUSSION
Designation of the respondents
No. of years in current bank of the respondents
Executive – 29% Non- Executive – 71%
1-5 – 61% 5-10 – 30% 10-15 – 9%
RESULTS AND DISCUSSION
Descriptive Analysis:
Descriptive Variable Mean Value
Recruitment and Selection 3.2956
Training and Development 3.4214
Motivation 3.5000
Compensation 3.3208
Performance Evaluation 3.5220
Information Sharing 3.3113
Career Development 3.4308
RESULTS AND DISCUSSION
Correlation Analysis:
Level of significance – 0.01 (2–tailed test)Hypothesized Relationship Correlation P-value Conclusion
H1: RnS EC 0.348 0.000 Accepted
H2: TnD EC 0.415 0.000 Accepted
H3: Mot EC 0.366 0.000 Accepted
H4: Com EC 0.295 0.002 Accepted
H5: PE EC 0.343 0.000 Accepted
H6: IS EC 0.386 0.000 Accepted
H7: CD EC 0.404 0.000 Accepted
CONCLUSION
Employee perceive that HRM practices have significant relationship with employee commitment towards their organization.
All the variables have positive impact on employee commitment.
The most influential variables:
Performance Evaluation
Motivation
IMPLICATION OF THE STUDY
This study crafts a new literature by testing the most important variables that influences employee commitment.
Human Resource Department of Nepalese Commercial Banks would be benefitted from the finding of this study.
Researchers and other academic scholars would also be benefitted from the findings of the study.
SUGGESTIONS FOR FUTURE RESEARCH
Other HRM practices that affect employee commitment such as grievance handling, HR planning, labour relationship, employee security, team activities, etc. could be used to assess the employee attitude (in form of employee commitment).
Similar research could be conducted for other sectors (NGO/INGOs, Industrial sector, etc. )
THANK YOU