Is the Central Bank Gone Mad: Executive Compensation with Reference to the Nepalese Banking Industry

Bhatta, Kiran Prasad

doi:10.3126/bj.v2i2.6623

Cited by 1 publication

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Section: Review Of the Literaturementioning

confidence: 99%

“…In Nepal, the development bank sector faces challenges in employee retention, factors such as low salaries, limited career development opportunities, and poor work-life balance contribute to dissatisfaction and increased turnover (Bhatta, 2021). To mitigate these challenges, development banks need to address underlying issues and implement strategies to retain their talent and improving salaries, offering growth opportunities, and promoting work-life balance are essential steps in reducing employee turnover (Bhatta, 2021). The banking sector plays a crucial role in Nepal's economic development, leading to an increase in the number of commercial banks due to liberal policies and a conducive environment, this growth has intensified competition among these banks and also to enhance its competitive advantage and meet customer and stakeholder expectations, HBL has introduced new products and services (Bhandari Ghimire, 2022).…”

Section: Review Of the Literaturementioning

confidence: 99%

“…Employers can foster satisfaction through regular communication, recognition, career development opportunities, and a positive work environment (Shrestha and Shakya, 2020;Singh, 2019;Chron, 2020). Satisfied employees are more likely to stay with the organization, benefiting both the employer and the employee by saving costs associated with turnover and providing job security (Chron, 2020;Bhatta, 2021;Pandey, 2014).…”

Section: Employers' Satisfactionmentioning

confidence: 99%

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Factors Determining Employee Retention of Development Banks in Nepal

Chand,

Ghimire

2024

Nep. Mgt. Rev.

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This study focuses on employee retention in development banks of Nepal, addressing the challenge posed by increased talent mobility due to globalization. It aims to identify factors influencing retention and understand employees' perceptions of retention practices. The study explores the relationship between leadership approach, salary, learning opportunities, employee satisfaction, and retention. Retaining key employees is crucial for organizational stability and growth, especially in development banks, which play a vital role in Nepal's economic development. The research includes 388 permanent employees, primarily aged 20-29, with a higher male representation. Data is collected through questionnaires and interviews. The analysis involves descriptive and inferential statistical tools, revealing that leadership, salary, learning opportunities, and employee satisfaction positively impact retention. However, the study's limited scope and Nepal-specific context might limit the findings' applicability globally. Moreover, the sample size and data collection methods could influence generalizability. Thus, this research sheds light on employee retention factors in Nepalese development banks, guiding the formulation of effective retention policies.

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Section: Review Of the Literaturementioning

confidence: 99%

Section: Review Of the Literaturementioning

confidence: 99%