Sweta Bogati

MBS
Vishwa Adarsha College
 This study aims to identify and address compliance and
commitment related to strategies in Nepalese Banking
organizations addressing the importance of employee retention.

 The observation of the bank’s policy and its’ anticipation to

stabilized the turnover in conjunction with the inland Labor
Acts, NRB Directives and bylaws of the organization are tried
to be reviewed.

 Qualitative data supporting the HRM is tired to be analyzed

drawing down a fruitful recommendation and conclusion,
benchmarking with the best HRM philosophy and practices.
 Analyze the various factors and variables affecting Retention of
Employee.

 Analyze the use and appropriateness of the HRM policy and

guideline brought in place by the banks.

 Examine the employee turnover trend.

 Analyze the turnover causes with that to the standard determinants

of HRM.
 The study is beneficial for stakeholder, regulators and the
management to know and understand what are the needs and
wants of the current labor force in the financial market that is
deployed in any off the financial organization

 This study also has made and attempt to contribute to

knowledge industry, especially in the field of HR retention of
key employees, fulfilling the gaps of previous studies in the
case of Nepal researcher, elaborating new variables and factors
that has effect on employee turnover.
 Due to time constraint, different moderating variables are not
taken for research.

 The sample is limited to the Middle and Upper level of

management of five commercial banks.

 The response from participants may be lower than expected,

which may interfere with their willingness to participate.
 Employees are more focused on self development and good
working environment in their job.

 Retention of employee is related to Career Development,

Working Environment and Supervisor’s Support but retention
of employee has no relation with Work Life Balance.

 Retention of employee is mostly affected by moderating

variables like Gender, Age, Marital Status and succession
planning of the banks.
 The key aspects considered for employee retention by the
banks are induction and orientation program.

 The banks haven’t focused on core strategies put in forth for

employee retention, beside employee bylaws.

 The increase in bank number in the country has had a high

impact on employee retention, as many of the employee switch
bank for either compensation benefit, to increment in
designation as to their contribution in the organization.
 Career Development, Supervisor’s Support, Working
Environment aspect should be addressed properly by the banks
in well written formant, making employee clear about their
future career and organization support.

 Banking sectors should bring a concrete plan on attraction,

selection and recruitment of employee

 Banks should frequently carry on research to establish and

upgrade employee retention guideline and policy.