This study employs an exploratory and quantitative research approach to systematically investigate the impact of Human Resource Management (HRM) practices on Organizational Performance within the Indian Banking sector. The research approach combines exploratory research, aimed at gaining insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the significance of promotion and transfer policies, considered paramount in influencing organizational performance in both public and private banks. Additionally, the study underscores the importance of training and development initiatives in enhancing employee skills and competencies. Clear and effective communication within HR policies is identified as pivotal in improving organizational performance. Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to improved employee satisfaction and overall performance in the banking sector. The findings offer guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better organizational performance.
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
The documents discuss performance management systems (PMS) and their importance for organizations. Several key points:
1) PMS help organizations evaluate employee performance, provide feedback, identify high performers, and ensure goals are achieved. However, different methods may be more suitable for some organizations than others.
2) Regular, quality feedback and recognition through PMS can help employees increase skills and retain top talent. But systems must be implemented fairly and effectively.
3) Studies on various companies found that factors like training, development, feedback and rewarding high performance via PMS positively influenced employee outcomes. However, systems can be improved by addressing issues like lack of transparency.
4) Choosing the right PMS method is
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
This document is a project report submitted by M. Lakshmi to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce degree in Bank Management. The project studied human resource management practices and employee satisfaction in private sector banks in India under the guidance of Mrs. A.J. Jemima Malathy. The introduction provides background on the importance of effective HRM practices and high employee job satisfaction for organizational success. It notes that managing human resources and achieving employee satisfaction are crucial for organizations to achieve their goals and maintain competitiveness, especially in India's developing economy.
"Research proposal on“Human resource management practice in the RMG sector...Akash Islam
This document outlines a research proposal on human resource management practices in the ready-made garment sector of Bangladesh. The research will analyze current HRM practices, identify issues, and suggest improvements. It will use both primary data collection through interviews and secondary data collection from literature. A literature review discusses previous studies on HRM practices in various industries, finding issues like poor training, compensation, and worker relations. The proposed study aims to understand HRM practices in RMG sectors and develop solutions to problems identified.
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
The documents discuss performance management systems (PMS) and their importance for organizations. Several key points:
1) PMS help organizations evaluate employee performance, provide feedback, identify high performers, and ensure goals are achieved. However, different methods may be more suitable for some organizations than others.
2) Regular, quality feedback and recognition through PMS can help employees increase skills and retain top talent. But systems must be implemented fairly and effectively.
3) Studies on various companies found that factors like training, development, feedback and rewarding high performance via PMS positively influenced employee outcomes. However, systems can be improved by addressing issues like lack of transparency.
4) Choosing the right PMS method is
The Impact of Human Resource Practices on Organizational Performance: A Study...AI Publications
The aim of this study to find the impact of human resource management practices on organizational performance of businesses located in Erbil. The research analyzed by applying quantitative method, I applied a structured survey as tool of this research. I distributed 100 questionnaires, but only 71 questionnaires I was able to receive. The findings showed that there is a positive relationship between human resource management practices and organizational performance.In my study, I have found the limitations, for instance the measurement of applying few of human resource management practices in order to measure organizational performance.Future studies can enhance the above research limitations and foresee a much detailed research study of the relation between human resource management practices by taking more practices intro consideration in order to measure and assess organizational performance.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
This document is a project report submitted by M. Lakshmi to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce degree in Bank Management. The project studied human resource management practices and employee satisfaction in private sector banks in India under the guidance of Mrs. A.J. Jemima Malathy. The introduction provides background on the importance of effective HRM practices and high employee job satisfaction for organizational success. It notes that managing human resources and achieving employee satisfaction are crucial for organizations to achieve their goals and maintain competitiveness, especially in India's developing economy.
"Research proposal on“Human resource management practice in the RMG sector...Akash Islam
This document outlines a research proposal on human resource management practices in the ready-made garment sector of Bangladesh. The research will analyze current HRM practices, identify issues, and suggest improvements. It will use both primary data collection through interviews and secondary data collection from literature. A literature review discusses previous studies on HRM practices in various industries, finding issues like poor training, compensation, and worker relations. The proposed study aims to understand HRM practices in RMG sectors and develop solutions to problems identified.
This document provides an overview of a study on the impact of competency-based management strategies on human resource retention in engineering industries in Marathwada Region, India. The study aims to identify the relationship between competency-based strategies and retention, explore challenges to retention, analyze organizational interventions, study the relationship between job satisfaction and retention, and determine how HRM practices and culture affect retention. The methodology involves surveys of 50 industries, 500 employees, and 50 HR managers. Statistical analysis will be used to test hypotheses about competency-based strategies and their association with retention factors. The research is divided into chapters covering literature review, regional socioeconomics, competency strategies/retention, data collection/analysis, and income classifications
This document summarizes a case study on employee engagement initiatives at Eisai Pharmatechnology & Manufacturing Pvt. Ltd. in India. The study found that Eisai had a 95% employee engagement rate, high levels of compliance culture, pride in working at Eisai, and passion for the company's mission and goals. Leadership qualities and work-life balance policies also contributed to engagement. Older employees were found to contribute more to engagement levels. The study concluded that Eisai has clear vision and objectives and considers engagement an ongoing improvement process. While current HR initiatives are effective, Eisai should continue measuring and improving engagement to sustain high performance.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Healthy economic development requires properly managing the banking industry of any country. Along with state-owned banks, private banks play a critical role in the country's economy. Managers in all types of banks now confront the same challenge: how to get the utmost output from their employees. Therefore, Performance appraisal appears to be inevitable since it set the standard for comparing actual performance to established objectives and recommending practical solutions that help the organization achieve sustainable growth. Therefore, the purpose of this research is to determine the effect of performance appraisal on employee motivation and retention. Major findings of the study indicate that performance appraisal is critical for employee motivation and employees perceived performance appraisal as a fair procedure, which increased their motivation and retention. Compensation and reward, and feedback are also perceived positively by the employees, which motivate them to stay in the banks.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
Empowerment and its Relation with the Job Performance Among the Bank Employee...Dr. Amarjeet Singh
Empowerment of employees give them the power
and responsibility in order to enhance their self-confidence
and give them freedom to perform well. The performance of
employees is the final product sought by all organizations,
which is an indicator for success and failure. The primary
objective of this study is to assess the extents of empowerment
and the level of job performance among the bank employees in
the Kingdom of Bahrain and if there is a significant
correlation between both variables. The descriptive study was
based on surveying 250 employees and managers from 5 main
banks in Bahrain. The questionnaire measured the
empowerment level as well as the job performance level
among the respondents and the correlation between them. As
considered the main two variables of the study. The survey
questionnaire was developed and modified by the researcher
according to the scope of the study. The response rate was
80%. The study data and hypotheses were examined by
statistical analysis done on SPSS 25.0. Most of the respondents
found that the level of empowerment and job performance
were at very high level in banks in Bahrain. The study found a
strong correlation between empowerment of employees and
job performance. Thus, the alternative hypothesis was
accepted. The findings support the high level of empowerment
of employees and job performance and there is a strong
correlation between them.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
22. tqm practices and organizational performance inikhwanecdc
This document summarizes a research article that examines the relationship between total quality management (TQM) practices and organizational performance, with the mediating roles of human resource management (HRM) practices and innovation. The study aims to develop a conceptual framework showing how TQM practices impact organizational performance through HRM practices and innovation. It reviews literature on TQM, organizational performance, HRM practices, and innovation. The study objectives are to investigate the relationships between these variables and determine if HRM practices and innovation mediate the impact of TQM practices on organizational performance. The methodology will test this model using data from Jordanian manufacturing companies.
The Role of Strategic Human Resource Management Practice Mediated by Knowledg...IOSR Journals
This document summarizes a research study that examined the relationships between strategic human resource management practices, knowledge management, service quality, and organizational performance in public and private hospitals in South Kalimantan, Indonesia. The study found that strategic human resource management practices significantly influence knowledge management and service quality. Knowledge management also significantly influences service quality and organizational performance. Service quality was found to influence organizational performance as well. The study concluded that strategic human resource management practices, when mediated by knowledge management, can significantly impact service quality and organizational performance.
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
This document summarizes research on HRM practices in public sector and private sector banks in India. It begins with an introduction on the importance of HRM for organizational performance in the banking industry. It then describes the key differences between public sector banks, which are government-owned, and private sector banks, which are privately owned. The literature review summarizes several past studies that have examined the relationship between HRM practices like compensation, training, performance evaluation and job satisfaction in banks. Overall, the research suggests that effective HRM practices can help improve employee performance and satisfaction, which is critical for banks given their people-centric nature.
This document provides a literature review on performance management systems. It summarizes several studies that have examined the impact and effectiveness of performance management. Some key findings include: successful performance management systems are linked to positive organizational outcomes like financial performance; measurement and goal-setting are associated with better company performance; training and development practices are strongly related to perceived organizational performance; and line manager involvement and buy-in is important for effective implementation of performance management systems. The literature review covers research from 1997 to 2012.
Strategic human resource management technology effect and implication for dis...IJECEIAES
This document discusses strategic human resource management and the effects of technology on HR. It summarizes previous research on the importance of strategic HR planning and alignment with organizational goals. The changing nature of work and the changing role of HR is discussed, including a shift toward more strategic involvement. The importance of HR activities and management is also discussed in the context of non-government organizations. A field study was conducted of 105 Saudi employees to understand attitudes toward the effects of distance learning and training on HR management and development.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
This document discusses measuring human resource performance at Bhayangkara Hospital in Tebing Tinggi, Indonesia using the Human Resources Scorecard approach. Key performance indicators were established across four perspectives: financial, customer, internal business processes, and learning and growth. Based on the results, some targets were not achieved, including increasing training costs by 10%, balancing human resources with patient growth, and fully integrating human resource data. Overall performance was measured at 0.73 based on the established indicators. The study aims to help the hospital improve long-term human resource performance and competitiveness through objective performance measurement.
The document analyzes the influence of work discipline and work motivation on employee performance at PT Bank Victoria Fatmawati Branch. It describes the research methodology used, which was a quantitative causal associative study of 40 bank employee respondents. Validity and reliability tests were conducted on survey instruments. Results of the analysis found that work discipline did not significantly influence employee performance, but work motivation did significantly influence performance. Work discipline and motivation together were also found to significantly influence employee performance.
A Study On The Impact Of Human Resource Management On The Performance At An E...Linda Garcia
This document summarizes a research study on the impact of human resource management (HRM) practices on the performance of an educational institution in India. The study examines how HRM practices like training, performance appraisal, career planning, employee participation, job definition, compensation and selection affect the institution's performance. It reviews several models of HRM including the Harvard model, Michigan model, and Guest comparative model. The literature review discusses previous findings on the relationship between HRM practices and organizational performance. The document provides context on the educational institution studied and outlines the objective to identify factors impacting its performance.
Writekraft Research and Publications LLP was initially formed, informally, in 2006 by a group of scholars to help fellow students. Gradually, with several dissertations, thesis and assignments receiving acclaim and a good grade, Writekraft was officially founded in 2011 . Since its establishment, Writekraft Research & Publications LLP is Guiding and Mentoring PhD Scholars.
Our Mission
“To provide breakthrough research works to our clients through Perseverant efforts towards creativity and innovation”.
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Writekraft endeavours to be the leading global research and publications company that will fulfil all research needs of our clients. We will achieve this vision through:
Analyzing every customer’s aims, objectives and purpose of research
Using advanced and latest tools and technique of research and analysis
Coordinating and including their own ideas and knowledge
Providing the desired inferences and results of the research
In the past decade, we have successfully assisted students from various universities in India and globally. We at Writekraft Research & Publications LLP head office in Kanpur, India are most trusted and professional Research, Writing, Guidance and Publication Service Provider for PhD. Our services meet all your PhD Admissions, Thesis Preparation and Research Paper Publication needs with highest regards for the quality you prefer.
USING STRUCTURAL EQUATION MODELING ON FOREIGN DIRECT INVESTMENT OF INDIAN ECO...indexPub
Purpose: Foreign direct investment (FDI) altogether influences the beneficiary country's financial development, making it more stable, high-quality, and healthy, according to this empirical study based on the present stage of economic development. Thus, every country encountering financial globalization is attempting to lay out a serious business climate to increment worldwide speculation. Design/Methodology/Approach: the main objective of this study is based on Institutional quality or Evidence and I selected 5 factors Institutional Metrics like Voice and Accountability, Civil liberties, Women in parliament, Corruption perceptions, Political rights from DPIIT website (Secondary Data) for the period 2018-2023. Static analysis methods such as the Unit Root Test, the ARDL Approach, and SEM are being used. Originality/Value: The experts in this study used OLS (Least Squares) regression: Foreign direct investment (FDI) streams were the focal point of the exploration. The impact of institutional qualities on unfamiliar direct speculation streams has been explored utilizing the customary least square methodology. Findings: Institutional metrics of government efficacy and corruption have shown a shortrun link with foreign direct investment (FDI) flows, according to the research, which used the ARDL model to find that these indicators had positive coefficient values. As far as institutional markers like law and order, administrative quality, and voice and responsibility, the review found that political stability had a long-term association with foreign direct investment flows (7.4578 > 4.16), placing it above the upper peasant table.
SUSTAINABLE INVESTING UNVEILED: THE ROLE OF BOND RATINGS IN GUIDING GREEN BON...indexPub
The increasing urgency to address climate change has propelled sustainable investing into the spotlight, with green bonds emerging as a pivotal instrument for mobilizing the capital required for environmental projects. This study delves into the critical role that bond ratings play in guiding investments in green bonds, shedding light on how these ratings influence investor confidence and the allocation of funds towards sustainable initiatives. By employing a mixed-methods approach, combining quantitative analysis of green bond performance with qualitative interviews from industry experts, this research offers a comprehensive overview of the interplay between bond ratings and green bond investments. The findings suggest that higher bond ratings, often indicative of lower risk and better sustainability credentials, significantly impact the attractiveness of green bonds to investors. Additionally, the study examines the evolution of rating criteria to encompass environmental, social, and governance (ESG) factors, highlighting the shift towards more holistic assessments of investment risk and potential. This research contributes to the broader discourse on sustainable finance by providing insights into the mechanisms through which bond ratings can facilitate more informed and impactful green bond investments.
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Similar a ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKING SECTOR
This document provides an overview of a study on the impact of competency-based management strategies on human resource retention in engineering industries in Marathwada Region, India. The study aims to identify the relationship between competency-based strategies and retention, explore challenges to retention, analyze organizational interventions, study the relationship between job satisfaction and retention, and determine how HRM practices and culture affect retention. The methodology involves surveys of 50 industries, 500 employees, and 50 HR managers. Statistical analysis will be used to test hypotheses about competency-based strategies and their association with retention factors. The research is divided into chapters covering literature review, regional socioeconomics, competency strategies/retention, data collection/analysis, and income classifications
This document summarizes a case study on employee engagement initiatives at Eisai Pharmatechnology & Manufacturing Pvt. Ltd. in India. The study found that Eisai had a 95% employee engagement rate, high levels of compliance culture, pride in working at Eisai, and passion for the company's mission and goals. Leadership qualities and work-life balance policies also contributed to engagement. Older employees were found to contribute more to engagement levels. The study concluded that Eisai has clear vision and objectives and considers engagement an ongoing improvement process. While current HR initiatives are effective, Eisai should continue measuring and improving engagement to sustain high performance.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Healthy economic development requires properly managing the banking industry of any country. Along with state-owned banks, private banks play a critical role in the country's economy. Managers in all types of banks now confront the same challenge: how to get the utmost output from their employees. Therefore, Performance appraisal appears to be inevitable since it set the standard for comparing actual performance to established objectives and recommending practical solutions that help the organization achieve sustainable growth. Therefore, the purpose of this research is to determine the effect of performance appraisal on employee motivation and retention. Major findings of the study indicate that performance appraisal is critical for employee motivation and employees perceived performance appraisal as a fair procedure, which increased their motivation and retention. Compensation and reward, and feedback are also perceived positively by the employees, which motivate them to stay in the banks.
The document summarizes research on the evolving roles of human resource professionals. It discusses how factors like globalization, technology, and organizational changes have transformed the HR role from traditional administrative tasks to more strategic responsibilities. The literature review examines research on emerging HR roles like strategic partner, change agent, employee advocate, and driving diversity and equal opportunity. It is suggested that HR professionals must develop new competencies to address changing business needs and effectively manage increasingly knowledge-based workforces.
The document discusses employee engagement at Eisai Pharmatechnology & Manufacturing Pvt Ltd in India. It finds that Eisai has very high levels of employee engagement, with 95% of employees engaged. Several factors contribute to this high engagement, including a strong compliance culture (99%), employees feeling pride in working at Eisai (over 99%), and a focus on quality and safety (over 98%). Employee surveys found high ratings for leadership (96%) and policies/procedures (93%). The study concludes that Eisai has clear vision and considers engagement an ongoing process, though it recommends continuing to measure and track engagement over time to sustain these high levels.
The document discusses employee engagement and its importance for organizational effectiveness. It focuses on HR initiatives taken by Eisai Pharmatechnology and Manufacturing Private Limited in India to engage employees. The objectives are to understand Eisai's HR initiatives for engagement, examine their strategies and practices, review the initiatives' progress, and how it has impacted organizational performance through engagement. Previous research highlighted links between engagement and business success factors like performance, productivity and customer satisfaction. Effective change management, support for managers, communication and leadership are important for engagement. HR practices like training and competitive pay can improve engagement.
Empowerment and its Relation with the Job Performance Among the Bank Employee...Dr. Amarjeet Singh
Empowerment of employees give them the power
and responsibility in order to enhance their self-confidence
and give them freedom to perform well. The performance of
employees is the final product sought by all organizations,
which is an indicator for success and failure. The primary
objective of this study is to assess the extents of empowerment
and the level of job performance among the bank employees in
the Kingdom of Bahrain and if there is a significant
correlation between both variables. The descriptive study was
based on surveying 250 employees and managers from 5 main
banks in Bahrain. The questionnaire measured the
empowerment level as well as the job performance level
among the respondents and the correlation between them. As
considered the main two variables of the study. The survey
questionnaire was developed and modified by the researcher
according to the scope of the study. The response rate was
80%. The study data and hypotheses were examined by
statistical analysis done on SPSS 25.0. Most of the respondents
found that the level of empowerment and job performance
were at very high level in banks in Bahrain. The study found a
strong correlation between empowerment of employees and
job performance. Thus, the alternative hypothesis was
accepted. The findings support the high level of empowerment
of employees and job performance and there is a strong
correlation between them.
HUMAN RESOURCES DEVELOPMENT POLICIES: A COMPARATIVE STUDY OF ICICI BANK AND P...paperpublications3
Abstract:HRD in banking sector is a continuous process to ensure the development of employee competencies, dynamism, motivation and effectiveness in systematic and planned manner. HRD is helpful in development of employee’s physical capacities, relationships attitudes, values, knowledge and skills. The study is aimed at assessing the extent of HRD Policies in ICICI Bank and Punjab National Bank and also comparative Analysis. For the purpose of the study, primary data is collected from 200 officer cadre employees of ICICI Bank and Punjab National Bank through a structured questionnaire. The study revealed that the Performance appraisal, Training and Development and Organizational development are better in ICICI Bank compared to Punjab National Bank.
Keywords:Human Resource Development Policies.
22. tqm practices and organizational performance inikhwanecdc
This document summarizes a research article that examines the relationship between total quality management (TQM) practices and organizational performance, with the mediating roles of human resource management (HRM) practices and innovation. The study aims to develop a conceptual framework showing how TQM practices impact organizational performance through HRM practices and innovation. It reviews literature on TQM, organizational performance, HRM practices, and innovation. The study objectives are to investigate the relationships between these variables and determine if HRM practices and innovation mediate the impact of TQM practices on organizational performance. The methodology will test this model using data from Jordanian manufacturing companies.
The Role of Strategic Human Resource Management Practice Mediated by Knowledg...IOSR Journals
This document summarizes a research study that examined the relationships between strategic human resource management practices, knowledge management, service quality, and organizational performance in public and private hospitals in South Kalimantan, Indonesia. The study found that strategic human resource management practices significantly influence knowledge management and service quality. Knowledge management also significantly influences service quality and organizational performance. Service quality was found to influence organizational performance as well. The study concluded that strategic human resource management practices, when mediated by knowledge management, can significantly impact service quality and organizational performance.
The document discusses factors that affect employee efficiency, including compensation management, organizational climate, and education/training. It presents a model linking these factors to employee motivation and organizational effectiveness. A study of employees in the sales department of a mobile network operator tested three hypotheses: 1) Compensation management positively impacts employee efficiency, 2) Organizational climate impacts employee efficiency, and 3) Education/training positively impacts employee job performance and efficiency. The results supported all three hypotheses, showing relationships between the factors and increased employee and organizational outcomes. The document recommends organizations monitor employee satisfaction and address different group needs to maintain high performance.
This document summarizes research on HRM practices in public sector and private sector banks in India. It begins with an introduction on the importance of HRM for organizational performance in the banking industry. It then describes the key differences between public sector banks, which are government-owned, and private sector banks, which are privately owned. The literature review summarizes several past studies that have examined the relationship between HRM practices like compensation, training, performance evaluation and job satisfaction in banks. Overall, the research suggests that effective HRM practices can help improve employee performance and satisfaction, which is critical for banks given their people-centric nature.
This document provides a literature review on performance management systems. It summarizes several studies that have examined the impact and effectiveness of performance management. Some key findings include: successful performance management systems are linked to positive organizational outcomes like financial performance; measurement and goal-setting are associated with better company performance; training and development practices are strongly related to perceived organizational performance; and line manager involvement and buy-in is important for effective implementation of performance management systems. The literature review covers research from 1997 to 2012.
Strategic human resource management technology effect and implication for dis...IJECEIAES
This document discusses strategic human resource management and the effects of technology on HR. It summarizes previous research on the importance of strategic HR planning and alignment with organizational goals. The changing nature of work and the changing role of HR is discussed, including a shift toward more strategic involvement. The importance of HR activities and management is also discussed in the context of non-government organizations. A field study was conducted of 105 Saudi employees to understand attitudes toward the effects of distance learning and training on HR management and development.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
This document discusses measuring human resource performance at Bhayangkara Hospital in Tebing Tinggi, Indonesia using the Human Resources Scorecard approach. Key performance indicators were established across four perspectives: financial, customer, internal business processes, and learning and growth. Based on the results, some targets were not achieved, including increasing training costs by 10%, balancing human resources with patient growth, and fully integrating human resource data. Overall performance was measured at 0.73 based on the established indicators. The study aims to help the hospital improve long-term human resource performance and competitiveness through objective performance measurement.
The document analyzes the influence of work discipline and work motivation on employee performance at PT Bank Victoria Fatmawati Branch. It describes the research methodology used, which was a quantitative causal associative study of 40 bank employee respondents. Validity and reliability tests were conducted on survey instruments. Results of the analysis found that work discipline did not significantly influence employee performance, but work motivation did significantly influence performance. Work discipline and motivation together were also found to significantly influence employee performance.
A Study On The Impact Of Human Resource Management On The Performance At An E...Linda Garcia
This document summarizes a research study on the impact of human resource management (HRM) practices on the performance of an educational institution in India. The study examines how HRM practices like training, performance appraisal, career planning, employee participation, job definition, compensation and selection affect the institution's performance. It reviews several models of HRM including the Harvard model, Michigan model, and Guest comparative model. The literature review discusses previous findings on the relationship between HRM practices and organizational performance. The document provides context on the educational institution studied and outlines the objective to identify factors impacting its performance.
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Similar a ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKING SECTOR (20)
USING STRUCTURAL EQUATION MODELING ON FOREIGN DIRECT INVESTMENT OF INDIAN ECO...indexPub
Purpose: Foreign direct investment (FDI) altogether influences the beneficiary country's financial development, making it more stable, high-quality, and healthy, according to this empirical study based on the present stage of economic development. Thus, every country encountering financial globalization is attempting to lay out a serious business climate to increment worldwide speculation. Design/Methodology/Approach: the main objective of this study is based on Institutional quality or Evidence and I selected 5 factors Institutional Metrics like Voice and Accountability, Civil liberties, Women in parliament, Corruption perceptions, Political rights from DPIIT website (Secondary Data) for the period 2018-2023. Static analysis methods such as the Unit Root Test, the ARDL Approach, and SEM are being used. Originality/Value: The experts in this study used OLS (Least Squares) regression: Foreign direct investment (FDI) streams were the focal point of the exploration. The impact of institutional qualities on unfamiliar direct speculation streams has been explored utilizing the customary least square methodology. Findings: Institutional metrics of government efficacy and corruption have shown a shortrun link with foreign direct investment (FDI) flows, according to the research, which used the ARDL model to find that these indicators had positive coefficient values. As far as institutional markers like law and order, administrative quality, and voice and responsibility, the review found that political stability had a long-term association with foreign direct investment flows (7.4578 > 4.16), placing it above the upper peasant table.
SUSTAINABLE INVESTING UNVEILED: THE ROLE OF BOND RATINGS IN GUIDING GREEN BON...indexPub
The increasing urgency to address climate change has propelled sustainable investing into the spotlight, with green bonds emerging as a pivotal instrument for mobilizing the capital required for environmental projects. This study delves into the critical role that bond ratings play in guiding investments in green bonds, shedding light on how these ratings influence investor confidence and the allocation of funds towards sustainable initiatives. By employing a mixed-methods approach, combining quantitative analysis of green bond performance with qualitative interviews from industry experts, this research offers a comprehensive overview of the interplay between bond ratings and green bond investments. The findings suggest that higher bond ratings, often indicative of lower risk and better sustainability credentials, significantly impact the attractiveness of green bonds to investors. Additionally, the study examines the evolution of rating criteria to encompass environmental, social, and governance (ESG) factors, highlighting the shift towards more holistic assessments of investment risk and potential. This research contributes to the broader discourse on sustainable finance by providing insights into the mechanisms through which bond ratings can facilitate more informed and impactful green bond investments.
AN EXPLONATORY ANALYSIS OF HR ANALYTICS MODEL OVER BIG DATA PROCESS IMPACT ON...indexPub
By generating pertinent indicators, Human Resource Analytics (HRA) can provide HR personnel with a broader perspective on their contribution to the organization's financial objectives. There is a scarcity of research, however, regarding the impact of HRA on business outcomes, specifically in the context of organisations based in India and Vietnam. Within this particular framework, the current study investigates the impact of HRA big data capabilities on business outcomes. The study also investigates the discrepancy between the actual and perceived levels of big data expertise possessed by human resources analysts in Indian and Vietnamese organisations. The current study constructs a conceptual framework in order to examine the hypotheses formulated for assessing the interconnections between the variables being investigated. Utilising the Capability, Motivation, and Opportunity (CMO) framework, it accomplishes this. The data were collected using a quantitative approach, which entailed integrating the various components of HRA expertise and assessing their influence on business outcomes through the utilisation of big data. A systematic questionnaire was developed and distributed to 230 human resources professionals employed by various organisations located in Ho Chi Minh City, Vietnam, and Hyderabad, India. In addition to HR administrators, users of HRAs comprised the participants. A variety of statistical methods were applied to the data to assess the disparity between HRA's anticipated and realised big data capabilities, as well as the impact of HRA on business outcomes. It appears, based on the data that offering incentives and opportunities to employees with HR analytical skills could result in enhanced performance for the organisation. Research has demonstrated that providing opportunities and incentives to skilled employees is crucial for encouraging the development of their analytical abilities. Possessing these types of analytical abilities significantly influences the outcomes of an organisation.
EVOLUTION OF EXPECTATION VIOLATIONS THEORY (EVT) FROM FACE-TO FACE COMMUNICAT...indexPub
The promotion carried out by Holywings in the religious community is a promotional strategy that carries a big risk considering that the majority of Indonesian people are Muslims where liquor is an unlawful item. This was considered a violation and sparked various reactions in society. In the digital era, data sourced from social media is important data to understand the response of the Indonesian people to the violation of the Holywings issue. The research method used is explorative because marketing communication research based on social media data is still new. The research method is descriptive and quantitative by describing variables such as user volume, reach, conversation trends, top tweets, sentiments, influencers, and communication networks between social media users. The research sample uses the period from 23 June 2022 to 30 June 2022. The results of this research indicate that the issue of the Holywings violation is viral compared to other issues. The scope of the issue of violations at Café Holywings spreads throughout Indonesia and is dominant in DKI Jakarta Province. Even though Bali is the biggest branch of Café Holywings, there was very little reaction to the violation of Café Holywings. This is following the theory of expectation violations that the size of the violation reaction on social media is highly dependent on individual characteristics, context, and reaction.
ANTECEDENT OF ORGANIZATIONAL PERFORMANCE IN PT “XXX” PHARMA, TBKindexPub
The objective of this study is to investigate the influence of information technology capability on knowledge management capability, the influence of information technology capability on organisational performance, the influence of knowledge management capability on organisational performance, and the indirect impact of information technology capability on organisational performance through knowledge management capability in PT. "XXX" Pharma, Tbk. The research is based on the understanding of the interconnectedness between information technology cap. The present study utilised a quantitative approach, employing both explanatory and survey methodologies. The process of data collection involved the distribution of a questionnaire to a sample of 44 respondents, which was selected using the purposive random sampling technique. The data processing was performed using route analysis, utilising the IBM Predictive Analytic Software (PASW) version 24. The empirical evidence suggests a statistically significant and positive correlation between the capability of information technology and the capability of knowledge management. Additionally, there is a positive and significant impact of information technology capability on organisational performance. Furthermore, knowledge management capability is found to have a positive and significant effect on organisational performance. Lastly, it is observed that information technology capability positively and significantly influences organisational performance through its impact on knowledge management capability.
UNRAVELLING THE MENTAL HEALTH LANDSCAPE: EXPLORING DEPRESSION AND ASSOCIATED ...indexPub
Introduction: The prevalence of depression and its correlates in Bangladeshi rural university students have been rarely investigated. We draw a literature review, a cross-sectional study and analysis of the rural students’ depression natures and mechanisms that influence their academic performance and health and well-being. Methods: A cross-sectional research was conducted during the period august 2019 to January 2020 in a university. We employed Beck Depression Inventory scale to collect data from 200 undergraduate and graduate students. Data were analysed using chi-square association test and ordinal logistic regression. Results: We discovered that mild to severe depression affected 60% of rural students [mild (16%), borderline (10%), moderate (12%), severe (11.5%), and extreme (10.5%)]. Family expectations, smoking, bad academic achievement, inability to enroll in a particular program, and inadequate household finances were significant risk factors for depression. When it comes to depression, male students scored noticeably higher than female pupils. The decreased depression was linked to both strong household economics and intellectual achievement. Conclusions: The intricate interactions among the risk factors influence the character and processes of depression in rural students.
IMPACT OF PERFORMANCE MANAGEMENT ON SUCCESSION PLANNINGindexPub
Motivation: HR in an organization faces various challenges in business environment, such as Building Capabilities, Improving Productivity, Building Performance Culture, Talent Management, Succession Planning for Key Leadership and Critical Roles, Developing Accountability and Ownership, Human Capital Management and transforming HR function into developmental Role from the legacy driven HR, etc. Succession Planning is the process of identifying and developing individuals, who have potential to hold the key leadership position in an Organization, whereas Performance Management includes assessing and improving upon the performance of an employee to meet the organizational goals. There are several Management Practices, which are adopted widely in Industry to make a successful Succession Planning. Workforce and Talent Management is one of them. The health of an organization majorly depends on the proper placement of people, which is a combined outcome of Talent Identification, Talent Development and Talent Retention. Performance Management plays a vital role in Talent Identification. It also has an impact on Talent Development and Talent Retention. The key idea of succession planning suggests that the right person to be placed at the right position at the right time. Succession planning is becoming a challenge these days in the corporate world. Organizations are often not found prepared with their successors to occupy the key positions as and when required. The positions are either kept vacant for a substantial period or more than one role is assigned to a single person. Identifying the right talent for the key positions from outside the organization and recruiting them is a much more difficult task at the eleventh hour. This has a significant impact on organizational health and in turn to organizational sustainability. Organizations must last longer than people. Role of organization continues even when the people move out. Employees must superannuate after attaining a certain age. Also, organizations must have a contingency plan for sudden vacancy arises out of attrition, health hazards and death of employee. Succession planning is the strategy to ensure that a suitable person is made available during exigencies. Employees are developed for taking on higher responsibilities and for the new roles that may emerge in future. The placement of Key Leadership positions can be executed either by inviting the talent from outside or developing the talent in-house. The latter is always in demand keeping in view the core values of the organization and the impact on loyalty and organizational culture in a long run. It is preferable to develop the in-house talent pool to reduce dependency on recruitment of experienced people from outside for the critical roles. It brings the talent acquisition cost low and contributes as a motivating factor for the team as well. The acceptability of a person placed at Top / Key Leadership Positions is high when these are occupied
EXTERNAL BEHAVIOURAL FACTORS IMPACT ON INVESTMENT DECISIONS OF INDIVIDUAL INV...indexPub
The study collects data from a sample of individual investors and analyses their responses to recent financial events, changes in market trends, and economic forecasts. By examining factors such as demographic profiles, financial literacy, risk tolerance, and market perceptions, the research aims to identify significant predictors of investment decisions in this demographic. The findings suggest that investors are predominantly influenced by financial news, peer influence, past investment performance, and the economic stability of the region. This study contributes to the field by highlighting the localized factors impacting investment choices and providing insights for financial advisors and investment firms to tailor their strategies according to investor needs and regional specifics.
GLOBAL RESEARCH TREND AND FUTURISTIC RESEARCH DIRECTION VISUALIZATION OF WORK...indexPub
Purpose – The purpose of this research is to undertake a bibliometric analysis of working capital management. The study examines papers from time period 1974-2023and performed performance analysis, co-citation analysis, bibliographic coupling and scientific mapping. Design/methodology/approach – The study examines 174 articles retrieved from the Scopus database using bibliometric analysis, performance analysis and thematic clustering. The study looked at the scientific productivity of papers, prolific authors, most influencing papers, institutions and nations, keyword co-occurrence, thematic mapping, co-citations and authorship and country collaborations. VOSviewer was as a tool in the research to conduct the performance analysis and thematic clustering.The watchword "Working Capital Management" was used to include only English-language articles. Findings – The most productive year was 2022 with 26 publications. Martínez and García- are the most protuberant authors with 708 citations. The findings of the study shows that the most influential institutions are ‘The Department of Management and Finance, Faculty of Economy andBusiness and Department of Management and Finance, Faculty of Economics and Business, The University of Murcia, Spain with 381 & 297 citations. Among,thecountry analysis,Spain with 744 citations stands first of all other nations for publication on Working Capital Management. Kärri is the most productive author with 7 documents. Country-wise analysis reveals that the United States is the most productive country for Working Capital Management research with 40 documents.The authors also identified seven thematic clusters of Working Capital Management. Research limitations/implications – It informs and directs researchers on the current state of study in the field of Working Capital Management.The present study has quite a few implications forSmall & Medium enterprise managers, entrepreneurs, financial managers, academicians and scholars. It also outlines future research directions in this field.Present study provides an inclusive acquaintance about the working capital management till date. Originality/value – This is the first study which provides the performance analysis and scientific mapping of the all published documents on working capital management between the time periods 1974-2023
A SOCIAL CAPITAL APPROACH TO ENTREPRENEURIAL ECOSYSTEM AND INNOVATION: CASE S...indexPub
Despite being recognised as drivers of innovative development, Micro, Small, and Medium-Sized Enterprises (MSMEs) frequently confront resource limitations. Therefore, enhancing the ecosystem is contingent on the entrepreneurs’ social capital, which is crucial for the success of MSMEs. This study applies the social capital approach to analyse the entrepreneurial ecosystem enrichment and its impact on the innovation process of cosmetics MSMEs. The qualitative case study of six cosmetic manufacturing MSMEs explores that social capital is a multifaceted asset to MSMEs. Through an in-depth thematic analysis of three dimensions of social capital (structural, relational, and cognitive), this study states that the innovation process is supported by the synergistic transformation of one dimension of social capital into another. Entrepreneurs sharing the common norms, rules, and language enrich their cognitive as well as relational aspects of ecosystem. The study suggests that as network ties, trust, and norms collectively influence innovation in firms, hence, social capital needs to be studied with its contextualization in the ecosystem.
CORRELATION BETWEEN EMPATHY AND FRIENDSHIP QUALITY AMONG HIGH SCHOOL STUDENTS...indexPub
In this research were used two questionnaires Empathy Formative questionnaire and Friendship Quality Scale. The aim of this study is to see the relationship between empathy and friendship quality among adolescent, to find out if there are gender differences in empathy and friendship quality, and to see if there are any differences between younger and older students on examined variables. This research was done with 65 high school students. Age of the students were 15 to 17 years old. Results show that there is a correlation between empathy and friendship quality. The results of t test show that there are not significant differences between females and males on variable empathy. Girls and boys have significant difference in friendship quality in Kosovo. There are no significant differences between older students and younger students in the level of empathy and also there are no significant differences between older students and younger students in the level of friendship quality.
LEVELS OF DEPRESSION AND SELF-ESTEEM IN STUDENTSindexPub
Introduction: among the most worrying problems in recent years are low self-esteem, family and friends problems, anxiety, stress, and depression, which are taking on alarming proportions in students and young people in general. Purpose: the study is a prediction, which focuses on analyzing and evaluating students' self-esteem and level of depression. Methodology: the population is 332 students (13-15 years old) in high schools in the Gjakova region. The study describes the analysis, classification, and evaluation of the collected data by doing the analysis and real examination of the findings. Results: in terms of gender there is no significant difference in self-esteem, while in depression there is a significant difference. The level of depression is higher in women (11.9) than in men (9.5). Economic status shows that students with employed fathers have lower depression (6.77) compared to those with unemployed fathers (10.80). Conclusions: The level of depression and self-esteem and parental reflection affect students. A link has been found between economic status and emotional problems and student behavior. To prevent it, the psychological service in schools should function, and together with families and the community should be as close as possible to the problems of students.
THE IMPACT OF SOCIAL FACTORS ON INDIVIDUALS DIAGNOSED WITH SCHIZOPHRENIAindexPub
The society with diverse structural and ideological influences, assumes its role in relation to behavior, attitude, belief and relations. The impact can be seen in every society globally, however the western nations have adjusted their social policies to suit these transformations, whereas nations in developing phase have failed to establish suitable systems. In Kosovo, the allocation of funds for mental health services remains insufficient, even though mental health disorders account for 12.3% of overall illnesses and 30.8% of work incapacities! The objective of this study is to examine the impact of society on the decline and recovery of individuals with schizophrenia. The study employs both qualitative and quantitative methods to provide a descriptive-analytical. A study was conducted in four municipalities of Kosovo, using individuals with schizophrenia from psychiatric institutions as subjects along with their caregivers/family members . The research found that social factors greatly contribute to the worsening of schizophrenia patients' condition. The presence of schizophrenia is evident through a higher likelihood of having a low level of education, high unemployment rates, and engaging in harmful behaviors like tobacco and alcohol use, as well as physical inactivity. Significant correlations have been observed in the subscales of positive and negative symptoms using the Self-Report PNS-Q questionnaires. It is crucial for individuals with schizophrenia to have a carefully designed strategy in place, developed in partnership with professionals from various relevant fields such as social protection, psychiatric medical services, education, and social integration plans.
RETURN ON EQUITY (ROE) AS MEDIATION OF BANK'S CAPITAL ADEQUATION RATIO (CAR)indexPub
Banks need to maintain their performance and the level of Capital Adequasi Ratio (CAR). This study wants to see the variables that affect the Capital Adequasi Ratio (CAR) and see ROE as a variable that mediates the Capital Adequasi Ratio (CAR) at Bank Rakyat Indonesia (BRI). The research method used multiple regression analysis, t-test, Anova test and Coefficient of Determination and the research period for 14 years from 2009 to 2022, by using SPSS Software version 26. The conclusion of the study, only the BOPO variable has a significant effect on the Capital Adequasi Ratio (CAR) and the ROE variable as a variable that can mediate the CAR variable at Bank Rakyat Indonesia (BRI). Keywords: Capital Adequasi Ratio, Bank Financial Ratio.
INNOVATIVE DESIGN FOR KIDS MASTERY IMPROVEMENT OF LANGUAGE FEATURES IN A STORYindexPub
One of the hardest things for people learning English as a third language is still reading and writing. Because they are still not good enough at language features, they often make big mistakes and assumptions that aren't true. To make learning more fun and useful, visual symbols were made for seven different kinds of language traits. It looks at the Vipicoll form a lot. Visual Symbols media, Picture and picture, and the Collaborative approach are all creatively put together in Vipicoll. This research used Reeve's design method. Research develops Vipicoll learning model, employing interviews, literature reviews, and questionnaires for iterative improvement and validation. Researchers identify problems, create Vipicoll, iteratively refine through trials, forming an effective English Language Education model. Study assesses individual English thinking development, emphasizing interpretive framework, relation, function, and unique visual symbols. From this research, it was found that using Vipicoll really helps improve kids' mastery of language features, especially those in a story. This is proven by the fact that after implementation, kids' correct answers when asked directly by their teachers and their written test answers increased greatly even though many direct answers and test answers used to be wrong and they often didn't understand.
CARDIOVASCULAR DISEASE DETECTION USING MACHINE LEARNING AND RISK CLASSIFICATI...indexPub
The global prevalence of heart disease indicates a major public health issue. It causes shortness of breath, weakness, and swollen ankles. Early heart disease diagnosis is difficult with current approaches. Hence, a better heart disease detection tool is needed. Treatment requires more than just diagnosis. Risk classification is critical for accurate diagnosis and treatment. In this analysis, a novel cardiovascular disease (CVD) detection paradigm using machine learning (ML) and risk classification based on a weighted fuzzy system is proposed. The system is developed based on ML algorithms such as artificial neural network (ANN) and Long Short-Term Memory (LSTM) and uses standard feature selection techniques knowns as Principal Component Analysis (PCA). Furthermore, the cross-validation method has been used for learning the best practices of model assessment and for hyperparameter tuning. The accuracy-based performance measuring metrics are used for the assessment of the performances of the classifiers. Finally, the outcomes revealed that the proposed model achieved an accuracy of 94.01% which is higher than another conventional model developed in this domain. Additionally, the proposed system can easily be implemented in healthcare for the identification of heart disease.
ANALYSIS OF FLOW CHARACTERISTICS OF THE BLOOD THROUGH CURVED ARTERY WITH MIL...indexPub
Narrowing of the arteries caused by atherosclerosis reduces blood flow to the heart, which results shows ischemia, angina pectoris, cerebral strokes, and other coronary artery disease signs and symptoms. Curvature is seen in blood vessels at various locations. The stenotic surface provides an additional curvature and the point of maximum shear which varies with the cross-section. A cylindrical form of the Navier-Stokes equations in polar coordinate system have been extended to include dynamic curvature along the axial direction. The blood flow behavior of taking different values of blood parameters like viscosity, the radius of the artery, and the thickness of the stenosis has been studied with and without curvature by using an extended blood flow model with dynamic curvature. Moreover, the aspects of blood flow, such as dynamic curvature velocity profile, volumetric flow rate, pressure drop, and shear stress, have been studied in relation to blood flow around curved arteries with stenosis, variations in the radii of the artery, thickness of the stenosis, and viscosity. The information may reveal that by increasing the values of curvature, viscosity, and thickness of stenosis, velocity, and volumetric flow rate can be quickly reduced. Increasing the curvature, viscosity, and thickness of stenosis also results in an increase in shear stress and a pressure drop. The presence of curved stenotic arteries has a significant impact on the flow parameters, and it is crucial to know about these dynamics in order to study the cardiovascular system.
ANALYSIS OF STUDENT ACADEMIC PERFORMANCE USING MACHINE LEARNING ALGORITHMS:– ...indexPub
Student academic performance is the great value of institutes, universities and colleges. All colleges majorly focus on the career development of students. The academic performance of students plays a vital role in the establishment of a bright career. On the basis of better academic performance, the placement of the students will be better and the same will be reflected in the form of better admission and future. Machine learning can be deployed for the prediction of student performance. Various algorithms are playing an important role in the prediction of the accuracy of various machine learning models. These articles discuss various algorithms that can be helpful to deploy for predicting student academic performance. The article discusses various methods, predictive features and the accuracy of machine learning algorithms. The primary factors used for predicting students performance are academic institution, sessional marks, semester progress, family occupation, methods and algorithms. The accuracy level of various machine learning algorithms is discussed in this article.
IMPLEMENTATION OF COMPUTER TECHNOLOGY IN BLENDED LEARNING MODELS: EFFECTS ON ...indexPub
This study was conducted to identify the influence of computer technology in blended learning on the achievement in the Principles of Accounting subject through of self-directed learning. The research also assessed the relationship of the elements of blended learning on student achievement. Despite the encouragement by the Ministry of Education for the use of Computer Technology In Education, there is a lack of research on a measurable and testable model of the influence of computer technology. In reality, various aspects such as schools, teachers, content, and technology exist to provide and utilize computer technology through learning in Malaysia. A quantitative study using a correlational design was conducted on 400 Form Four students in secondary schools in the Southern Zone of Malaysia, namely in the states of Johor, Melaka, and Negeri Sembilan, to identify the influence of computer technology in blended learning on achievement. Data were collected using adapted and modified questionnaires from previous studies. Descriptive data analysis was performed using SPSS version 28, while inferential analysis was conducted using the Smart PLS analysis technique. Smart PLS version 4.0 software was utilized to test the mediator relationships in the study. The results of the study showed high minimum scores for blended learning through computer technology and self-directed learning, as well as achievement. The influence of blended learning elements also had a significant relationship with student achievement in the Principles of Accounting subject. This study is expected to contribute to the effectiveness of blended learning through information technology on the achievement in the Principles of Accounting subject by enhancing self- directed learning among students. The development of this conceptual model is hoped to serve as a guide for policymakers, the Ministry of Education, teachers, students, and other stakeholders in ensuring that blended learning practices can be implemented more effectively. Furthermore, it is hoped that the achievement and interest in the Principles of Accounting subject can be improved by applying computer technology in learning.
ACADEMIC BANK OF CREDIT: A WORLDWIDE VIEWPOINTindexPub
To make higher education more accessible and successful in the world today, the Academic Bank of Credits (ABC) is a new concept. Successful learning adaptation requires the transfer of credits and the acknowledgment of academic accomplishment. Recognition of credits is the process by which one educational organisation verifies that the educational experiences gained and assessed at another institution meet the requirements of one of their courses. The use of Academic Bank of Credits allows for a more adaptable method of curriculum building and design while also encouraging transparency. The credit system at this university is designed to accommodate different curricula while encouraging students to explore beyond traditional academic boundaries. The purpose of this research is to educate the audience about the Academic Bank of Credit. The demand for flexible and transferable credits in the education system led to the creation of the Academic Bank of Credits. In the past, students had a hard time moving their credits from one school to another because of the many credit systems and curriculums. Students and schools alike wasted time, energy, and materials because of this. Readers will have a better understanding of the following topics from this article: ABCs' objectives, functions, organisational structures, implementation plan, and eligibility criteria for higher education institutions to register with Academic Bank of Credits.
2. Elemental Economics - Mineral demand.pdfNeal Brewster
After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
5 Tips for Creating Standard Financial ReportsEasyReports
Well-crafted financial reports serve as vital tools for decision-making and transparency within an organization. By following the undermentioned tips, you can create standardized financial reports that effectively communicate your company's financial health and performance to stakeholders.
In a tight labour market, job-seekers gain bargaining power and leverage it into greater job quality—at least, that’s the conventional wisdom.
Michael, LMIC Economist, presented findings that reveal a weakened relationship between labour market tightness and job quality indicators following the pandemic. Labour market tightness coincided with growth in real wages for only a portion of workers: those in low-wage jobs requiring little education. Several factors—including labour market composition, worker and employer behaviour, and labour market practices—have contributed to the absence of worker benefits. These will be investigated further in future work.
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...Vighnesh Shashtri
Under the leadership of Abhay Bhutada, Poonawalla Fincorp has achieved record-low Non-Performing Assets (NPA) and witnessed unprecedented growth. Bhutada's strategic vision and effective management have significantly enhanced the company's financial health, showcasing a robust performance in the financial sector. This achievement underscores the company's resilience and ability to thrive in a competitive market, setting a new benchmark for operational excellence in the industry.
Independent Study - College of Wooster Research (2023-2024) FDI, Culture, Glo...AntoniaOwensDetwiler
"Does Foreign Direct Investment Negatively Affect Preservation of Culture in the Global South? Case Studies in Thailand and Cambodia."
Do elements of globalization, such as Foreign Direct Investment (FDI), negatively affect the ability of countries in the Global South to preserve their culture? This research aims to answer this question by employing a cross-sectional comparative case study analysis utilizing methods of difference. Thailand and Cambodia are compared as they are in the same region and have a similar culture. The metric of difference between Thailand and Cambodia is their ability to preserve their culture. This ability is operationalized by their respective attitudes towards FDI; Thailand imposes stringent regulations and limitations on FDI while Cambodia does not hesitate to accept most FDI and imposes fewer limitations. The evidence from this study suggests that FDI from globally influential countries with high gross domestic products (GDPs) (e.g. China, U.S.) challenges the ability of countries with lower GDPs (e.g. Cambodia) to protect their culture. Furthermore, the ability, or lack thereof, of the receiving countries to protect their culture is amplified by the existence and implementation of restrictive FDI policies imposed by their governments.
My study abroad in Bali, Indonesia, inspired this research topic as I noticed how globalization is changing the culture of its people. I learned their language and way of life which helped me understand the beauty and importance of cultural preservation. I believe we could all benefit from learning new perspectives as they could help us ideate solutions to contemporary issues and empathize with others.
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby...Donc Test
Solution Manual For Financial Accounting, 8th Canadian Edition 2024, by Libby, Hodge, Verified Chapters 1 - 13, Complete Newest Version Solution Manual For Financial Accounting, 8th Canadian Edition by Libby, Hodge, Verified Chapters 1 - 13, Complete Newest Version Solution Manual For Financial Accounting 8th Canadian Edition Pdf Chapters Download Stuvia Solution Manual For Financial Accounting 8th Canadian Edition Ebook Download Stuvia Solution Manual For Financial Accounting 8th Canadian Edition Pdf Solution Manual For Financial Accounting 8th Canadian Edition Pdf Download Stuvia Financial Accounting 8th Canadian Edition Pdf Chapters Download Stuvia Financial Accounting 8th Canadian Edition Ebook Download Stuvia Financial Accounting 8th Canadian Edition Pdf Financial Accounting 8th Canadian Edition Pdf Download Stuvia
Abhay Bhutada, the Managing Director of Poonawalla Fincorp Limited, is an accomplished leader with over 15 years of experience in commercial and retail lending. A Qualified Chartered Accountant, he has been pivotal in leveraging technology to enhance financial services. Starting his career at Bank of India, he later founded TAB Capital Limited and co-founded Poonawalla Finance Private Limited, emphasizing digital lending. Under his leadership, Poonawalla Fincorp achieved a 'AAA' credit rating, integrating acquisitions and emphasizing corporate governance. Actively involved in industry forums and CSR initiatives, Abhay has been recognized with awards like "Young Entrepreneur of India 2017" and "40 under 40 Most Influential Leader for 2020-21." Personally, he values mindfulness, enjoys gardening, yoga, and sees every day as an opportunity for growth and improvement.
Financial Assets: Debit vs Equity Securities.pptxWrito-Finance
financial assets represent claim for future benefit or cash. Financial assets are formed by establishing contracts between participants. These financial assets are used for collection of huge amounts of money for business purposes.
Two major Types: Debt Securities and Equity Securities.
Debt Securities are Also known as fixed-income securities or instruments. The type of assets is formed by establishing contracts between investor and issuer of the asset.
• The first type of Debit securities is BONDS. Bonds are issued by corporations and government (both local and national government).
• The second important type of Debit security is NOTES. Apart from similarities associated with notes and bonds, notes have shorter term maturity.
• The 3rd important type of Debit security is TRESURY BILLS. These securities have short-term ranging from three months, six months, and one year. Issuer of such securities are governments.
• Above discussed debit securities are mostly issued by governments and corporations. CERTIFICATE OF DEPOSITS CDs are issued by Banks and Financial Institutions. Risk factor associated with CDs gets reduced when issued by reputable institutions or Banks.
Following are the risk attached with debt securities: Credit risk, interest rate risk and currency risk
There are no fixed maturity dates in such securities, and asset’s value is determined by company’s performance. There are two major types of equity securities: common stock and preferred stock.
Common Stock: These are simple equity securities and bear no complexities which the preferred stock bears. Holders of such securities or instrument have the voting rights when it comes to select the company’s board of director or the business decisions to be made.
Preferred Stock: Preferred stocks are sometime referred to as hybrid securities, because it contains elements of both debit security and equity security. Preferred stock confers ownership rights to security holder that is why it is equity instrument
<a href="https://www.writofinance.com/equity-securities-features-types-risk/" >Equity securities </a> as a whole is used for capital funding for companies. Companies have multiple expenses to cover. Potential growth of company is required in competitive market. So, these securities are used for capital generation, and then uses it for company’s growth.
Concluding remarks
Both are employed in business. Businesses are often established through debit securities, then what is the need for equity securities. Companies have to cover multiple expenses and expansion of business. They can also use equity instruments for repayment of debits. So, there are multiple uses for securities. As an investor, you need tools for analysis. Investment decisions are made by carefully analyzing the market. For better analysis of the stock market, investors often employ financial analysis of companies.
ASSESSING HRM EFFECTIVENESS AND PERFORMANCE ENHANCEMENT MEASURES IN THE BANKING SECTOR
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ASSESSING HRM EFFECTIVENESS AND PERFORMANCE
ENHANCEMENT MEASURES IN THE BANKING SECTOR
Gowthami Sattaru 1 and P. Venkateswarlu 2
1 Research Scholar, Department of Management Studies, Andhra University Visakhapatnam,
Andhra Pradesh, India. Email: gponnada@gmail.com
2 Professor, Research Guide, Chairman P G Board of Studies, Department of Commerce and
Management Studies, Andhra University, Visakhapatnam. Email: pvenkateswarluau@gmail.com
DOI: 10.5281/zenodo.11162057
Abstract
This study employs an exploratory and quantitative research approach to systematically investigate the
impact of Human Resource Management (HRM) practices on Organizational Performance within the
Indian Banking sector. The research approach combines exploratory research, aimed at gaining
insights into HRM practices, with a quantitative approach using a purposive sampling technique. Data
is collected through a questionnaire from employees in both public (SBI) and private banks (HDFC
Bank) who work in HR departments or are involved in HR activities. The Likert scale is utilized in the
questionnaire to measure participant perceptions of HRM practices. The study utilizes two statistical
tools: Neural Network and Exploratory Factor Analysis (EFA). The findings of the study highlight the
significance of promotion and transfer policies, considered paramount in influencing organizational
performance in both public and private banks. Additionally, the study underscores the importance of
training and development initiatives in enhancing employee skills and competencies. Clear and effective
communication within HR policies is identified as pivotal in improving organizational performance.
Lastly, aligning HRM practices with sector-specific goals is recognized as a significant contributor to
improved employee satisfaction and overall performance in the banking sector. The findings offer
guidance for HR practitioners and policymakers in optimizing HRM practices to achieve better
organizational performance.
Keywords: HRM Practices, Human Resource Management, Organizational Performance, Indian
Banking Sector, Training and Development, Communication, Employee Satisfaction, HR practitioners.
INTRODUCTION
The banking sector, like many other industries, operates in a dynamic and competitive
environment characterized by rapid technological advancements, evolving customer
expectations, and stringent regulatory requirements. In this context, Human Resource
Management (HRM) plays a pivotal role in shaping the performance and success of
banking institutions. HRM practices encompass a wide range of activities, including
recruitment, training and development, performance appraisal, compensation, and
employee engagement. The effectiveness of these HRM practices can significantly
influence the overall performance and competitiveness of banks. Effective Human
Resource Management (HRM) practices play a pivotal role in the banking sector for
several compelling reasons. Firstly, talent acquisition and retention are paramount.
Attracting and retaining top-tier talent are essential to maintaining a skilled and
motivated workforce. Banks must employ effective recruitment and retention
strategies to ensure that they have the right individuals in the appropriate roles,
contributing to the institution's overall success. The banking industry operates within
a highly regulated environment, demanding strict compliance and risk management.
HRM practices are instrumental in ensuring that employees are well-informed about
compliance requirements and adhere to them rigorously. This not only mitigates legal
and operational risks but also upholds the bank's reputation and trustworthiness.
Continuous employee development is critical in the ever-evolving banking sector,
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where employees must stay updated with the latest financial products and services.
HRM should facilitate ongoing training and development opportunities, empowering
employees to adapt to changing industry dynamics and enhance their skills.
Furthermore, HRM assumes a pivotal role in performance management. This involves
setting clear performance expectations, providing regular feedback, and conducting
fair and objective performance appraisals.
Effective performance management fosters a culture of excellence, motivating
employees to strive for their best and contribute positively to the bank's objectives. By
fostering employee engagement is essential. Engaged employees are more likely to
provide excellent customer service and remain committed to the organization's goals.
HRM practices should nurture a culture of engagement through open communication,
meaningful recognition, and opportunities for employee involvement in decision-
making processes. By doing so, banks can create a more vibrant and productive work
environment, ultimately contributing to their overall success in the competitive banking
industry. In the banking sector, HRM effectiveness is closely linked to organizational
performance and success. Assessing HRM effectiveness and implementing
performance enhancement measures are essential to remain competitive in a rapidly
changing environment. By focusing on talent acquisition and retention, compliance,
employee development, performance management, and engagement, banks can
create a high-performance culture that drives excellence and customer satisfaction.
Continuous monitoring, feedback, and adaptation of HRM practices are key to
achieving sustained success in the banking industry.
REVIEW OF LITERATURE
Huselid (1997) - "Technical and strategic human resource management
effectiveness as determinants of firm performance": This study investigates the
impact of HRM effectiveness, both in technical and strategic aspects, on firm
performance. It explores how HRM practices contribute to an organization's overall
success. The findings have broader implications for various industries, including the
banking sector, where HRM plays a crucial role in achieving performance goals.
Budhwar, P. S. (2013) - "Effects of HRM practices on organizational performance
in India": This study explores the impact of Human Resource Management (HRM)
practices on organizational performance in the Indian context. It investigates how
HRM practices influence the overall effectiveness and success of organizations
operating in India. This research is pertinent to the banking sector in India, shedding
light on the relationship between HRM practices and organizational performance
within this specific industry.
Zhang, M. (2018) - "Human Resource Management Practices and Organizational
Performance: Evidence from the Banking Industry in China": The study offers a
focused investigation into the Human Resource Management (HRM) practices
within the banking sector in China and their direct influence on organizational
performance. Drawing from empirical evidence, the research assesses the
relationship between HRM practices and key performance outcomes in the Chinese
banking industry. By examining this sector-specific context, the study contributes
valuable insights into the strategic significance of HRM practices and their role in
enhancing organizational performance within dynamic and rapidly evolving Chinese
banking.
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Guest, D. E. (2017) The study presents a new analytical framework that examines
the relationship between Human Resource Management (HRM) practices and
employee well-being. It explores the impact of HRM practices on the well-being of
employees, recognizing the significance of employee well-being as a critical factor
in organizational performance. While not specific to the banking sector, the article's
insights are particularly relevant to industries like banking, where employee well-
being can have a direct influence on overall organizational success. The paper
contributes to a deeper understanding of the intersection between HRM practices
and employee well-being, offering a valuable perspective for organizations aiming
to optimize their HRM strategies to enhance employee welfare and, by extension,
organizational performance.
Budhwar, P. S. (2013) The study offers a profound exploration of Human Resource
Management (HRM) practices within the distinctive contexts of developing
countries. Recognizing that the banking sector often grapples with unique
challenges in these settings, the book provides a rich tapestry of insights into how
HRM is conceived, implemented, and adapted within diverse developing
economies. It delves into the multifaceted dimensions of HRM, considering factors
such as cultural diversity, regulatory environments, and economic conditions that
significantly impact HRM practices. As a resource for academics, practitioners, and
policymakers, the study serves as a pivotal reference for navigating the
complexities of HRM in the ever-evolving landscapes of developing nations.
Chaudhary and Singh (2022) aimed to examine the impact of HRM practices on
employee engagement and organizational performance in the banking sector of
India. The study used a cross-sectional survey design, with data collected from 400
employees of public and private sector banks. The study found that HRM practices
had a significant positive impact on employee engagement and organizational
performance, and that employee engagement was a significant mediator in the
relationship between HRM practices and organizational performance. The study's
findings suggest that banks should focus on implementing effective HRM practices
in order to improve employee engagement and organizational performance.
Bhatti and Iqbal (2022) The study examines the relationship between human
resource management (HRM) practices and organizational performance in the
banking sector of Pakistan. The study uses a sample of 300 commercial banks in
Pakistan and collects data on HRM practices, organizational performance, and
other relevant variables through a survey questionnaire. To examine how HRM
practices affect organizational performance in Pakistani banks. A survey
questionnaire is used to collect HRM practices, organizational performance, and
other variables from 300 Pakistani commercial banks. The study also finds that the
impact of HRM practices on organizational performance is mediated by employee
engagement. The suggests that HRM practices can improve organizational
performance by increasing employee engagement.
Khan, Hussain, and Zaman (2023) investigated the impact of human resource
management (HRM) practices on employee satisfaction and organizational
performance in the banking sector of Bangladesh. The study used a quantitative
research design and collected data from a sample of 300 employees working in the
banking sector. HRM practices significantly improved employee satisfaction and
organizational performance, according to the study. Employee satisfaction also
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mediated HRM practices and organizational performance, the study found. HRM
practices affect employee satisfaction and organizational performance. The study
found that HRM practices improve employee satisfaction and organizational
performance in Bangladeshi banks. According to the study, Bangladeshi banks
should implement high-quality HRM practices to improve performance.
Haider and Khan (2023) examined the role of SHRM practices in organizational
performance of the banking sector in Pakistan. They found that SHRM practices
have a significant positive impact on organizational performance, mediated by
employee engagement. This suggests that banks should focus on implementing
SHRM practices to create a positive work environment and engage their employees
in order to improve performance.
Ro, S. (2023) The study evaluated the effectiveness of a training program using the
four-level Kirkpatrick model in the banking sector in Malaysia. A quantitative
research methodology was used, with a sample of 36 trainees who participated in
the training program. The training program worked at all four Kirkpatrick model
levels, according to the study. Trainees liked the training and learned a lot. Training
participants also reported being able to apply their skills and knowledge at work.
The training program improved customer satisfaction and employee productivity,
the study found. The conclusion of the study is that the training program was
effective in meeting its objectives. The findings of the study can be used by other
banks in Malaysia to develop and implement effective training programs.
Akram, A., & Khan, M. K. (2023) The study examined the impact of human
resource management (HRM) practices on employee innovation in the banking
sector of Pakistan. The study used a quantitative research methodology, with a
sample of 300 employees from commercial banks in Pakistan. Data was collected
using a self-administered questionnaire measuring HRM practices and employee
innovation. The study found that HRM practices had a significant positive impact on
employee innovation. The study's findings suggest that banks in Pakistan should
invest in HRM practices that promote employee innovation. This will help them to
develop new products and services, improve their operational efficiency, and gain
a competitive advantage.
Al-Azaizeh, M. S., & Al-Hmoud, M. A. (2023) the study examined the mediating
role of employee engagement in the relationship between HRM practices and
organizational performance in the banking sector of Jordan. The study found that
HRM practices had a significant positive impact on employee engagement, which
in turn had a significant positive impact on organizational performance. The findings
also showed that employee engagement fully mediated the relationship between
HRM practices and organizational performance. The study's findings suggest that
banks in Jordan should focus on creating a positive work environment and engaging
their employees in order to improve organizational performance.
Al-Fayoumi, M. A., & Al-Azzam, A. M. (2023) The study examines the impact of
HRM practices on employee well-being and customer satisfaction in the banking
sector of Saudi Arabia. The study used a quantitative research methodology, with
a sample of 350 employees from commercial banks in Saudi Arabia. The study
found that HRM practices had a significant positive impact on employee well-being
and customer satisfaction. The study's findings suggest that banks in Saudi Arabia
should invest in HRM practices that promote employee well-being and customer
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satisfaction. This will help them to attract and retain top talent, and to improve their
customer service.
Objectives of the Study
To Evaluate the effectiveness of HRM practices of Select Public and Private Sector
Banks.
To Elicit the measures to improve the Organizational Performance with the HRM
Practices in the Banking Sector.
Hypotheses of the Study
H0: There is no significant difference of HRM Practices effectiveness between the
Public and Private sector Banks.
H1: There is a significant difference of HRM Practices effectiveness between the
Public and Private sector Banks.
SCOPE OF THE STUDY
The present study focused on the HRM practices adopted by the public sector Banks
to improve organizational Performance. The primary focus of the study was to assess
and evaluate the effectiveness of HRM practices within both Public and Private Sector
Banks. Additionally, the study aimed to examine how these HRM practices could be
strategically integrated with various measures to improve and enhance the overall
organizational performance within the Banking Sector.
SBI - PSU
HDFC Bank - Private
RESEARCH METHODOLOGY
Research Design: The research design for this study is an exploratory and
quantitative approach. This approach allows for a systematic investigation of the
impact of Human Resource Management (HRM) practices on Organizational
Performance within the Indian Banking sector.
Research Approach: The research approach in this study combines exploratory
research, aimed at gaining insights and understanding the subject matter, with a
quantitative approach, which involves the use of numerical data for analysis. This
combination helps in exploring the effectiveness of HRM practices and their
influence on Organizational Performance.
Data Type: The primary data has collected for this study. Primary data refers to
data collected directly from the source for the specific purpose of the research. In
this case, it involved collecting data through a questionnaire.
Sample Technique: The study has utilized a purposive sampling technique.
Purposive sampling involves selecting specific participants who have relevant
knowledge and experience related to the research topic. In this case, the
participants have been selected from employees working in the HR departments
and those responsible for HR activities in public banks such as SBI and Private
sector bank as HDFC bank.
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Sample Population: The sample population for this study consist of employees
working in the HR department and those responsible for HR activities in public and
private banks. This population is chosen because they have direct involvement and
insights into HRM practices and their impact on the organization's performance
within the banking sector.
Questionnaire: The questionnaire has been designed to measure the perceptions
and opinions of the selected participants regarding HRM practices and their impact
on Organizational Performance. The Likert scale will be used in the questionnaire
to measure the responses. The Likert scale typically consists of statements or
questions with response options ranging from strongly agree to strongly disagree,
allowing participants to express their level of agreement or disagreement with each
statement.
Statistical Tools:
Neural Network: A Neural Network is a machine learning model inspired by the
human brain's structure and function. In your study, it is applied to assess the
effectiveness of Human Resource Management (HRM) practices in select Public
Sector Banks. Neural Networks are particularly useful for handling complex patterns
and relationships within data. In this context, a Neural Network is likely used to
analyze and predict how various HRM practices impact different aspects of
organizational performance, such as employee satisfaction, productivity, and
retention. By processing large datasets, it can identify patterns and correlations that
may not be immediately apparent through traditional statistical methods.
Exploratory Factor Analysis (EFA): Exploratory Factor Analysis is a statistical
technique used to identify underlying factors or latent variables that can explain
patterns in observed data. In your study, EFA is applied to explore and define
measures for improving Organizational Performance in the Banking Sector,
particularly concerning HRM Practices. EFA helps researchers identify the key
components or factors that contribute to organizational performance. By analyzing
survey or questionnaire data, EFA can uncover underlying constructs or dimensions
related to HRM practices that impact performance. This analysis aids in developing
targeted strategies to enhance organizational performance by focusing on these
identified factors.
Tabulation Analysis:
Objective -1: To Evaluate the effectiveness of HRM practices of Select Public
and Private Sector Banks.
The study examined the effectiveness of HRM practices of selected public and private
sector banks. The study collected the primary data from the respondents. The
following hypothesis has been framed.
Hypothesis:
H0: There is no significant difference of HRM Practices effectiveness between the
Public and Private sector Banks.
H1: There is a significant difference of HRM Practices effectiveness between the
Public and Private sector Banks.
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Table 1: Case Processing Summary
N Percent
Sample
Training 81 67.5%
Testing 39 32.5%
Valid 120 100.0%
Excluded 0
Total 120
The above table shows the data sampling under training and testing category. 67.5%
of the data are under training sample and the remaining 32.5% are under testing
sample.
The graph illustrates the network information in the form of layers. In this graph, each
input is linked to a hidden layer and this hidden layer helps to generate the output layer
to identify the the effectiveness of HRM practices of Select Public and Private Sector
Banks. It indicates that there is one layer that is used to generate the output layer
Table 2: The Independent Variable Importance of HRM Practices
Importance Normalized Importance
Recruitment & Selection .097 28.4%
Training and Development .143 41.8%
Promotion and Transfer .343 100.0%
Compensation .090 26.2%
Welfare facilities .091 26.6%
Social Security .101 29.3%
Organizational Relation .134 39.2%
Source: Primary Data
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The table represents the independent variable importance of HRM practices for the
evaluation of select Public and Private Sector Banks. Promotion and Transfer stand
out as the most critical factor, with a significance level of 100.00%, indicating its pivotal
role in influencing organizational performance. Training and Development closely
follows with a significance level of 41.80%, underscoring the importance of nurturing
employee skills and competencies. Organizational Relation (39.20%) also ranks high,
emphasizing the value of maintaining positive workplace interactions. Social Security
(29.30%) and Recruitment & Selection (28.40%) demonstrate moderately significant
impacts on HRM effectiveness. Compensation (26.20%) and Welfare facilities
(26.60%) hold relatively lower but still noteworthy levels of importance in the study.
The study results indicate that an emphasis on promotion and transfer policies,
alongside investment in training and development, can significantly enhance HRM
practices and ultimately contribute to improved organizational performance within the
banking sector. While the study rejects the null hypothesis and accepts that there is a
significant and effective utilization of HRM practice in the select banks.
Objective -2: To integrate effective HRM practices with measures to enhance
Organizational Performance in the Banking Sector.
Table 3: Sample Adequacy Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. .722
Bartlett's Test of Sphericity
Approx. Chi-Square 292.085
Df 21
Sig. .000
Source: Primary Data
The Sample adequacy table depicts the result through the KMO and Bartlett’s test.
The test result indicated that 0.722 > 0.7. The P value was also found to be significant.
Hence, the study observed that the sample is adequate to run the exploratory factor
analysis for the effectiveness of HRM practices of select banks.
Table 4: Enhance Organizational Performance in the Banking Sector
Component
1 2
Aligned HRM strategy with insurance sector goals. .620
Clear and well-communicated HR policies. .739
Ongoing training for insurance sector staff. .701
Fair and regular performance evaluations. .595
Effective grievance resolution system. .589
Promotes diversity and inclusion. .784
Complies with legal and regulatory requirements. .334
Source: Primary Data
The table represents the component matrix resulting from exploratory factor analysis,
which aimed to identify the relationship between HRM practices and their impact on
organizational performance in the banking sector. In this analysis, values above 0.5
are considered high-loading factors, indicating a strong correlation between the HRM
practice and the identified component. Clear and well-communicated HR policies
(0.739), ongoing training for insurance sector staff (0.701), and the promotion of
diversity and inclusion (0.784) all exhibit high loading factors on Component 2,
suggesting that these practices are closely linked and contribute significantly to
enhancing organizational performance. Aligned HRM strategy with insurance sector
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goals (0.620) and effective grievance resolution system (0.589) also exhibit high
loading factors on Component 1, indicating their importance in aligning HRM practices
with sector-specific goals and maintaining employee satisfaction and engagement.
However, compliance with legal and regulatory requirements (0.334) shows a lower
loading factor on both components, indicating that while important, it may not have as
strong a direct impact on organizational performance as the other practices as per the
study.
FINDINGS OF THE STUDY
1. The study observed that promotion and transfer policies are of utmost significance
(100.00%) in influencing organizational performance within select Public and
Private Sector Banks.
2. The study examined the importance of training and development initiatives
(41.80%) in nurturing employee skills and competencies.
3. The study found that HR policies are characterized by clear and effective
communication (0.739) that play a pivotal role in improving organizational
performance within the banking sector.
4. The study examines a significant positive correlation between the promotion of
diversity and inclusion (0.784) in the workplace and enhanced organizational
performance within the banking sector.
5. The study identified that aligning HRM practices with sector-specific goals (0.620)
significantly contributes to improved employee satisfaction and enhanced overall
performance in the banking sector.
CONCLUSION OF THE STUDY
The study has highlighted the critical significance of various HRM practices in
influencing organizational performance within select Public and Private Sector Banks.
Notably, promotion and transfer policies emerged as pivotal factors, emphasizing their
substantial impact. Training and development initiatives were found to be crucial in
nurturing employee skills, while clear and effective HR policies played a central role in
improving overall performance. Additionally, promoting diversity and inclusion in the
workplace was positively correlated with enhanced organizational performance.
Aligning HRM practices with sector-specific goals was identified as a key driver for
improving employee satisfaction and overall performance in the banking sector. The
study findings collectively underscore the importance of strategic HRM practices in
enhancing organizational effectiveness within the banking industry.
References
1) Huselid, M. A., Jackson, S. E., & Schuler, R. S. (1997). Technical and strategic human resource
management effectiveness as determinants of firm performance. Academy of Management
Journal, 40(1), 171-188.
2) Guest, D. E. (2017). Human resource management and employee well-being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), 22-38.
3) Budhwar, P. S., & Debrah, Y. A. (2013). Human resource management in developing countries.
Routledge.
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4) Khatri, N., & Budhwar, P. (2013). Effects of HRM practices on organizational performance in India.
Journal of Labor Research, 34(3), 394-417.
5) Zhang, M. (2018). Human Resource Management Practices and Organizational Performance:
Evidence from the Banking Industry in China. Asia-Pacific Journal of Human Resources, 56(2),
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organizational performance in the banking sector of Pakistan. Journal of Business Research, 149,
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