employee retention in banking industry of nepal

7232019 Employee Retention in Banking Industry of Nepal

httpslidepdfcomreaderfullemployee-retention-in-banking-industry-of-nepal 132

-1-

CHAPTER I

INTRODUCTION

Employee Retention is an important aspect of human resource management

(HRM) Improvement in employee retention is essential to reduce HRM practices cost

and overall growth of the organization This chapter explains the overall view of the

study Especially it contains background problem statement purpose significance

limitations delimitations and proposed organization of the study

Background of the Study

Today we are living in a dynamic world Advancement of information

technology has brought to centre stage the importance of human resource more than

ever before (Jyothi and Venkatesh 2006 p 1) In a competitive scenario effective

utilization of human resource has become necessary and the primary task of

organizations is to identify recruit and channel competent human resources into their

business operations for improving productivity and functional efficiency (Ibid)

Qualified motivated and experienced human resources are also essential in economic

liberalization and globalization era

Human resource management is the most exciting area in the field of

management The responsibility of recruiting and selecting the right person for the

organization is HRM department Since people constitute the cornerstone of any

organization assumes nerve centre in most organizations This is the science of

managing employeeworkforces in an organization It ensures right person at right

place at right time It also provides training and development opportunities for their

efficient performance (Khadka 2009 p 2) HRM develops practices which foster



-2-

teamwork and flexibility and makes the employees feel that they are valued and their

contribution is essential for the development and growth of organization

Aswathappa (2005) defines HRM as the set of programs functions and

activities designed and carried out in order to maximize both employees as well as

organizational effectiveness (p 5) It is also a process which consists of the

acquisition development motivation and maintenance of human resource (DeCenzo

and Robbins 2005 p36) It treats employees as the essential means of realizing

organizational objectives rather than mere objectives (Jyothi and Venkatesh 2006 pp

2-3) It focuses on engendering commitment among employees by winning their

hearts (Ibid)

Human resource is a crucial aspect of HRM Especially key or talent

employees are destiny of the organization The retention of those employees is one of

the significant issues of contemporary context Employee retention is the ability of the

management to retain its employees for a longer period of time It needs favorable

policies and practices which let the key employees stick to an organization

Organizations invest a lot of resources for employees to make them able or

corporate ready High employee turnover ratio or flyaway of talent employee is the

greater loss of the organization It can be a problem because of increased recruiting

selection and training costs and work disruptions (Robbins and Coulter p343)

Newstrom (2007) states excessive employee turnover can have several

negative effects on an organization They include

bull Separation costs (exist interview time separation pay unemployment tax

increase)



-3-

bull Training costs for few new employees(both orientation and skill

development instruction both formal and informal learning experiences)

bull Vacancy costs (temporary help or overtime pay productivity loss and

service disruption)

bull Placement costs (attracting screening and relocating new hires)

bull Morale effects (loss of friendship concerns about personal job loss during

downsizing) (p210)

Poor compensation and benefits negative work environment frustration

constant friction with their superiors or other members unfair treatment lack of

recognition challenging job job security motivation and opportunity for career

development and rtc are the main causes of leaving or quitting job by employees

Thus organization should address these things in time to retain their key employees

Jyothi and Venkatesh (2006) suggest the following aspects while attempting to

retain employees (i) planning ahead (ii) clarity in job requirements (iii) identify a

good source of recruitment (iv) screening and interview (v) provide challenging

work and (vi) focus on compensation and working conditions (pp 94-95)

Employee retention is an important function of HRM Retaining function

comprises the activities of (i) rewarding employees for performing their job

effectively (ii) ensuring harmonious working relation between employees and

managers and (iii) maintaining a safe healthy work environment (Cascio 2006 p6)

Cascio (2006) also suggests fair treatment of employees open communication face-

to-face resolution of conflict promotion of teamwork respect for the dignity of each

individual and pay increases based on merit are essential to retain employees (p8)



-4-

This study examines and analyzes the employee retention in banking industry

of Nepal A bank is a financial institution that accepts deposits through different

kinds of accounts and lends those deposits either directly or indirectly Banking

industry is generally a highly regulated and reliable industry of Nepal

The history of banking industry is not long in Nepal It was started from 1937

AD There are one central bank thirty one commercial banks and eighty seven

development banks in Nepal (wwwnrborgnp)This study covers six (or1935)

commercial banks They are Standard Chartered Bank Nepal Limited Nepal

Investment Bank Limited Nepal SBI Bank Limited Bank of Kathmandu Limited

Nepal Credit and Commerce Bank Limited and Kumari Bank Limited

Problem Statement

Retention of best talent and most desirable employees is a key challenge to

organization HRM department should take a deep concern in their employee turnover

rate because it incurs direct and indirect expenses Costs of employee turnover

seriously impact on organizational performance and growth

Employee retention is one of the big challenges to the organizations In order

to attain corporate goals organizations have to retain their key employees Thus

issues relating these have been drawing the attention like - Do banks apply fair HR

practices to retain their key employees Is there problem of high employee turnover in

banking industry Do Are banks practicing motivational efforts to retain their talents

Is there talents poaching practice in the banking industry of Nepal Are employees

satisfied with their present job And are banks applying employee retention strategies



-5-

In general at present not only in Nepal around the world the organizations

have been facing retention as a big challenge With this objective this study has

proposed to see the reality in the banking industry of Nepal

Purpose of the Study

The primary purpose of the study is to explore employee retention in the

banking industry of Nepal

The specific purpose of the study is to examine and analyze the employee

turnover HR practices and their relation with employee retention and strategies for

employee retention

Significance of the Study

Retention of key employee is the main function of management Retention

refers to the methods employed by the management to convenience the key

employees stay with the organization for a longer period of time Since key

employees are the brain of organization retention of such employees should be the

major concern of the management

This study (i) contributes knowledge industry especially in the field of

retention of key employees (ii) fulfills the gaps of previous studies in the case of

Nepal the researcher could not find any research or study thus it would be the first

study (iii) shows relationships between employee retention and HR practices like-

hiring practices compensation and benefits participative management training and

development opportunity for growth motivation etc and (iv) faces the dramatically

increasing complexity Changing environment increasing size of organization

increasing inventory level of employees rules and procedures are the main cause of



-6-

increasing complexity Talent employees are required to manage such complexity

Thus the study on employee retention is very important

Research Questions

The research questions of this study are as follows

RQ No1 What is the employee turnover rate in banking industry of Nepal

RQ No 2 What are the HR practices which promote the employee retention

in an organization

RQ No 3 How the HR practices are related to employee retention

RQ No 4 What are the strategies which have been applying by the banks to

retain their employee

Conceptual Framework

Qualitative research should be based on clear conceptual framework which

outlines the possible courses of action Thus this is the foundation on which the study

is conducted or established The conceptual framework of the study can be depicted in

the following figure

Human Resource

Management

HR practices

bull Hiring practices

bull Compensation and

benefits

bull Job security

bull Participative

managementbull Training and

development

bull Opportunity for growth

bull Motivation

Retention strategies

bull Improving hiring

practices

bull Providing career

development

opportunity

bull Positive culture

bull

Succession planning

bull Implementation of team

management

bull Flex time and benefits

SatisfactoryPositive

Employee retention



-7-

Figure No 1-1 Diagram of conceptual framework of the research

Human resource management is concerned with managing people in the

organization This ensures right people at right place at right time The individuals

who work in the organization are employees They play a crucial role in operating and

controlling activities They are the destiny of the organization

Employee turnover is the major problem of most organizations Factors like-

compensation and benefits quality of work life relationship with supervisor or peer

after retirement benefits plan job performance etc play a significant role in

employee turnover Management should identify these factors to make them positive

or favorable and should apply appropriate strategies to retain employees

Hiring practices compensation and benefits job security participative management

training and development growth opportunities etc are the main components of HR

practices which help to retention of employee The organization should recognize

these components and should apply suitable strategies to retain their key employees

Limitations and Delimitation of the Study

Although this study focuses on HR practices for employee retention it is

acknowledged that this study has some limitations and there is enough room for

further study The major limitations and delimitations of this study are as follows

Limitations

The research will be based on following limitations

Firstly the random sample will be drawn from the list of commercial banks of

Nepal Results from studies on a specific industry may have limitations to

generalizing to other banks finance companies and other sectors of the economy and

vice-versa



-8-

Secondly this study is based on available information from secondary and

primary sources Accuracy of the study will depend on provided information but

adequate attention is given to reliability and validity of the research

Finally the use of self-report questionnaires may limit ability to draw

conclusions about the casual nature of the relationships (Vlachos 2008 p94)

Delimitations

The research will be based on following delimitations

Firstly this study covers only commercial banks of Nepal especially foreign

joint venture and national private banks to make precise to the research Respondents

are chosen from the sample banks who are working at present

Secondly the study covers only ten years period ie 2001 to 2010 The

conclusion will be based on study period

Finally the research is based on exploratory cum descriptive design

These limitations and delimitations proof that there is sufficient room for

further research Further research can clarify other aspects of the HR practices and

their impact on organizational effectiveness Further research may be on quantitative

design in employee retention of banking industry in Nepal

Purposed Organization of the Study

This study has been organized into seven chapters Each chapter devoted to

some aspects of HR practices to employee retention under the study organizations

The rationale behind this kind of organizations is to follow a research methodology

approach

The first chapter contains introduction of the study which consists of

background of the study problem statement purpose of the study significance of the



-9-

study limitations and direction for further research and proposed organization of the

study

The second chapter contains literature review It shows overall scenario of the

employee retention as well as its evidence in the world It consists of review of

empirical studies research articles thesis or dissertations

The third chapter contains research methodology which consists of research

philosophy research design population and sampling techniques sources of data

procedures of data collection tools and techniques of data analysis reliability and

validity and ethical issues

The fourth chapter contains employee turnover which consists of employee

inventory succession planning causes of leaving job and strategies of new hiring

The fifth chapter contains HR practices to retain employees This chapter

examines and evaluates different HR practices adopted by the different banks to retain

their key employees and relation of HR practices with employee retention

The sixth chapter contains strategies of retention This chapter consists of

employee retention strategies which have been applying th banks of Nepal

The last or seventh chapter of the study contains summary conclusion and

recommendations



-10-

CHAPTER II

LITERATURE REVIEW

Literature review shows the overall scenario of the employee retention as well

as its evidence in the world The reviewed research articles thesis or dissertations

etc were received from friends national and international libraries journals

publications of banking industry and websites A review of those studies will be

important in order to develop an approach that can be employed in this study

Why do employees leave organizations

There may be various reasons for leaving organizations McCann (2004) finds

out some reasons of leaving organization which are basic financial needs not met

lack of competitive salary poor benefits poor communication negative work

environment lack of recognition unfair treatment lack of challenging job lack of job

security and life conflicts

Howard and et al (2007) conducted a research and they identify the following

reasons for employee turnover ldquoLack of growth opportunities better career

opportunity elsewhere insufficient compensation did not find work

interesting insufficient rewards recognition did not feel efforts where

appreciated job was not what was expected poor fit with the organizational

culture external factors job left too little time for personal life skillsabilities

not a good match for the job felt unfairly treateddiscriminated against job

changed focus or scope overtime poor relationship with the manager the

economy changed making a move people and poor relationship with co-

workersrsquorsquo (p 29)



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What are the methodsstrategies of employee retentions

Retention of key employees is essential for organizational success Trulson

(2007) suggests following five methods ldquomaintaining staffing levels implementing

team management updating recruitmentscreening process addressing compensation

issues and professional development programsrsquorsquo (p 1) Similarly HR-Focus (2004)

suggests ldquocareer advancementrsquorsquo

Howard and et al (2007) mention following thirty two methods of retention

ldquoLink pay and performance succession management program career

planning services employee retention as a corporate objective

organizationrsquos visionmission training and development opportunities

improving compensation specialized retention plans new-hire orientation

monetary rewards employment brand openness in communication

performance management system mentorscoaches for new hires selection

practices internal studies increased managersrsquo accountability for retention

educate managers on how to retain employees tracing the impact of

retention benefits packages team-building activities non-monetary

rewards benchmarking stock options rotational assignments exit

interviews employee involvement in decision making flexible work

schedule virtual officetelecommuting special employee services relaxed

dress code and job securityrsquorsquo (p 22)

Trulson (2007) states following seven recommendations on his research

study as retention strategies ldquoImplement team based management style

encouraging employee involvement use committee to address major issues

and initiatives employ friendly schedule examine and improve the

recruitment and screening process training and certification program



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improved salaries and benefits community relations program to provide

recognition and institute a professional development programrsquorsquo (pp34-36)

Gberevbie (2010) suggests ten strategies of employee retention They are as

follows ldquoPayment of monthly salaries to employees relatively good

monthly salary and allowances provision of car housing and furniture loan

facilities health insurance scheme job security regular promotion health

care services to employeesrsquo families maternity leave with full pay for

female employees and regular training of employeesrsquorsquo (p6)

Gberevbie (2010) revels that ldquothere is no significant relationship between

respondentsrsquo job status and their views on strategies for employee retention

and performance in the FCS of Nigeriarsquorsquo (p 9) Gberevbie (2010) states that

ldquoout of the 108 respondents sampled 97 or 8981 percent agree that strategies

for employee retention of the FCS of Nigeria are inadequate to retain

competent workforce for enhanced performancersquorsquo (p 9) Kaiser and Hawk

(2001) revel technical training was the 983144983145983143983144983141983155983156 983154983137983156983141983140 983154983141983156983141983150983156983145983151983150 983152983154983137983139983156983145983139983141983086

Howard and et al (2007) revel following factors or drivers promoting

retention and employee satisfaction ldquoA good manager opportunity for

accomplishment recognition for individual contributions great company

leadership a creative or fun work place culture a compatible work

groupteam opportunities to learn and grow an organization you feel proud

to work for interesting work opportunities for advancement benefits

employee autonomy balance between work and personal life compensation

promise of stabilityjob security employee lifestyle support variety in the



-13-

work flexible work conditions opportunity for expatriate assignments and

amount of vacationannual leaversquorsquo (p29)

Is there relation between job satisfaction and employee retention

Job satisfaction is a set of favorable or unfavorable feeling and emotions with

which employees view their work (Newstrom 2009 p 204) It is pleasurable feelings

that result from the perception that a job fulfills or allows for the fulfillment of its

holderrsquos important job values (Cascio 2007 p 680) Job satisfaction is an attitude

rather than a behavior itrsquos an outcome that concerns many managers because satisfied

employees are more likely to show up for work and stay with an organization

(Robbins and Coulter 2006 p343)

Job satisfaction is a general attitude toward an individual current job and

organization that encompasses the feeling beliefs and thoughts about the job (Bitsch

and Hogberg 2004 p 2)

Herzbergrsquos Motivational factors and hygiene factors promote job satisfaction

Lack of self-fulfillment receive little recognition on the job or experience continual

conflicts with a supervisor or peer etc lower the employee satisfaction and raise rates

of employee turnover (Newstrom 2007)

Hom and Griffeth (1995) state satisfied employees have lower level of turnover

while dissatisfied employees have higher levels of turnover Nadeem Malik conducted

a research on Job Satisfaction Factors of Faculty Members at University of

Balochistan and reveals



-14-

bull Demographic factors such as age academic rank and degree no significant

impact on job satisfaction

bull ldquoWork Itselfrsquorsquo was the most motivating aspect

bull

ldquoWorking conditionrsquorsquo was the least motivating aspect

bull Job motivators and hygiene characteristics were moderately or substantially

related to overall job satisfaction

bull The factors work itself and advancement explained the variability among

faculty memberrsquos overall job satisfaction (pp 4-5)

Higher job satisfaction reduces the rates of employee turnover Thus job

satisfaction and employee turnover have inverse relationship The following figure

displays the relationship between job satisfaction and employee turnover

Is employee turnover universe problem

Employee turnover problem is universe It seems every way not only one

region and industry It badly affects employee morale effectiveness of other

employees and customer relationships

Total annual turnover rates for non-farm occupation the year 2003 were at a

rate 363 percent when reviewing only private sector employees for the same

years the rate was 435 percent while among public sector employees it was

documented at 144 percent Looking at the specific area Education and

Health services an annual turnover rate of 27 percent was reported for 2003

while the Leisure and Hospitability Industry showed a 703 percent rate (BLS

report Cited from Trulson 2004 p10)



-15-

Lyons and et al (n d) ldquoThere were no difference between military personnel

and civilians with regard to turnover intentions These differences were tested using a

t-test There were no differences between military or civilians on turnover intentions t

(159) = 88 pgt05rsquorsquo

What do the evidences say

Pare and et al (2000) conducted a survey of Canadian IT professional This

survey demonstrates that ldquoIT specialists retention pattern are strongly sensitive to HR

practices that provide competence developmentrsquorsquo They (2000) revel ldquoprocedural

justice information sharing and work life policies practices must be considered as

complementary means to achieve lower IT turnover ratersquorsquo (p18)

Standard Chartered Bank conducted a survey and it concludes its report as

ldquoengaging employees is crucial to retaining talent and while our annual survey shows

excellent progress we continue to invest in developing great managers who engage

their teams In 2008 we introduced a pilot to understand and address the root causes

of employee turnover in the growth markets of India and the UAE In India employee

attrition has reduced by seven per cent since the approach was introducedrsquorsquo

(httpwwwstandardcharteredcomsustainabilitygreat-place-to-workemployee-

engagementenindexhtml)

Howard and et al (2007) surveyed HR professionals and workers in China to

find out why Chinese employees stay or leave-and what organizations can do to retain

talent in Chinas burgeoning economy The study reveals that

bull 38 percent of the HR professionals surveyed in China indicated that turnover

in their organization had increased in the past 12 to 18 months



-16-

bull 73 percent of employees had resigned from previous jobs and 24 percent had

already held three or more jobs despite their relative youth 22 percent said

they were likely to leave their positions in the next year

bull

The top two turnover reasons were lack of growth and development

opportunities with the current employer and the availability of better career

opportunities elsewhere

bull Compensation is overrated as a retention driver

Theoretical Link

Retention has a relationship with motivation Rate of employee retention can

enhanced by applying motivation theory such as Maslowrsquos Hierarchy of Needs

Herzbergrsquo Motivator- Hygiene Vroomrsquos Expectancy Theory and Staceyrsquos Equity

Theory

Maslowrsquos Hierarchy of Needs theory that there is a hierarchy of five human

needs physiological safety social esteem and self-actualization (Robbins and

Coulter 2006 p 393) This hierarchy of needs relates to retention of employees

Maslow classified the five needs into two blocks- higher and lower level Social

esteem and self-actualization needs come under higher level These are satisfied

internally and higher relation with retention Physiological and safety needs come

under lower level These are satisfied externally they are crucial in employee

retention however must be addressed other HR practices

Frederick Herzberg propounded a Motivation-Hygiene theory Achievements

recognition work itself responsibility advancement and growth are motivators and

supervision company policy relationship with supervisor working conditions salary



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relationship with peer personal life relationship with subordinates status and

security are hygiene factors (Robbins and Coulter 2006 p395) Motivators or

intrinsic factors increase job satisfaction and reduce employee turnover and hygiene

extrinsic factors create job dissatisfaction Thus employer must utilize positive

reinforcement to maximize employee satisfaction and minimize employee turnover

Victor Vroomrsquos Expectancy theory suggests that motivation depends on two

things-how much we want something and how likely we think we are to get it

(Griffin 2000 p 483) The following diagram summarizes the basic expectancy

model (Griffin 2000 p 484)

Figure No 2-1 Vroomrsquos Expectancy Model based on Ricky W Griffin

J Stacey Adamsrsquos Equity Theory is concerned with fairness and equality

Employee compares his or her jobrsquos input-outcomes ratio with that of relevant others

and then corrects any inequity (Robbins and Coulter 2006 p 403) Whenever

employees perceive inequity theyrsquoll act to correct the situation (Dittrich and et al

1979) If they got success want stay present job This theory emphasizes expected

behavior of employees to retain them in the organization

983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap

There have been a number of valuable research studies on employee retention

McCann (2004) Howard and et al (2007) Trulson (2004 2007) HR-Focus (2004)

Lyons and et al (n d) Gberevbie (2010) Kaiser and Hawk (2001) Pare and et al

(2008) SCB (2008) etc have conducted many researches in the field of HRM and

employee retention However none of these studies provides a picture of the

employee retention of banking industry of Nepal Thus this study attempts to fill this

gap linking with international research studies

CHAPTER III

RESEARCH METHODOLOGY

Research Methodology is a process of gathering recording analyzing and

interpreting the data This chapter deals about research methodology used in this

study The basic objective of this study is to explore employee retention of sample

banks and to find out the relation of retention and its components For achieving the

objective the following research methodology shall be followed in the course of

conducting the research

Research Philosophy

Research is systematic controlled empirical and critical investigation of

hypothetical propositions about the presumed relations among natural phenomena

(Kerlinger 2007 p 11) It is systematic and organized effort to investigate a specific

problem that needs a solution (Sekaran 1992) It is ldquoundertaken not only to solve a

problem existing in the work setting but also to add or contribute to the general body

of knowledge in a particular area of interest to the researcherrsquorsquo (Wolf and Pant 2007

p 5)



-19-

Research has purposes The possible purposes for doing research may be

either one or more of the following (Kothari 2008) (i) to get research degree along

with its consequential benefits (ii) to face the challenge in solving the unsolved

problems ie concern over practical problems initiates research (iii) to get

intellectual joy of doing some creative work (iv) to provide service to society and (v)

to get respectability (p 2)

Management research method is a comprehensive guide to the design and

conduct of research in management related disciplines such as organizational

behavior human resource management industrial relations and the general field of

management (Tharenou and et al 2007 p 1) It provides systematic research process

and helps to solve management-related research questions

The basic criteria of good businessmanagement research are as follows

(Dubey n d)

bull Purpose should be clearly defined and common concepts be used Statements

should be short and direct

bull Underlining relevant parts for better emphasis

bull Pictures and graphs accompanying tables

bull Graphics and animations accompanying the presentation of the report

bull Procedure should be described in sufficient detail to permit another researcher

to repeat the research for further advancement keeping the continuity of what

has already been attained (p 8)

Research Design

Research designs are plans and the procedures for research that span the

designs from broad assumptions to detailed methods of data collection and analysis



-20-

(Creswell 2011 p 3) It serves as a framework for the study guiding the collection

and analysis of the data the research instruments to be utilized and the sampling plan

to be followed (Wolf and Pant 2007 p 92) It gives the answer of what when

where and how much It is the conceptual structure within which research is

conducted it constitutes the blueprint for the collection measurement and analysis of

data (Kothari 2008 p 31)

Research design is the plan structure and strategy of investigation conceived

so as to obtain answers to research questions and control variance (Kerlinger 2007 p

300)

There are three types of research designs They are qualitative quantitative and

blend of qualitative and quantitative or mixed The researcher initially chooses

methods based on the questions to be addressed however the questions issues and

topics of the study may change as the researchersrsquo conception of the reality of the

ldquoworldrsquorsquo being studied changes (Jacobs 1987)

Research design shall be qualitative for this study Qualitative research is a

means for exploring and understanding the meaning individual or groups ascribe to a

social or human problem (Creswell 2011 p 4) This is concerned with subjective

assessment of attitudes opinion and behavior Techniques used are focus group

interviews projective techniques and depth interviews (Marie and et al n d p 4)

Most popular research method in management is qualitative This research

involves the exploration and interpretation of the perceptions opinions and behavior

of small samples of individuals (Wolf and Pant 2007 p 116)

Qualitative research methods typically include interviews and observations but

may also include case studies surveys and historical and document analysis (Savenye

and Robinson n d p1046) Ethnography grounded theory case studies



-21-

phenomenological research and narrative research are qualitative strategies of inquiry

(Creswell 2011 p13)

Qualitative research is a process that involves purposes conceptual framework

research questions methods and validity Following figure shows the relationship

among the five components of research

Figure No 3-1 A model of qualitative research design (Wolf and Pant 2007)

The rationales behind adopting qualitative research are as follow firstly this

method uses open-ended questions that provide respondents the opportunity to

respond in their own words rather than to choose from fixed responses or pre-fixed

alternatives secondly the nature of research questions and unknown variables are the

causes of the using this research method and finally I have experiences and interest

in qualitative research

Keeping in mind the above reasons an exploratory research methodology shall

be used in this study Exploratory research is the systematic investigation of

relationship between or among two or more variables It gives emphasis for words

rather than quantification in the collection and analysis of data This research

983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-

diagnoses a situation screens the alternatives and discovers the new ideas (Zikmund

n d)

The exploratory research may be conducted by one or more of three

approaches (i) examining existing literature (ii) questioning knowledgeable

individuals and (iii) examining a few selected cases (Wolf and Pant 2007 p 336)

The relationship between HR practices and employee retention shall be

explored and whatever relationship exists shall be described

Population and Sampling Techniques

Broadly all the organizations constitute the population Specifically all the

Nepalese organizations are the population of the research More specifically all the

Nepalese organizations in the banking sector constitute the population of the research

To be precise all the Nepalese commercial banks are the population

There are thirty two commercial banks in Nepal The study covers six

commercial banks three from foreign joint venture and three from national private

They are Standard Chartered Bank Limited Nepal Investment Bank Limited Nepal

SBI Bank Limited Bank of Kathmandu Limited Nepal Credit and Commerce Bank

Limited and Kumari Bank Limited

This study will adopt the systematic random sampling technique to select these

six banks from the list of thirty one commercial banks The justification for this

technique is based on the fact that it enables every subject in the sampling frame to

have equal opportunity to be selected without bias in systematic manner (Ogbeide

1997)



-23-

Procedures of Data Collection

Data collection is the crucial step of research Data can be collected from

various sources Collected data should represent the real world of the subject matter as

far as possible (Baker 1994)

Data collection method should be systematic or step by step The data collection

steps include setting the boundaries for the study collecting information through

unstructured or semi-structured observations and interviews documents and visual

materials as well as establishing the protocol for recording information (Creswell

2011 p 178)

There are several techniques of data collection in qualitative research Wolf and

Pant (2007) state the following techniques of data collection (i) Depth interviews

(conversational not structured) (ii) Opinion leader survey (iii) Historical

investigations (iv) Focus groups studies through video conferencing telephone and

on-line using e-mail chat room websites etc (v) Films photographs and video

tapes (vi) Field notes (vii) Open-ended questions (viii) Observations (ix) Case

studies like single or cross-case analysis and (x) Delphi technique (pp 118-119)

Qualitative data will be collected from primary and secondary sources of data

The primary data are those which are collected a fresh and for the first time and thus

happen to be original in character (Kothari p 95) The secondary data on the other

hand are those which have already been collected by someone else and which have

already been passed through the statistical process (Ibid)

Keeping in mind the purposes of the research both primary and secondary

sources of data shall be used The study will be used structured semi-structured and



-24-

unstructured questionnaires and interviews and observations to obtain primary

information from respondents In addition I will use check lists qualitative audio-

visual materials and I will maintain diary to collect information

Secondary data will be collected by visiting different libraries within and

outside Nepal procuring relevant documents from the concerned offices and

authorities like- the concerned banks Planning Commission Division Nepal Stock

Exchange office Nepal Rastra Bank Central Bureau of Statistics Bankersrsquo

Association etc journals websites and so on

Tools and Techniques of Data Analysis

The analysis of data requires a number of closely related operations such as

establishment of categories the application of these categories to raw data through

coding tabulation and then drawing statistical inferences (Kothari 2008 p 18) It

involves preparing the data for analysis conducting different analysis moving deeper

and deeper into understanding the data (some qualitative researchers like to think of

this as peeling back the layers of an onion) representing the data and making an

interpretation of the larger meaning of the data (Creswell 2011 p 183)

Data analysis procedure of this research study would be according to the

following model



-25-

Raw Data

Organizing Data for Analysis

Obtain General Sense

(depth credibility use)

Coding the Data

Themes

Interpreting the Meaning of Themes

Figure No 3-2 Data analysis model (Creswell 2011 p 185)

When primary data will be collected they shall be systematically sorted Since

they are mainly the qualitative data they will be converted into quantitative data using

Likertrsquos 5 scale model ranging from best to the worst like 5 (strongly agree) 4

(agree) 3 (undecided) 2 (disagree) and 1( strongly disagree) Then they will be

properly tabulated

Secondary data will be rearranged according to customary accounting

principles They will be tabulated in the systematic way

In order to analyze data appropriate tools and techniques shall be used

Statistical tools like average standard deviation coefficient of standard deviation

correlation shall be used Appropriate financial tools like ratio analysis shall also be



-26-

used SPSS program shall be extensively used to analyze and interpret data Tables

charts graphs pie charts etc shall be used whenever required to exhibit and analyze

the data

Reliability and Validity

Reliability is the degree of consistency between two measures of the same

thing (Mehrens and Lehman 1987) The measure of how stable dependable

trustworthy and consistent a test is in measuring the same thing each time is reliable

(Worthen et al 1993) It is the extent to which a test or any measuring procedure

gives the same result on repeated trials in similar circumstances

Reliability refers accuracy and consistency measuring device We can use

suitable method for reliability of research Wolf and Pant (2007) suggest the

reliability of the measurement may be obtained by one of the three methods (i) test-

retest or the repetition of the same measure (ii) Alternative measurement forms or

giving another form of the measure deemed to be equivalent and (iii) Spilt-half or

dividing a measurement into at least two equivalent parts (p 153)

Gibs (2007) suggests following reliability procedures

bull Check transcripts to make sure that they do not contain obvious mistakes made

during transcription

bull

Make sure that there is not a drift in the definition of codes a shift in the

meaning of the codes during the process of coding This can be accomplished

by constantly comparing data with the codes and by writing memos about the

codes and their definitions



-27-

bull For team search coordinate the communication among the coders by regular

documented meetings and by sharing the analysis

bull Cross-check codes developed by the different researchers by comparing

results that are independently derived

The researcher will follow above suggestions to make the study more reliable

Validity refers to whether a study measures or examines what it claims to

measure or examine (wwwholahkaroonetreliabilityandvalidityhtm) It is

truthfulness Does the test measure what it purports to measure Validity is the extent

to which certain inferences can be made from test scores or other measurement

(Mehrens and Lehman 1987) It is the degree to which they accomplish the purpose

for which they are being used (Worthen et al 1993) There are three kinds of validity

They are as follows (Wolf and Pant 2007)

bull Content validation involves assessing the representativeness or sampling

adequacy of the items contained in the meaning of the instrument

bull Construct validation involves understanding the meaning of the obtained

measurements

bull Criterion-related validation involves inferring an individualrsquos score or

standing on some measurement called a criterion from the measurement at

hand (p 151)

The researcher will follow above validations to make the study more valid

Credibility transferability dependability and conformability (Trochim 2008)

are the elements of reliability and validity of the study Credibility refers believable

from the viewpoint of the participant in the research and transferability refers to



-28-

generalized ability to other context Similarly dependability refers replicable ability

of the research in other subjects and conformability refers the degree to which the

result could be confirmed

Factors like- methods of data collection tools and models of analysis testing

interaction response of respondents bias of researcher etc directly affect in the

validity and reliability of the study The study will take into account strictly these

factors and will commit in testing and using relevant instruments and models

Trustworthy is essential in research The keen attention will be given in the

reliability and validity to make trustworthy study Only trustworthy sources will be

used in the course of action and the role of researcher will be mentioned in the study

Ethical Issues

Pratt (2006) stated that the main ethical debates in qualitative research revolve

around the tensions between covert and overt research and between the publics right

to know and the subjects right to privacy Clearly some practices that might be

extremely unobtrusive such as observing through a one-way mirror concealed tape-

recording or telephone-tapping are just not permissible - and might lead to criminal

proceedings Participant observation has on occasions been likened to spying or

voyeurism This study will fully considered the ethical matters of the organizations

The study will observe the non-negotiable value of honesty and fairness Respect for

persons will be maintained properly

References

Annual Reports and Accounts 2008-2009 Standard Chartered Bank NepalLimited

Aswathappa K (2005) Human Resource and Personnel Management New Delhi

Tata McGra-Hill Publishing Company Limited



-29-

Baker TL (1994) Doing Social Research Singapore McGra-Hill Inc

Bitsch Vera and Hogberg Michael (2004) Employee Retention Components of Job

Satisfaction of Green Industry Employees Selected paper for presentation at

the American Agricultural Economics Association Annual Meeting Denver

Colorado August 1-4

Bogdan RC amp Biklen SK (1992) Qualitative Research for Education An

Introduction to Theory and Methods (2nd

Ed) Boston MA Allyn and Bacon

Cascio Wayne F (2007) Managing Human Resources Productivity Quality of

Work Life Profits (Seventh Edition) New Delhi Tata McGraw Hill

Publishing Company Limited

Creswell John W (2011) Research Design Qualitative Quantitative and Mixed

Methods Approaches (Third Edition) New Delhi SAGE Publications India

Pvt Ltd

DeCenzo David A amp Robbins Stephen P (2005) Fundamentals of HumanResource

Management John Wiley and Sons Inc

Dubey Umesh B (n d) General Consideration for Research Methodology in

Management Decisions

Gberevbie Daniel Eseme (2010) Strategies for Employees Recruitment Retention

and Performance Dimension of the Federal Civil Service of Nigeria African

Journal of Business Management Vol 4(8) pp 1447-1456 18 July 2010

(Web Document) httpwwwsacademicjournalsorg

Gibs G R (2007) Analyzing Qualitative Data In U Flick (Ed) The Sage

Qualitative Research Kit London Sage



-30-

Griffin Ricky W (2000) Management (Fifth Edition) Delhi AITBS Publisher and

Distributors

Hancock Beverley (2002 Updated) An Introduction to Qualitative Research Trent

Focus Group

Hom W amp Griffeth RW (1995) Employee Turnover OH Southwestern

Howard Ann Liu Louis Wellins S Richard amp William Stave (2007) Employee

Retention in China Development Dimension International

Howard Ann Louis Liu Richard Wellins S amp Steve William (2007) Employee

Retention in China 2006-2007 The Flight of Human Talent (Web Document)

wwwddiworldcomemployee-retention-in-china)

HR-Focus (July 2004) Why Exactly Do Executives Think Good Workers Leave

News Brief

Jyothi P amp VenkateshND (2006) Human Resource Management New Delhi

Oxford University Press

Kaiser Kate amp Stephen Hawk (2001) An Empirical Study on the Recruitment and

Retention IT Personnel (Paper presented at the Decision Science Institute 32nd

Annual Meeting)

Kerlinger Fred N (2007) Foundations of Behavioral Research (Second Edition)

Delhi Surjeet Publications

Khadka Sherjung (2009) Foundations of Human Resource Management

Kathmandu Pradhan Book House

Kothari CR (2008) Research Methodology Methods and Techniques New Delhi

New Age International (P) Limited



-31-

Lyons Joseph B Nelson Alex D Alarcon MS amp Tartaglia Frank (n d)

Employee Retention A Business Case for Engagement

Marie Jahoda Morton Deutch amp Cook Stuart W (n d) Research Methods in

School Relations

Maslow AH (1943) ldquoA theory of human motivationrsquorsquo Psychological Review July

McCann Michael (2004) ldquoMake them Stayrsquorsquo Incentive

Mehrens W A amp Lehmann I J (1987) Using standardized tests in education New

York Longman

Mondy R Wayne amp Noes Robert M (2006) Human Resource Management Delhi

Pearson Education [Cited from Sherjung Khadka Fundamentals of HRM]

Nepal Rastra Bawnk (wwnrborgnp)

Newstrom John W (2009) Organizational Behaviour Human Behaviour at Work

(Twelfth Edition) New Delhi Tata McGraw Hill Education Private limited

Ogbeide U (1997) Statistical Techniques for Social and Management Science

Lagos Amfitop Books

Ojha Sateesh Kumar (1996) Human Resource Management in Skill Development

Institutions of Nepal Kathmandu Unpublished Ph D Thesis the Faculty of

Management TU

Savenye Wilhelmina C amp Robinson Rhonda S (n d) Qualitative Research Issues

and Methods An Introduction for Educational Technologists

Sekaran U (1992) Research Methods in Business A Skill Building Approach

Singapore John Wiley and Sons



Tharenou Phyllis Donohue Ross and Cooper Brian (2007) Management Research

Methods Cambridge University Press

Trochim M K William (2008) Qualitative Validity Research Methods Knowledge

Base httpwwwsocialresearchmethodsnetkbkbroadphp

Trulson Gary S (2007) Employee Retention in the Joplin Missouri Public

Commission Centre National Fire Academy Emmitsburg Maryland

Tull Donald S and Albaum Gerald S (1973) Survey Research Decisional

Approach New York Intext Educational Publishers

Vlachos Ilias (2008) ldquoThe Effect of Human Resource Practices on Organizational

Performance Evidence from Greecersquorsquo The International Journal of Human

Resource Management Vol 19 No 1 January 2008

Wolf H K and Pant PR (2007) Social Science Research and Thesis Writing

Kathmandu Buddha Academic Publishers

Worthen B R Borg W R and White K R (1993) Measurement and evaluation

in the school NY Longman

wwwholahkaroonetreliabilityandvalidityhtm

Zikmund William G (n d) Exploring Marketing Research (Chapter Six) C

copyright 2000 Harcourt Inc



-2-

teamwork and flexibility and makes the employees feel that they are valued and their

contribution is essential for the development and growth of organization

Aswathappa (2005) defines HRM as the set of programs functions and

activities designed and carried out in order to maximize both employees as well as

organizational effectiveness (p 5) It is also a process which consists of the

acquisition development motivation and maintenance of human resource (DeCenzo

and Robbins 2005 p36) It treats employees as the essential means of realizing

organizational objectives rather than mere objectives (Jyothi and Venkatesh 2006 pp

2-3) It focuses on engendering commitment among employees by winning their

hearts (Ibid)

Human resource is a crucial aspect of HRM Especially key or talent

employees are destiny of the organization The retention of those employees is one of

the significant issues of contemporary context Employee retention is the ability of the

management to retain its employees for a longer period of time It needs favorable

policies and practices which let the key employees stick to an organization

Organizations invest a lot of resources for employees to make them able or

corporate ready High employee turnover ratio or flyaway of talent employee is the

greater loss of the organization It can be a problem because of increased recruiting

selection and training costs and work disruptions (Robbins and Coulter p343)

Newstrom (2007) states excessive employee turnover can have several

negative effects on an organization They include

bull Separation costs (exist interview time separation pay unemployment tax

increase)



-3-




service disruption)



downsizing) (p210)



















-4-











Problem Statement














-5-









employee retention

















-6-



Research Questions




in an organization









Human Resource

Management

HR practices



benefits

bull Job security

bull Participative


development


bull Motivation



practices


development

opportunity


bull

Succession planning


management



Employee retention



-7-



















Limitations





vice-versa



-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-3-




service disruption)



downsizing) (p210)



















-4-











Problem Statement














-5-









employee retention

















-6-



Research Questions




in an organization









Human Resource

Management

HR practices



benefits

bull Job security

bull Participative


development


bull Motivation



practices


development

opportunity


bull

Succession planning


management



Employee retention



-7-



















Limitations





vice-versa



-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-4-











Problem Statement














-5-









employee retention

















-6-



Research Questions




in an organization









Human Resource

Management

HR practices



benefits

bull Job security

bull Participative


development


bull Motivation



practices


development

opportunity


bull

Succession planning


management



Employee retention



-7-



















Limitations





vice-versa



-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-5-









employee retention

















-6-



Research Questions




in an organization









Human Resource

Management

HR practices



benefits

bull Job security

bull Participative


development


bull Motivation



practices


development

opportunity


bull

Succession planning


management



Employee retention



-7-



















Limitations





vice-versa



-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-6-



Research Questions




in an organization









Human Resource

Management

HR practices



benefits

bull Job security

bull Participative


development


bull Motivation



practices


development

opportunity


bull

Succession planning


management



Employee retention



-7-



















Limitations





vice-versa



-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-7-



















Limitations





vice-versa



-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-8-






Delimitations
















approach





-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-9-


study
















recommendations



-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-10-

CHAPTER II

LITERATURE REVIEW
























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-11-




























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-12-


























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-13-
























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-14-




bull






















-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-15-


























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-16-




bull





Theoretical Link




Theory














-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-17-

















983109983150983158983145983154983151983150983149983141983150983156

983109983142983142983151983154983156983155

983105983138983145983148983145983156983161

983109983149983152983148983151983161983141983141

983154983141983156983141983150983156983145983152983151983150

983117983151983156983145983158983137983156983145983151983150



-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-18-

Research Gap








CHAPTER III








Research Philosophy







p 5)



-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-19-













(Dubey n d)









Research Design





-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-20-









300)



















-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-21-


(Creswell 2011 p13)















983107983151983150983139983141983152983156983157983137983148

983110983154983137983149983141983159983151983154983147983120983157983154983152983151983155983141983155

983122983141983155983141983137983154983139983144

983121983157983141983155983156983145983151983150983155

983126983137983148983145983140983145983156983161983117983141983156983144983151983140983155



-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-22-


n d)




















1997)



-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





Colorado August 1-4









Pvt Ltd













-30-


Distributors


Focus Group








News Brief





Annual Meeting)









-31-




School Relations




York Longman







Lagos Amfitop Books



Management TU



























-23-









2011 p 178)

















-24-


















following model



-25-

Raw Data




Coding the Data

Themes







properly tabulated








-26-



the data
















bull







-27-
















measurements



hand (p 151)







-28-











Ethical Issues










References






-29-





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employee retention in banking industry of nepal

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