Human Resource Management (HRM) Practices of the Banking Sector inBangladesh: A Study on Private Commercial Bank
DOI:
https://doi.org/10.18034/abr.v6i3.39Keywords:
Human Resource Management, Private Commercial Bank, SEMAbstract
The purpose of this study is to find out HRM practices on the private commercial banking sector in Bangladesh. The researches want to examine the human resources management practices in the field of banking sector. It evaluates and compares existing human resources management activities of the employee like; job analysis, human resource planning, talent acquisition, training &development, performance appraisal, compensation, and the industrial relation of nine selective commercial banks. For conducting this research, 100 bank employees are randomly selected from the seven different banks. And out of this 91 employees responses properly; the response rate is 91 percent. The questionnaire consists of individual questions on seven HRM dimensions. The questionnaires were developed by considering five point Liker scale. The collected data were analyzed by applying both descriptive and inferential statistical techniques such as factor analysis and structural equation model (SEM). The SEM results indicated that job analysis, human resource planning, training & development, compensation, and industrial relation significantly and positively associated with overall human resource practices in private commercial banking sectors in Bangladesh.
JEL Classifications: M10; M12; M19
Downloads
References
Afroj, S. (2012). Ongoing Corporate Human Resource Management Practice in Banking sector of Bangladesh. Global Journal of Management and Business Research, 12(2).
Akter, S., D'Ambra, J., & Ray, P. (2011). Trustworthiness in mHealth information services: an assessment of a hierarchical model with mediating and moderating effects using partial least squares (PLS). Journal of the American Society for Information Science and Technology, 62(1), 100-116.
Aleem, M., Bowra, Z. A., Hamed, W., & Khan, A. H. (2012). An empirical investigation of human resource practices: A study of autonomous medical institution employees in Punjab, Pakistan. African Journal of Business Management, 6(21), 6390.
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological bulletin, 103(3), 411.
Bowra, Z. A., Sharif, B., Saeed, A., & Niazi, M. K. (2012). Impact of human resource practices on employee perceived performance in banking sector of Pakistan. African Journal of Business Management, 6(1), 323.
Cappelli, P., &Rogovsky, N. (1998). Employee Involvement and Organizational Citizenship: Implications for Labor Law Reform and “Lean Production# x201D. Industrial & Labor Relations Review, 51(4), 633-653.
Chand, M., &Katou, A. A. (2007). The impact of HRM practices on organisational performance in the Indian hotel industry. Employee Relations, 29(6), 576-594.
Chin, W. W. (2010). How to write up and report PLS analyses. In Handbook of partial least squares (pp. 655-690). Springer Berlin Heidelberg.
Cronbach, L. J. (1951). Coefficient alpha and the internal structure of tests. psychometrika, 16(3), 297-334.
Dessler, G. (2007). Human Resource Management. (11th ed.). New Jersey: Prentice Hall.
Efron, B. (2012). The estimation of prediction error. Journal of the American Statistical Association.
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 39-50.
Gerbing, D. W., & Anderson, J. C. (1988). An updated paradigm for scale development incorporating unidimensionality and its assessment. Journal of marketing research, 186-192.
Hair, J. F., & Anderson, R. E. RL Tatham in WC Black (1998). Multivariate Data Analysis with Readings,.
Henseler, J., Ringle, C. M., &Sinkovics, R. R. (2009). The use of partial least squares path modeling in international marketing. Advances in international marketing, 20(1), 277-319.
Hulland, J., & Richard Ivey School of Business. (1999). Use of partial least squares (PLS) in strategic management research: A review of four recent studies. Strategic management journal, 20(2), 195-204.
Hussain, T., & Rehman, S. S. (2013). Do Human Resource Management Practices Inspire Employees’ Retention?Research Journal of Applied Sciences, Engineering and Technology, 6(19), 3625-3633.
Iqbal, M. Z., Arif, M. I., & Abbas, F. (2011). HRM practices in public and private universities of Pakistan: A comparative study. International Education Studies, 4(4), 215.
Iqbal, M. Z., Arif, M. I., & Abbas, F. (2011). HRM practices in public and private universities of Pakistan: A comparative study. International Education Studies, 4(4), 215.
Katou, A. A. (2008). Measuring the impact of HRM on organizational performance. Journal of Industrial Engineering and Management, 1(2), 119-142.
Khan, M. A. (2010). Effects of human resource management practices on organizational performance–an empirical study of oil and gas industry in Pakistan. European Journal of Economics, Finance and Administrative Sciences, 24(157-174), 6.
Lamba, S., &Choudhary, N. (2013). Impact of HRM practices on organizational commitment of employees. International Journal of Advancements in Research & Technology, 2(4), 407-423.
MacKinnon, D. P. (2008). Introduction to statistical mediation analysis. Routledge.
Majumder, M. T. H. (2012). Human resource management practices and employees' satisfaction towards private banking sector in Bangladesh. International Review of Management and Marketing, 2(1), 52.
Moyeen, A. F. M. A., & Huq, A. (2001). Human resource management practices in business enterprises in Bangladesh. Journal of Business Studies, 22(2), 263-270.
Noe, R. (2007). Hollenbeck JR, Gerhart, B. A., and Wright, PM. Human Resource Management (2nd Ed.). Boston: McGraw-Hill Irwin.
Nunally, J. C., & Bernstein, I. H. (1994). Psychometric theory, 3rd. New York: Mcgraw-Hill.
Park, H. J., Mitsuhashi, H., Fey, C. F., &Björkman, I. (2003). The effect of human resource management practices on Japanese MNC subsidiary performance: a partial mediating model. The International Journal of Human Resource Management, 14(8), 1391-1406.
Roknuzzaman, M. (2007). Status of human resource management in public university libraries in Bangladesh. The International Information & Library Review, 39(1), 52-61.
Schuler, R. S. (1990). Repositioning the human resource function: transformation or demise?.The Executive, 4(3), 49-60.
Talukder, M. F. H., Hossain, M. Y., & Hossain, M. N. (2014). HRM practice in commercial banks: A case study of Bangladesh. IOSR Journal of Business and Management 16: 29, 36.
William, B., Werther, J., & Davis, K. (1996). Human resource and personnel management. City: McGraw-Hill Inc, 316-317.
--0--
Published
Issue
Section
License
Asian Business Review is an Open Access journal. Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal the right of first publication with the work simultaneously licensed under a CC BY-NC 4.0 International License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of their work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal. We require authors to inform us of any instances of re-publication.