Browsing by Author "Anita Shrestha"

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    BRAIN DRAIN AND ITS IMPACT ON NEPALESE STUDENTS
    (Shanker Dev Campus, 2024) Anita Shrestha; Dr. Dhan Raj Chailse
    This study is examined brain drain and its impact on Nepalese Students. The main objectives of this study are to assess the current status of brain drain on its impact on Nepalese students, to examine the negative outcomes of the migration of skilled professional causing brain drain on Nepalese students and to analyze the positive outcomes of skilled migration leading to brain drain on Nepalese students. Employment Prospectus (EP), Economics Uplifts (EU), Education, Personal Ambition (PA) and Migration Policies (MP) are the independent variables and Brain Drain (BD) is the dependent variable in this study. Descriptive statistics, correlation and multiple regression analysis are taken to present data. The major finding of this study were the correlation matrix highlights several strong and significant relationships among the variables. Brain Drain (BD) shows the strongest correlations with Employment Prospectus (EP) and Economic Uplift (EU), indicating that diversification is closely tied to these factors. Education (Edu) also plays a significant role in relation to diversification, economic performance, and environmental uncertainty. Personal Ambition (PA) and Migration Policies (MP), while showing significant correlations with the other variables, generally have weaker relationships. These findings suggest that brain drain, employment prospects, and educational attainment are key factors interconnected with economic uplifts and personal ambition, ultimately impacting migration policies. Comparatively, EP and EU are the most significant predictors of Brain Drain, with high t-values and significance levels of .000. Their positive coefficients and high standardized coefficients indicate that better employment prospects and economic conditions strongly drive Brain Drain. PA also has a significant positive effect, though its impact is smaller. In contrast, Edu and MP do not significantly predict Brain Drain, as indicated by their higher p-values and low standardized coefficients. Personal Ambition also plays a role, though to a lesser extent. Education and Migration Policies, on the other hand, do not have a significant impact on Brain Drain. These findings provide valuable insights into the factors that drive Brain Drain and suggest that enhancing employment opportunities and economic conditions are crucial in addressing this issue.
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    IMPACT OF HUMAN RESOURCE PRACTICES ON EMPLOYEE PERFORMANCE IN NEPALESE BANKING SERVICE SECTOR
    (Shanker Dev Campus, 2024) Anita Shrestha; Dr. Binita Manandhar
    This study delves into the impact of human resource management (HRM) practices on employee performance within Nepal's banking service sector. It seeks to fill existing knowledge gaps and enhance organizational success through a comprehensive analysis of HRM effectiveness. The research design encompasses a mixed-methods approach, drawing data from 385 respondents representing various service sectors in Kathmandu and Pokhara. Utilizing descriptive statistics and statistical analyses like correlation and regression, the study investigates the relationship between HRM practices (Training and Development, Compensation and Incentives, Performance Appraisal, Recruitment and Selection) and employee performance. In conjunction with a mixed-methods approach, this study adopts descriptive statistics and statistical analyses like correlation and regression. Data collection involves 385 respondents from different service sectors in Kathmandu and Pokhara, enabling a comprehensive examination of HRM practices' impact on employee performance. The findings revealed that significant positive correlations and impacts of HRM practices (Training and Development, Compensation and Incentives, Performance Appraisal, Recruitment and Selection), on Employee Performance (EP) emphasizing the strategic importance of tailored interventions for organizational success. Implications of this study extend to practical insights for organizations operating in Nepal's service sector, emphasizing the need for strategic HRM interventions to optimize employee performance and drive organizational success. These findings also advocate for further research in this area to deepen understanding and refine HRM practices for enhanced outcomes. Keywords: HRM practices, employee performance, Nepalese banking service sector, correlation analysis, regression analysis