| Collection Title: | SIU IS | | Title : | Employee Retention Strategy of Nepalese Telecom Industry | | Material Type: | printed text | | Authors: | Santosh Pant, Author ; Petcharat Lovichakorntikul, Associated Name ; Rajesh Gupta, Associated Name | | Publisher: | Bangkok: Shinawatra University | | Publication Date: | 2017 | | Pagination: | ix, 68 p. | | Layout: | ill, Tables | | Size: | 30 cm. | | Price: | 500.00 | | General note: | SIU IS: SOM-MBA-2017-N15
IS [MS. [MBA]] -- Shinawatra University, 2017 | | Languages : | English (eng) | | Descriptors: | [LCSH]Employee retention
[LCSH]Telecommunication industry -- Nepal
| | Keywords: | Primary survey,
Descriptive statistics,
Management approach,
Employee turnover,
Organizational success | | Abstract: | Motivation has always been one of the most important tools of human resource management. Organizations use various motivational policies and practices to encourage employees to perform in the most effective way to lead the organization towards success. For this reason, the present research study was carried out to identify how and up to which extend the motivational practices helps in the retaining the employees in telecom sector of Nepal, as from the past few years the telecom industry experience most threatening period regarding employee retention. The purpose of this paper is to find which motivational factor are considered to be most important and which are considered to be least important by most of the employees of telecom sector. This paper also helps in examining the significant relationship between the various factors and employee retention and why Nepalese organizations had not been able to retain their employees for longer term.
The research is quantitative in nature and totally based on the questionnaire distributed to the sample of 202 respondents of telecom sectors from Nepal Telecom, Ncell and Hello Nepal in Kathmandu as these companies are holding 70-80% market share of Nepalese Telecom Industry. Primary data was used mostly in the research and we also used secondary data from different research papers. The purposed research hypotheses were tested through various statistical analyses. Respondents were furthermore asked to rank ten determining factors on the basis of their importance. The findings indicated that good remuneration, job security and interesting job were the most important factors for most of all employees in telecom office. Interestingly, the lowest ranked factors were growth opportunities and profitability of organization. This also gives reference to the managers and HR professionals, the changing perception of employees towards the working culture.
The results provide suggestions to the organization about which determining factor plays more important and which plays less. Not always, but a telecom office can take this research paper a reference to focus on motivational practices to retain employees. Therefore, the most efficient approach to their motivation should not be based either solely on intrinsic motivators or extrinsic motivator. Strategies and implications that can help Telecom sector of Nepal in retaining their employees have also been discussed. Based on the factors that are the most important for employees; the organization can meet the challenge of attracting, motivating and retaining them. A company should always bring on new and challenging strategies and adopt it time and again to
appeal the employees and retain them. Therefore, from the research we can conclude that, in context of Nepal, people are still motivated by the remuneration and benefit the most. The working culture has drastically changed but still people need job security and financial security as their primary need. The result also reveals the significant relationship of motivational practices with employee retention. In other words, the independent variables have a direct and positive impact on dependent variable which means the enhancement of one independent variable causes the enhancement in the employee retention which is the dependent variable. However, with the changing need of workforce, people have started demanding for interesting jobs as they become monotonous doing the same work again and again, So, companies especially in telecommunication sector have to develop a better and effective strategy to motivate the employees keeping in consideration the motivational factors. However, the accuracy of the results may be influenced by biases. The study is exclusive of any intervening or moderating variables. The response from participants may be lower than expected, which may interfere with
their willingness to participate. | | Curricular : | BBA/MBA | | Record link: | http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27399 |
SIU IS. Employee Retention Strategy of Nepalese Telecom Industry [printed text] / Santosh Pant, Author ; Petcharat Lovichakorntikul, Associated Name ; Rajesh Gupta, Associated Name . - [S.l.] : Bangkok: Shinawatra University, 2017 . - ix, 68 p. : ill, Tables ; 30 cm. 500.00 SIU IS: SOM-MBA-2017-N15
IS [MS. [MBA]] -- Shinawatra University, 2017 Languages : English ( eng) | Descriptors: | [LCSH]Employee retention
[LCSH]Telecommunication industry -- Nepal
| | Keywords: | Primary survey,
Descriptive statistics,
Management approach,
Employee turnover,
Organizational success | | Abstract: | Motivation has always been one of the most important tools of human resource management. Organizations use various motivational policies and practices to encourage employees to perform in the most effective way to lead the organization towards success. For this reason, the present research study was carried out to identify how and up to which extend the motivational practices helps in the retaining the employees in telecom sector of Nepal, as from the past few years the telecom industry experience most threatening period regarding employee retention. The purpose of this paper is to find which motivational factor are considered to be most important and which are considered to be least important by most of the employees of telecom sector. This paper also helps in examining the significant relationship between the various factors and employee retention and why Nepalese organizations had not been able to retain their employees for longer term.
The research is quantitative in nature and totally based on the questionnaire distributed to the sample of 202 respondents of telecom sectors from Nepal Telecom, Ncell and Hello Nepal in Kathmandu as these companies are holding 70-80% market share of Nepalese Telecom Industry. Primary data was used mostly in the research and we also used secondary data from different research papers. The purposed research hypotheses were tested through various statistical analyses. Respondents were furthermore asked to rank ten determining factors on the basis of their importance. The findings indicated that good remuneration, job security and interesting job were the most important factors for most of all employees in telecom office. Interestingly, the lowest ranked factors were growth opportunities and profitability of organization. This also gives reference to the managers and HR professionals, the changing perception of employees towards the working culture.
The results provide suggestions to the organization about which determining factor plays more important and which plays less. Not always, but a telecom office can take this research paper a reference to focus on motivational practices to retain employees. Therefore, the most efficient approach to their motivation should not be based either solely on intrinsic motivators or extrinsic motivator. Strategies and implications that can help Telecom sector of Nepal in retaining their employees have also been discussed. Based on the factors that are the most important for employees; the organization can meet the challenge of attracting, motivating and retaining them. A company should always bring on new and challenging strategies and adopt it time and again to
appeal the employees and retain them. Therefore, from the research we can conclude that, in context of Nepal, people are still motivated by the remuneration and benefit the most. The working culture has drastically changed but still people need job security and financial security as their primary need. The result also reveals the significant relationship of motivational practices with employee retention. In other words, the independent variables have a direct and positive impact on dependent variable which means the enhancement of one independent variable causes the enhancement in the employee retention which is the dependent variable. However, with the changing need of workforce, people have started demanding for interesting jobs as they become monotonous doing the same work again and again, So, companies especially in telecommunication sector have to develop a better and effective strategy to motivate the employees keeping in consideration the motivational factors. However, the accuracy of the results may be influenced by biases. The study is exclusive of any intervening or moderating variables. The response from participants may be lower than expected, which may interfere with
their willingness to participate. | | Curricular : | BBA/MBA | | Record link: | http://libsearch.siu.ac.th/siu/opac_css/index.php?lvl=notice_display&id=27399 |
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