From this page you can:
| Home |
Descriptors
Add the result to your basket Make a suggestion Refine your search Apply to external sourcesSIU IS. The Effect of Human resource management on Employee job satisfaction in Tourism development bank of Nepal / Priyaska Marasini / Bangkok: Shinawatra University - 2017
Collection Title: SIU IS Title : The Effect of Human resource management on Employee job satisfaction in Tourism development bank of Nepal Material Type: printed text Authors: Priyaska Marasini, Author ; Ousanee Sawagvudcharee, Associated Name ; Rajesh Gupta, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: viii, 53 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-N51
Independent Study [SO [Management]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Employees -- Nepal
[LCSH]Human resource managementKeywords: Compensation Plan,
Incentives,
Indirect Compensation,
Employee Performance,
Employee Job Satisfaction,
Human Resources Practices,
Tourism Development Bank of NepalAbstract: This research paper mainly focuses on The Effect of Human resource management on Employee job satisfaction in Tourism development bank of Nepal. Human resource management (HRM) refers to the policies and practices involved in carrying out the ‘human resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations. Job satisfaction may achieve several purposes assisting in recruitment and job performance. An ideal HR practices and job satisfaction management system will help you significantly boost the performance of your employees and create a more engaged workforce that’s willing to go the extra mile for your organization. Such a system should be well-defined and uniform and should apply to all levels of the organization as a general system, plus you’ll enjoy clearer visibility into individual employee performance when it comes time to make critical compensation planning decisions.
The junior, mid and senior level of staffs of three branches of Tourism development banks were taken as the sample of the study. Primary method of data collection was used. Questionnaire and Interviews were developed to collect the data. The researcher employed the use of the Statistical Package for Social Science (SPSS) to analyze the data that was collected for the study.
The study has found that the effect of Human resource management practices in job satisfaction and study have positive impact on employee performance. The Job satisfaction is measured by five variables: Compensation practice, Supervisor role practice, Training practice Evaluation practice and Promotion practice. These five variables have positive impact on Employee Job Satisfaction. Also the Employee performance increases with increase in Employees Job satisfaction. Hence for the better performance, the companies should focus on adequate compensation packages that influence the performance of the employee and increase job satisfaction which ultimately reduces employee’s turnover in banking sector of Nepal.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27525 SIU IS. The Effect of Human resource management on Employee job satisfaction in Tourism development bank of Nepal [printed text] / Priyaska Marasini, Author ; Ousanee Sawagvudcharee, Associated Name ; Rajesh Gupta, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - viii, 53 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-N51
Independent Study [SO [Management]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Employees -- Nepal
[LCSH]Human resource managementKeywords: Compensation Plan,
Incentives,
Indirect Compensation,
Employee Performance,
Employee Job Satisfaction,
Human Resources Practices,
Tourism Development Bank of NepalAbstract: This research paper mainly focuses on The Effect of Human resource management on Employee job satisfaction in Tourism development bank of Nepal. Human resource management (HRM) refers to the policies and practices involved in carrying out the ‘human resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labor relations. Job satisfaction may achieve several purposes assisting in recruitment and job performance. An ideal HR practices and job satisfaction management system will help you significantly boost the performance of your employees and create a more engaged workforce that’s willing to go the extra mile for your organization. Such a system should be well-defined and uniform and should apply to all levels of the organization as a general system, plus you’ll enjoy clearer visibility into individual employee performance when it comes time to make critical compensation planning decisions.
The junior, mid and senior level of staffs of three branches of Tourism development banks were taken as the sample of the study. Primary method of data collection was used. Questionnaire and Interviews were developed to collect the data. The researcher employed the use of the Statistical Package for Social Science (SPSS) to analyze the data that was collected for the study.
The study has found that the effect of Human resource management practices in job satisfaction and study have positive impact on employee performance. The Job satisfaction is measured by five variables: Compensation practice, Supervisor role practice, Training practice Evaluation practice and Promotion practice. These five variables have positive impact on Employee Job Satisfaction. Also the Employee performance increases with increase in Employees Job satisfaction. Hence for the better performance, the companies should focus on adequate compensation packages that influence the performance of the employee and increase job satisfaction which ultimately reduces employee’s turnover in banking sector of Nepal.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27525 Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 32002000596245 SIU IS: SOM-MBA-2017-N51 c.2 SIU Independent Study Graduate Library Thesis Corner Available 32002000596237 SIU IS: SOM-MBA-2017-N51 c.1 SIU Independent Study Main Library Thesis Corner Available
Collection Title: SIU IS Title : The Effect of Workforce Diversity on Employee Performance of Nepal: A study of Telecom Companies Material Type: printed text Authors: Ashmita Pradhan, Author ; Fuangfa Amponstira, Associated Name ; Arhan Sthapit, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: ix, 91 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-N42
Independent Study [SO [Management]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Employees -- Nepal Keywords: Workforce Diversity,
Employee Performance,
Correlation Coefficients,
Multivariate RegressionAbstract: Workforce diversity is considered to be a major challenge that has easily turned into a losing situation for all involved leading to the discouragement of employees consequently affecting employee performance in many organizations. Many people believe that workforce diversity is essential for employee performance. In this study, workforce diversity is defined as a similarities and differences among employees in terms of age, cultural background, race, religion, gender, and sexual orientation. These similarities and differences formed five different independent variables (i.e. age group, gender, cultural diversity, educational background and work experience) of this study which was considered to the most critical variables in the context of Nepal.
The objective of this study was to investigate the effect of workforce diversity on employee performance of Nepal. Convenient sampling technique was used to get respondents within the Telecom companies of Nepal. 200 employees i.e. 100 employees each from two major Telecom companies (NTC and NCELL) were targeted for data collection. Data was collected through self-administered questionnaires that included varieties of questions such as single response questions and Likert scale questions. Data collected through the questionnaire was analyzed statistically by using the Software Package for Social Science (SPSS). It was then summarized using tables.
The summarized responses were used for examining the effect of each variable on employee performance. Chi-square analysis showed all the hypotheses were a good fit. Correlation Coefficient analysis showed a significant level of association between all other variables and employee performance except age group. Whereas, the multivariate regression analysis showed age and cultural diversity was insignificant. However, it became clear from the data analysis that workforce diversity is a well-accepted phenomenon at the Telecom companies of Nepal. For this study, various literatures were examined and reviewed to identify and investigate the relationship between workforce diversity and employee performance in which a gap existed since none of these studies was conducted in Telecom companies of Nepal.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27516 SIU IS. The Effect of Workforce Diversity on Employee Performance of Nepal: A study of Telecom Companies [printed text] / Ashmita Pradhan, Author ; Fuangfa Amponstira, Associated Name ; Arhan Sthapit, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - ix, 91 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-N42
Independent Study [SO [Management]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Employees -- Nepal Keywords: Workforce Diversity,
Employee Performance,
Correlation Coefficients,
Multivariate RegressionAbstract: Workforce diversity is considered to be a major challenge that has easily turned into a losing situation for all involved leading to the discouragement of employees consequently affecting employee performance in many organizations. Many people believe that workforce diversity is essential for employee performance. In this study, workforce diversity is defined as a similarities and differences among employees in terms of age, cultural background, race, religion, gender, and sexual orientation. These similarities and differences formed five different independent variables (i.e. age group, gender, cultural diversity, educational background and work experience) of this study which was considered to the most critical variables in the context of Nepal.
The objective of this study was to investigate the effect of workforce diversity on employee performance of Nepal. Convenient sampling technique was used to get respondents within the Telecom companies of Nepal. 200 employees i.e. 100 employees each from two major Telecom companies (NTC and NCELL) were targeted for data collection. Data was collected through self-administered questionnaires that included varieties of questions such as single response questions and Likert scale questions. Data collected through the questionnaire was analyzed statistically by using the Software Package for Social Science (SPSS). It was then summarized using tables.
The summarized responses were used for examining the effect of each variable on employee performance. Chi-square analysis showed all the hypotheses were a good fit. Correlation Coefficient analysis showed a significant level of association between all other variables and employee performance except age group. Whereas, the multivariate regression analysis showed age and cultural diversity was insignificant. However, it became clear from the data analysis that workforce diversity is a well-accepted phenomenon at the Telecom companies of Nepal. For this study, various literatures were examined and reviewed to identify and investigate the relationship between workforce diversity and employee performance in which a gap existed since none of these studies was conducted in Telecom companies of Nepal.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27516 Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 32002000596054 SIU IS: SOM-MBA-2017-N42 c.2 SIU Independent Study Graduate Library Thesis Corner Available 32002000596062 SIU IS: SOM-MBA-2017-N42 c.1 SIU Independent Study Main Library Thesis Corner Available
Collection Title: SIU IS Title : Work life Balance: Case of Employees in Nepalese Airline Companies Material Type: printed text Authors: Namrita Tuladhar, Author ; Petcharat Lovichakorntikul, Associated Name ; Arhan Sthapit, Associated Name Publisher: Bangkok: Shinawatra University Publication Date: 2017 Pagination: viii, 87 p. Layout: ill, Tables Size: 30 cm. Price: 500.00 General note: SIU IS: SOM-MBA-2017-N05
IS [MS. [MBA]] -- Shinawatra University, 2017Languages : English (eng) Descriptors: [LCSH]Employees -- Nepal Keywords: Work Life Balance,
Work Satisfaction,
Work-Family Conflict,
Family Work Conflict,
Family Satisfaction,
Psychological HealthAbstract: Nepal is in the midst of an economic regeneration with recovering political settings. The development projects acts as a drive towards economic growth. The increasing number of both private and public sector demands projects for the availability of infrastructures. The free movement of goods and people domestically and internationally is one of the major challenges that the country has to face. As Nepal is land locked country and has very unique geography, air transport is one of the major infrastructures for development. In this regard, employees of Nepalese Airline Companies have to face new challenges every day.
Work life balance has recently taken the attention of employees in Airline sector. Without a balance between the professional life and personal life, many mishaps can be experienced. This study focused on assessing the impact of work-life balance and work satisfaction determined by work-family conflict, family- work conflict, family satisfaction and psychological health on the individuals employed in the Nepalese Airline Company.
In this individual study, quantitative research methods were used and a sample population was chosen amongst employees of Nepalese Airline Companies by using a convenient sampling method. Out of 150 distributed questionnaires, 105 were completed and returned, giving an overall returning rate of 70%. The data was analyzed using IBM SPSS version 20.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27372 SIU IS. Work life Balance: Case of Employees in Nepalese Airline Companies [printed text] / Namrita Tuladhar, Author ; Petcharat Lovichakorntikul, Associated Name ; Arhan Sthapit, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - viii, 87 p. : ill, Tables ; 30 cm.
500.00
SIU IS: SOM-MBA-2017-N05
IS [MS. [MBA]] -- Shinawatra University, 2017
Languages : English (eng)
Descriptors: [LCSH]Employees -- Nepal Keywords: Work Life Balance,
Work Satisfaction,
Work-Family Conflict,
Family Work Conflict,
Family Satisfaction,
Psychological HealthAbstract: Nepal is in the midst of an economic regeneration with recovering political settings. The development projects acts as a drive towards economic growth. The increasing number of both private and public sector demands projects for the availability of infrastructures. The free movement of goods and people domestically and internationally is one of the major challenges that the country has to face. As Nepal is land locked country and has very unique geography, air transport is one of the major infrastructures for development. In this regard, employees of Nepalese Airline Companies have to face new challenges every day.
Work life balance has recently taken the attention of employees in Airline sector. Without a balance between the professional life and personal life, many mishaps can be experienced. This study focused on assessing the impact of work-life balance and work satisfaction determined by work-family conflict, family- work conflict, family satisfaction and psychological health on the individuals employed in the Nepalese Airline Company.
In this individual study, quantitative research methods were used and a sample population was chosen amongst employees of Nepalese Airline Companies by using a convenient sampling method. Out of 150 distributed questionnaires, 105 were completed and returned, giving an overall returning rate of 70%. The data was analyzed using IBM SPSS version 20.Curricular : BBA/MBA Record link: http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27372 Hold
Place a hold on this item
Copies
Barcode Call number Media type Location Section Status 32002000595437 SIU IS: SOM-MBA-2017-N05 SIU Independent Study Graduate Library Thesis Corner Available
