A Study on Employee Turnover in the Banking Sectors of Nepal
Karki, Kailash (2023)
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023121737973
https://urn.fi/URN:NBN:fi:amk-2023121737973
Tiivistelmä
The term "employee turnover" is widely used in business circles. This study examined the numerous elements influencing employee turnover in order to find the most critical factors influencing employee turnover. The study is based on replies from two major commercial banks' personnel.
The purpose of the research is to provide useful suggestions for organizational tactics, with a focus on the establishment of a work environment that encourages employee satisfaction and retention. Quantitative research design was used, and this design was chosen because its findings are generalizable and data objective. To acquire data from respondents, a self-developed questionnaire measuring on a Likert Scale was used. The collected data were being analyzed using a pivot table and carried out by calculating mean, standard deviation, and percentage. The difference between different variables was calculated by using cross-tabulation. The following factors have significantly influenced employee turn-over in banking sector: Training and Development, Career Opportunities, Work-life policies and Career and Development. The findings of the study emphasized that employees believe that the career opportunities and reward and recognition is the most important factor for them to decide whether they leave or stay in the organization. Therefore, one suggestion for firms looking to develop better career opportunities for staff and proper incentives, salary, benefits, timely promotions, and recognition of the work for their staff members in the future may be the research's outcome.
The purpose of the research is to provide useful suggestions for organizational tactics, with a focus on the establishment of a work environment that encourages employee satisfaction and retention. Quantitative research design was used, and this design was chosen because its findings are generalizable and data objective. To acquire data from respondents, a self-developed questionnaire measuring on a Likert Scale was used. The collected data were being analyzed using a pivot table and carried out by calculating mean, standard deviation, and percentage. The difference between different variables was calculated by using cross-tabulation. The following factors have significantly influenced employee turn-over in banking sector: Training and Development, Career Opportunities, Work-life policies and Career and Development. The findings of the study emphasized that employees believe that the career opportunities and reward and recognition is the most important factor for them to decide whether they leave or stay in the organization. Therefore, one suggestion for firms looking to develop better career opportunities for staff and proper incentives, salary, benefits, timely promotions, and recognition of the work for their staff members in the future may be the research's outcome.