scholarly journals Compensation Management And Employee Retention Of Selected Commercial Banks In Anambra State, Nigeria

2017 ◽  
Vol 5 (3) ◽  
Author(s):  
Obianuju Mary Chiekezie ◽  
Gerald Emejulu ◽  
Aniekwe Nwanneka
Keyword(s):  
Commercial Banks ◽  
Employee Retention ◽  
Anambra State ◽  
Compensation Management

Influence of Coaching on Employee Retention in Commercial Banks in Kenya

2020 ◽  
Vol 5 (1) ◽  
pp. 29
Author(s):  
Magdalene Kamunya ◽  
Dr. Joyce Nzulwa
Keyword(s):  
Commercial Banks ◽  
Executive Coaching ◽  
Life Skills ◽  
Employee Retention ◽  
Personal Goals ◽  
Career Expectations ◽  
Career Coaching ◽  
Bank Management ◽  
Performance Coaching ◽  
Personal Interests

Purpose: The main objective of the study was to determine the influence of employee coaching on employee retention in commercial banks. The study specifically aimed to determine the influence of performance coaching, career coaching, life skills coaching and executive coaching on employee retention in commercial banks.Methodology: The study adopted a descriptive research design and the target population comprised of a total of 306 staff working in the six selected Commercial Banks in Kenya. The selected commercial banks included; Cooperative bank of Kenya Ltd; Kenya Commercial Bank Ltd; Consolidated bank of Kenya Ltd; Standard Chartered bank Kenya Ltd and CFC Stanbic Bank Ltd and NIC bank. The study adopted a probability sampling design by using a stratified random sampling technique to select the sample size of 136 respondents. Questionnaires were used as the main data collection instruments and pretested for validity and reliability using a pilot study. Data gathered was analyzed using both descriptive and inferential statistics and presented using tables and charts.Findings: The study findings indicated that performance coaching factors notably, goal setting, feedback, personal development and goals achievement influences employee’s retention in commercial. The study also noted that career coaching ensured that employee personal interests are considered, employee career expectations are met there is achievement of employee personal goals and employees are able to effectively plan their careers. The study concluded that performance coaching is the major coaching method that influences most employee retention in commercial banks, followed by career coaching, then executive coaching and lastly life skills coaching.Unique contribution to theory, practice and policy: The study recommends that to improve on performance coaching, the bank management should offer performance coaching programmes which equips employees with skills to enable employees to understand organization goals and set their goals and work towards achievement of the goals.  The bank management should adopt effective career coaching programmes which motivate employees to stay working in the organization in order to advance their careers. The bank management should provide coaching programmes which ensures that employee personal interests are considered, employee career expectations are met and there is achievement of employee personal goals and employees are able to effectively plan their careers. This will contribute towards employee career development and growth which influences most employees to remain working in organization and hence leading to increased rate of retention

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

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

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

scholarly journals Organizational climate and employee engagement: A commercial bank perspective in Southeast Nigeria

2021 ◽  
Vol 2 (3) ◽  
pp. 161-173
Author(s):  
Onyekwelu Njideka Phina ◽  
◽  
Nwogwugwu Ngozi Ogechukwuand ◽  
Anizoba Adaeze Shallom ◽  
◽  
...  
Keyword(s):  
Organizational Climate ◽  
Employee Engagement ◽  
Significant Relationship ◽  
Commercial Banks ◽  
P Value ◽  
Communication Climate ◽  
Open Communication ◽  
Anambra State ◽  
Positive Meaning ◽  
Level Of Significance

Abstract Purpose: This study aimed to ascertain the role organizational climate could play in galvanizing the employees of commercial banks in southeast Nigeria for better performance through exhibiting greater engagement to their jobs and organizations. Research methodology: Survey Research Design was employed for the study. The study population consisted of 988 employees of 50 randomly selected commercial banks in the region studied. Data were elicited through a structured questionnaire while the analysis was carried out using Simple Regression Analysis and hypothesis tested at a 5% level of significance. Results: The findings showed that there is a statistically significant relationship between Distributive Justice Climate and Job Satisfaction in Microfinance Banks in South-East Nigeria (r = .962; R-Square = .926; F = 5865.689; p-value<.05) and that there is a statistically significant relationship existing between Open Communication Climate and Positive Meaning in Microfinance Banks in South-East Nigeria (r = .982; R-Square = .965; F = 13000.304; p-value<.05). Limitations: Because of the concentration of commercial banks in Anambra state, most of the banks selected for the study through a random method were from Anambra State. This could affect the generalizability of the findings. Contribution: This study contributed to the already existing body of knowledge on Organizational Climate and Employee Engagement. The study also revealed empirical results of the relationship between the variables of the study, specifically in commercial banks in South-East Nigeria.

scholarly journals Employee Retention in Nepalese Commercial Banks

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

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

The Influence of Leadership on Employee Retention in Tanzania Commercial Banks

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

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

scholarly journals Employee Retention in Nepalese Commercial Banks

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

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

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