Journal articles: 'Human resource management; Banking'

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Muslima, Anisa, Husnul Khotimah Sylvia, and Uswatun Hasanah. "PENGEMBANGAN KUALITAS DAN MANAJEMEN SUMBER DAYA MANUSIA PADA BANK SYARIAH." El-Arbah: Jurnal Ekonomi, Bisnis Dan Perbankan Syariah 3, no. 01 (April 4, 2019): 8–18. http://dx.doi.org/10.34005/elarbah.v3i01.829.

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Bank syariah di Indonesia terus mengalami pertumbuhan baik dari sisi aset, jumlah kantor, jumlah nasabah, dan pangsa Islamic banking in Indonesia continues to experience growth both in terms of assets, the account of offices, the account of costumers, and the market share of islamic banking that exceed 5%. The growth of islamic banking is not followed by adequate human resources both in quantity and quality. Human resources are still a difficult problem for islamic banking now. In the roadmap of islamic banking period 2015-2019 issued to make the Financial Service Authoritz to make human resource issues into things to be resolved. It takes a pattern of human resource management that can create qualified human resources for islamic banking. This paper is qualitative descriptive that will describe the growth of human resources in islamic banking, as well as the important role of Islamic human resource management for human resource in islamic banking. This paper shows the growth of humanresources in islamic banking in the period of December 2016 until Setember 2017 grew bz 2.368%, with the totalhuman resources of islamic banking today as much as 61,389 people. The pattern of Islamic human resource management becomes important for the availability of best quality of human resources in Islamic banking human resource management able to meet the human resource who understand the science of economics and science of Islamic human resource management covers the entire process of establishing human resource in islamic banking. One of the patterns of Islamic human resource management that is relevant to the current state of islamic banking is Calestial Management. It consist of ZIKR, PIKR and MIKR.pasar bank syariah yang telah melebihi 5%. Pertumbuhan bank syariah tidak diikuti dengan sumber daya manusia yang memadai baik secara kuantitas dan kualitas. Sumber daya manusia masih menjadi maslah yang sulit bagi bank syariah. Pada roadmap perbankan syariah 2015-2019 ang dikeluarkan menjadi Otoritas Jasa Keuangan (OJK) menjadi masalah sumber daya manusia menjadi hal yang harus diselesaikan. Dibutuhkan sebuah pola manajemen sumber daya manusia yang bisa menciptakan SDM yang berkualitas bagi bank syariah. Tulisan ini bersifat kualitatif deskriptif yang akan menguraikan pertumbuhan SDM di bank syariah, serta peran penting manajemen sumber daya manusia islam bagi SDM di bank syariah. Tulisan ini menunjukan adanya pertumbuhan SDM di bank syariah pada periode Desember 2016 sampai September 2017 mengalami pertumbuhan sebesar 2,368%, dengan total SDM bank syariah saat ini sebanyak 61.389 orang. Manajemen sumber daya manusia islami menjadi penting bagi tersedianya SDM bank syariah yang berkualitas baik. Manajemen sumber daya manusia islami mampu memenuhi SDM yang paham akan ilmu ekonomi dan ilmu syariah. Manajemen sumber daya manusia islam meliputi pembentukan SDM di bank syariah. Salah satu pola manajemen sumber daya manusia islam yang relevan dengan kondisi SDM bank syariah saat ini yaitu Calestial Management. Yang terdiri dari ZIKIR, PIKR, dan MIKR.

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Singh, Rajwinder. "Human Resource Management in the Indian Banking Sector." Journal of Human Resource and Sustainability Studies 01, no. 03 (2013): 21–28. http://dx.doi.org/10.4236/jhrss.2013.13004.

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Hiltrop, Jean M. "Human resource management in European banking: Challenges and responses." European Management Journal 9, no. 1 (March 1991): 36–42. http://dx.doi.org/10.1016/0263-2373(91)90048-u.

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Junita, Audia, Ferdinand D. Saragih, and Andreo Wahyudi Atmoko. "BANKING SERVICE ORIENTATION MODEL IN STRATEGIC HRM AND SYSTEM DYNAMICS PERSPECTIVE." Jurnal Manajemen dan Kewirausahaan 21, no. 1 (April 5, 2019): 9–20. http://dx.doi.org/10.9744/jmk.21.1.9-20.

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This paper seeks to explore a model of banking service orientation in strategic human resource management and system dynamic perspective, theoretically. As a scientific effort to develop a study of strategic human resource management. So far, the relationship between elements in strategic human resource management perspective as a system is only analyzed linearly. This article is the result of a literature study. An analysis is done narratively, to answer research problems. Research finding in the form of banking service-orientation model in strategic human resource management and system dynamic perspective, that illustrates the interaction between marketing differentiation strategy, commitment-based human resource system, service-oriented role behaviors to achieve banking performance.

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Figueiredo, Elisa, Leonor Pais, Samuel Monteiro, and Lisete Mónico. "Human resource management impact on knowledge management." Journal of Service Theory and Practice 26, no. 4 (July 11, 2016): 497–528. http://dx.doi.org/10.1108/jstp-12-2014-0269.

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Purpose – The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention. Design/methodology/approach – This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses. Findings – Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict and impact positively on KM processes. Practical implications – The findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices. Originality/value – The main contribution of this study is to confirm the close relationship of dependency between organizational management processes regarding people and knowledge, showing the positive effect of best practices of HRM on KM processes, as opposed to traditional or transactional practices.

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Bartel, Ann P. "Human Resource Management and Organizational Performance: Evidence from Retail Banking." ILR Review 57, no. 2 (January 2004): 181–203. http://dx.doi.org/10.1177/001979390405700202.

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Bartel, Ann P. "Human Resource Management and Organizational Performance: Evidence from Retail Banking." Industrial and Labor Relations Review 57, no. 2 (January 2004): 181. http://dx.doi.org/10.2307/4126616.

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Al-Jedaiah, Mohamad Noor. "Gender Inequality and Human Resource Management (HRM) Practices in Jordanian Commercial Banks." International Journal of Human Resource Studies 10, no. 1 (March 4, 2020): 369. http://dx.doi.org/10.5296/ijhrs.v10i1.16178.

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This research aims at investigating the inequality practices against women in Jordanian commercial banking sector. To reach this objective, the research studied both HRP and inequalities faced women. The questionnaire was used as a tool to collect data. The HRP used as independent variable, while the inequalities resulted used as dependent variable. Simple random sample was selected of female bankers. The results showed that inequality practices existed in banking workplace. These inequalities resulted from both, the HRP and managers’ evaluation of women in baking sector. The results showed the inequality practices are source of minimizing women empowerment in banking sector.

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Gautam, Dhruba Kumar. "Sharing Human Resource Management Responsibility to Line Management for Organizational Performance: Results from Nepal." Banking Journal 3, no. 2 (September 4, 2013): 1–20. http://dx.doi.org/10.3126/bj.v3i2.8541.

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Arora, Mamta, and Arpita Kaul. "Green Human Resource Management: An Empirical Study of India." Visegrad Journal on Bioeconomy and Sustainable Development 9, no. 2 (November 1, 2020): 61–66. http://dx.doi.org/10.2478/vjbsd-2020-0012.

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Abstract Purpose: The broad over-arching goals of this work were to study the existing constituents of green human resource management (HRM), to understand the green HRM practices being followed by different companies in India (belonging to certain sectors) and to compare the different sectors in terms of adoption of green HRM. Methodology: A questionnaire was meticulously prepared by the authors to collect the data for this study and was sent to various Indian companies belonging to four sectors: IT/IT services, banking/finance, consultancy and engineering/technology. The questionnaire included a carefully selected collection of questions to gain rich insights into different aspects of green HRM implementation. Findings: most of the companies included in this study are following green HRM (though to varying extents). Green recruitment, green training and development & green safety and health management are the most prominent green HRM functions while green performance appraisal is the least popular green HRM function among these organizations. The IT/IT services sector is most actively using green HRM practices while the banking/finance sector is the most reluctant to adopt green HRM. Practical Implications: a rigorous structure for companies to implement green HRM is provided.

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Ahmed, Syed Waqar, and Danish Ahmed Siddiqui. "Human Resource Management, Total Quality Management and Competitive Advantages: Evidence from Pakistani Banking Industry." Human Resource Research 4, no. 1 (March 3, 2020): 1. http://dx.doi.org/10.5296/hrr.v4i1.16410.

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This study aimed to investigate the relationship between human resource management (HRM) practices, total quality management (TQM) practices and competitive advantages in banking industry of Pakistan. HRM practices included Recruitment & Selection, Training & Development, Performance Appraisal, and Compensation & Reward. TQM practices consist of Leadership, Continuous Improvement, Customer Satisfaction, Employee Empowerment, and Strategic Planning. And lastly, competitive advantages is represented by Cost Leadership, and Differentiation. We applied (Obeidat, Yousef, Tawalbeh, & Masa'deh, 2018) model to banking sector of Pakistan. An Adopted questionnaire was designed and distributed over a sample of 300 employees. The research hypotheses were tested by using structured equation modeling. The result shows that Compensation & Reward positively and significantly affect all TQM practices as well as cost leadership. Similarly, Performance Appraisal also produce a significant positive impact on Strategic Planning, and Leadership dimensions of TQM, Hoverer, negatively affect cost leadership. Recruitment & Selection positively affect cost leadership. Strategic planning an importance factor, significantly affect both competitive advantage factors. Interestingly, Training & Development have a significant but negative effect on TQM factors namely Continuous Improvement, Leadership, and Strategic Planning. The findings imply that in banking industry, the effect on HRM factors on TQM is not equal, some are even negative, hence should be used diligently with the prospective of both TQM and competitive advantages.

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Agarwal, Sonal, Ginni Chawla, and Rupali Singh. "Innovations in human resource practices: measurement development and validation." International Journal of Innovation Science 9, no. 4 (December 4, 2017): 396–416. http://dx.doi.org/10.1108/ijis-05-2017-0046.

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Purpose The purpose of this study is to develop innovations in human resource (InHR) framework in the context of Indian banking industry and further develop a scale for its measurement. Design/methodology/approach A non-response bias test is conducted on a sample of 300 employees, and the assumptions of constant variance, outliers and normality are tested. Further, the InHR scale is validated through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) tests. Findings EFA confirms the existence of five empirically distinct constructs at banking industry in India, and CFA affirms the dependability of the arrived constructs. It is concluded that the InHR framework constructs possess high reliability and validity. Research limitations/implications The authors duly recognize the limitations of survey-based research, the exploratory research design and the use of single method. Practical implications The proposed InHR scale and its constructs are an important input to guide managers and human resources (HR) policymakers to devise strategies for the Indian banking industry. Banks can also benchmark existing HR policies by applying the proposed InHR framework constructs. Social implications The InHR constructs provide academicians and practitioners with a better approach of understanding the InHR practices. Originality/value Despite the significance of Indian banking industry for the socio-economic capital, academic research focusing on this industry’s innovative practices has been limited. This study reveals originality and value by proposing an InHR framework in the context of Indian banking industry which integrates all the major innovative practices. Further a scale has been developed for its measurement.

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Darovannaia Alla and Lopotenco Viorica. "EFFECTS OF HUMAN RESOURCE MANAGEMENT ON FINANCIAL PERFORMANCE OF BANKING SYSTEM OF THE REPUBLIC OF MOLDOVA." International Journal of Innovative Technologies in Economy, no. 6(26) (November 30, 2019): 13–18. http://dx.doi.org/10.31435/rsglobal_ijite/30112019/6795.

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The main objective of this study is to evaluate the efficiency of the banking system of the Republic of Moldova under the impact of the resources that influence it, focusing on human resources. The assessment of banking efficiency through financial indicators includes some indicators. Analyzing the notion of efficiency it can be seen that it is dependent on several qualitative factors, which gives it a complex character. The study of bank efficiency mainly involves a causal analysis of the factors that determine the decisions in a related risk environment. In the present paper, we intend to analyze in particular the effect of the banking staff management on bank efficiency, as it is mainly dependent on the way the bank employees’ work. One of the essential factors influencing the Moldovan banking system analyzed in the present study is the efficiency of staff management.From the analysis, it can be noticed that there is a link between the banking efficiency and the efficiency of banking staff management. Banks with better indicators of bank management efficiency also have higher banking efficiency.

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Rachida, Aallali. "Digitalization for Human Resource Management." Marketing and Management of Innovations, no. 1 (2020): 245–55. http://dx.doi.org/10.21272/mmi.2020.1-20.

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Behaviours, sometimes different expectations as well as mastery and use of IT are new data to be integrated within the framework of an effective human resources policy. In the absence of real intergenerational management that promotes synergy and the emergence of collective intelligence, individual employees develop withdrawal strategies and anticipate their exclusion, which leads them to self-stigmatize. The objective of intergenerational management is to establish a working climate that promotes communication between generations and their well-being. It makes it possible to organize interactions between generations in work situations and define a common operating language so that profiles of the same age and different ages can lead to the implementation of a joint project. In other words, the usefulness of intergenerational management is to reduce tensions and conflicts beyond stereotypes. The article deals with the issue of intergenerational management to understand the sources of disputes between the different generations within Moroccan companies in the banking sector. The main objective of the research is twofold, firstly to determine the source of the intergenerational conflict by referring to a set of theoretical and empirical studies. The latter shows that the conflict between the different generations is closely linked to the systems of human resource management. On the other hand, bringing concrete leads to companies to understand the problem of intergenerational and to adapt their management methods according to the expectations of the different socio-professional categories. To respond to this problem in the Moroccan context, a qualitative empirical study was conducted with managers from three generations: baby boomers, generation X and generation Y and working in four banks. The empirical research has made it possible to understand the expectations of different ages and shows that beyond the intrinsic characteristics of individuals at work, expectations converge, and the organization of action is likely to be the primary source of intergenerational conflicts. Also, the digitization and use of the computer tool by different generations do not present an obstacle to intergenerational cooperation. The present study provided answers to the defined problem. It also made it possible to identify other variables capable of explaining the intergenerational conflict other than those identified in the literature review. It is more particularly the problem of time management and the lack of support systems. As a research perspective, the results of this study will be useful for testing these hypotheses and confirming them, considering the specificities of Moroccan business. Keywords collective intelligence, digitalization, expectation, human resource management, individual competence, intergenerational conflict.

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Otoo, Frank Nana Kweku. "Human resource development (HRD) practices and banking industry effectiveness." European Journal of Training and Development 43, no. 3/4 (May 7, 2019): 250–71. http://dx.doi.org/10.1108/ejtd-07-2018-0068.

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Purpose The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 550 employees of the selected banks. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices impact organizational effectiveness through their influence on employee competencies. The study further revealed that employee competencies mediate the relationship between HRD practices and organizational effectiveness. Research limitations/implications The research was undertaken in the banking industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study will help policymakers and management of banks in espousing suitable and well-articulated HRD practices to harness the competencies of employees and inordinately enhance organizational effectiveness. Originality/value This study extends the literature by empirically adducing evidence that employee competencies mediated the relationship between HRD practices and organizational effectiveness of the banking industry in Ghana.

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Alomari, Burhan Mahmoud AwadAlomari, AlaEldin Mohammad Hasan Awawdeh, and Main Naser Alolayyan. "The Important of Training and its Impact on the Performance of Employees in Banking Sectors (Abu Dhabi – UAE) to Rise Efficiency." Modern Applied Science 11, no. 9 (August 30, 2017): 138. http://dx.doi.org/10.5539/mas.v11n9p138.

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The study aims at measuring the impact of human resource management practices on creativity and innovation with the presence of competencies as an intermediary variable. The study highlights the importance of human resource management practices for UAE banks and explores the role of human resource management practices in enhancing the creativity and innovation of employees. To achieve this goal, six UAE banks were selected as a study area. A questionnaire was designed and distributed to a random sample of 150 respondents. The analytical, descriptive method was used for analysis. Data analysis and testing were carried out using SPSS.Some of the most important outcomes of this study are: Human resource management practices such as compensation and benefits, employment, empowerment and human resources planning have a positive impact on innovation. Compensation, benefits, employment, training and development, also have a positive effect on creativity. Human resource management practices have a positive impact on training. The study recommends that giving the UAE banks the priority of human resource management practices is of great importance in their dimensions according to the scale of human resource management practices that are interested in achieving innovation and creativity for employees within the banks. The further studies are suggested related to human resources management practices and creativity and innovation because of their impact on achieving competitive advantage.

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Azmy, Ahmad. "Mengembangkan Human Resource Management yang Strategis untuk Menunjang Daya Saing Organisasi: Perspektif Manajemen Kinerja (Performance Management) di Bank Syariah." Binus Business Review 6, no. 1 (May 29, 2015): 78. http://dx.doi.org/10.21512/bbr.v6i1.989.

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This article discusses performance management in sharia banks related to human resources. The method used is descriptive in providing a comprehensive explanation based on factual data. Performance management in sharia banks should be applied based on the characteristics of human resources by sharia. The characteristics of the human resources required by sharia banks are different from conventional banks. Human resources in sharia banks should have different performance indicators to conventional banks. Performance indicators serve as a guide in the process of implementing sustainability performance as an effort of sharia banking in the banking industry in Indonesia.

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Mehta, Esha. "Literature Review on HR Practice in Banking Sector." International Research Journal of Engineering, IT & Scientific Research 2, no. 7 (July 1, 2016): 90. http://dx.doi.org/10.21744/irjeis.v2i7.149.

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Presently the competition was going on sky high in the banking industry. Merely tough competitors can persist under these prompt changes. Every single bank wished to face this situation and emerge as victorious, but it was not as easy as one could imagine. But this could be possible somewhat if a desire to work all together for transformation was made. Fast moving and complex world of new techniques &skills had forced banks to consider it and to adjust themselves to the changing banking environment. There was a requirement to advance competencies i.e. skill, knowledge and approach among the bank employees to make them more appropriate to the altering circumstances. Since every human being had potential to do remarkable things and to support him to understand, develop and utilize his/her potential, the bank should provide them knowledge and emerging climate as well as prospects. And this was possible only if efficient and effective Human Resource Practices, which would maximize value and minimize cost within the organization should be applied. But there was no single practice to which all organizations should aspire, but to some extent, each firm must have a distinguishing Human Resource Management System that represents core competencies required for the survival and sustainability of that particular organization. Best for one firm may not be best for other. The best technique applied last month may not be best for today. Hence in this present competitive world, management of human resources had been a matter of crucial determination of success for the banking industry. Better management of human resource had been more earnestly felt as a vital, in recent decade as before. Thus, with a view of the inevitability of Human Resource in the banking sector, the aim of this study was to examine HRM Practices followed by public & private sector banks & to provide some suggestions.

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Bidabad, Bijan, and Mahshid Sherafati. "Operational ethical banking in Rastin Banking." International Journal of Law and Management 58, no. 4 (July 11, 2016): 416–43. http://dx.doi.org/10.1108/ijlma-07-2015-0037.

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Purpose This paper aims to discuss some of the operational Islamic banking features considered in ethical banking as the aspects of Rastin Banking. Ethical banking is a branch of “ethic economics” and a narrow expression of a number of Islamic banking aspects. Design/methodology/approach These features are often involved in the discussions under the topic of internal control and describe the operational characteristics of ethical banking within the framework of Rastin Banking. Findings This study refers to the principles of Rastin Banking, including operational, financial, economic, ethical, social, legal, international and organizational principles. Additionally, it takes into account some of the internal control systems. Research limitations/implications Converting ethical codes into executable laws and regulations needs sophistication, and the art of codification in this subject can be observed in the present paper. Practical implications As far as the ethical behaviour of the assessor and trustee is concerned, the necessities of honesty, belief, virtuosity, rectitude and compliance with moral values, as well as reward and punishment mechanisms, are operationally examined. Transparency, governance and disclosure of information are the other components. The methods of auditing, accounting, inspection and preservation of Rastin Banking achievements are amongst the other matters of concern. Social implications An assiduous attention to the operational details of each of the above-said discussions revealed that the Islamic banking components are capable of covering the topics and discussions beyond ethical banking. Originality/value This paper fulfils an identified need to solve the practical ethical problem in operational banking.

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Jolović, Nevena. "Human resource management in the function of acquiring competitive advantage in banking." Oditor - casopis za Menadzment, finansije i pravo 5, no. 3 (2019): 65–78. http://dx.doi.org/10.5937/oditor1903065j.

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Hussein Al-Mzwry, Hussein Ahmed. "The Roles of Customer's Capital As Human Resource Achieving The Universal Banking." Journal of University of Human Development 2, no. 1 (January 31, 2016): 296. http://dx.doi.org/10.21928/juhd.v2n1y2016.pp296-319.

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The present research aims at the a knowledgement of the role the customer capital as human resource in achieving the universal banking , since the customer is considered the chief concern , and the aria where all banks should focus and the key elements of profitability so , the presnt research attempts energizing and activating the customer capital through four strategices for ( strategy of attracting new gruops of andividuals, strategy of maximizng supporting the customer's comfort , , strategy of financial activity, strategy of keeping the banks liquidity ) to act as a tool that assists the working commercial banks in duhok province achieve the universal bankig in to reality in this sense two hypotheses were made to examine, the effect on the relationship between the customer capital and universal banking accordingly , afield study was a dopted through a questionnaire list that was distributed to sample of manegers and haed of departments working in the banks of duhok province . the study concluded many results some of which were represented in the following ; there is a hung concern with customers capital made by those banks managements and also the increasing raise of the universal banking in the banks of duhok province

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Gulzar, Rafia. "A Comparative Study of Human Resource Management Practices and Its Impact on Organizational Performance in Indian Public Sector Banks." International Journal of Human Resource Studies 8, no. 1 (November 20, 2017): 89. http://dx.doi.org/10.5296/ijhrs.v8i1.12048.

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The main purpose of this study was designed to explore and compare Human Resource Management practices and their impact on organizational performance in Indian Public Sector Banks. Human Resource Management is very important for banks because banking is a service industry. Research suggests that service quality has been increasingly recognized as a crucial factor that determines the level of success of any business Human input is the single largest input to the banking industry. The level of efficiency/productivity of this input is reflected in the quality of service offered by the banks to its customers, as also in its ultimate growth, productivity and profitability. Human Resource Management Practices has been studied extensively in Multinational companies, education sector and manufacturing sector. However only a few research has been conducted in banking industry. Even these researchers have not compared Human Resource Management Practices Public Sector banks in Jammu and Kashmir. The research was based on self-administered questionnaire survey of total 266 employees. It consists of 11 managers and 33 subordinates from PNB and 18 managers and 54 subordinates from SBI. The main HRM practices studied were General climate, OCTAPACE culture, Selection, job definition, career planning, training, performance appraisal and compensation. The data were analyzed statistically and finding revealed that HRM practices have huge impact on the organizational performance in banking sector. At the end research also depicted some limitation as well as future research directions.

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Miah, Mohammad Sharif, Nazmul Hossain, and Abu Jakaria Nishat. "An Empirical Study on Human Resource Management and Employment Performance Practice in the Banking Sector in Bangladesh." Advances in Social Sciences Research Journal 8, no. 4 (April 29, 2021): 454–64. http://dx.doi.org/10.14738/assrj.84.9970.

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Banking sector is one of the first growing sectors in Bangladesh. Like any other emerging economic sector banking sector’s growth and development needed to be assess and evaluated through employment performance. There are 56 commercial banks in Bangladesh currently offering financial service with different stratagems. Performance evaluation and assessment is significantly important while achieving the goals of the organization and determining the individual contributions to the organization. The objective of the study is to measure the effects of human resource practice on the performance of employee in the banking sector of Bangladesh. The research has been conducted through structural and semi-structural questionnaires and face-to-face interview related to some human resource issues namely-institutional commitment and motivation, employee relations, compensation, physical work environment, training and development, promotion, job satisfaction as well as the employee performance of the designed banks. A set of 30 structural and same number of semi structural questionnaires were given to 328 bank employees of different levels of 10 selected banks. According to the study all the human resource practice including compensation and training & development have significant impact on the employee performance in the banking sector in Bangladesh. The findings of the study provide a clear guidance to the banking policy makers to pursue effective initiatives with in order to achieve organizational goal through the employee performance.

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Gulzar, Saba, Shagufta Ghauri, Zuhair Abbas, Kanwal Hussain, and Abdul Bashiru Jibril. "Antecedents of employee wellbeing in the banking sector: the moderating role of working environment." Problems and Perspectives in Management 18, no. 4 (December 22, 2020): 448–60. http://dx.doi.org/10.21511/ppm.18(4).2020.36.

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This study examined the influence of work-life balance, work stress, employee engagement, and working environment on employee wellbeing in the banking sector of Pakistan. Due to complex human resource policies in Pakistan, employee wellbeing is neglected in several banking institutions; this study addresses a research gap in this way. Drawing upon job demands-resources theory, the study employed a quantitative methodology through a survey of 360 employees from private and public banks in Pakistan. The results from PLS-SEM (Partial Least Squares Structural Equation Modeling) demonstrate that employee engagement and work stress are significantly related to employee wellbeing, while working environment has a significant interactive effect between employee engagement and employee wellbeing. Theoretically, the study contributes to broadening the existing literature on human resource management. Practically, this study provides guidelines to human resource practitioners, managers, and policymakers on devising strategies for their employee wellbeing in going forward. AcknowledgmentThis work was supported by the Internal Grant Agency of Tomas Bata University in Zlin under the Projects No. FaME TBU No. IGA/FaME/2020/010 and IGA/FaME/2019/008. The authors would like to extend their appreciation to Prof. Boris Popesko (Vice-Dean for Research and Business Liaison) at the Faculty of Management and Economics for facilitating the financial readiness of this project.

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Koh, William K. L., and Heng Sok Hia. "The effects of interactive leadership on human resource management in Singapore's banking industry." International Journal of Human Resource Management 8, no. 5 (January 1997): 710–19. http://dx.doi.org/10.1080/095851997341478.

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Cherif, Fatma. "The role of human resource management practices and employee job satisfaction in predicting organizational commitment in Saudi Arabian banking sector." International Journal of Sociology and Social Policy 40, no. 7/8 (April 2, 2020): 529–41. http://dx.doi.org/10.1108/ijssp-10-2019-0216.

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PurposeThe purpose of this study was to investigate the role of human resource management and employee job satisfaction in predicting organizational commitment in the Saudi Arabian banking sector.Design/methodology/approachFor the purpose of this study, quantitative survey research was employed. The independent variables are human resource management and employee job satisfaction, while the dependent variable is organizational commitment.FindingsHuman resource management correlated positively with employee job satisfaction and organizational commitment. On the other hand, employee job satisfaction was found to be positively correlated with organizational commitment. The two independent variables made significant individual contributions to the prediction of organizational commitment.Research limitations/implicationsThis study has some limitations. First, convenient sampling method was used to recruit the participants. Therefore, the findings of the study have limited generalizability in other regions and age groups. Second, as a cross-sectional study, there has to be caution in making any generalization of the results. Future researchers should get more respondents from wider geographical location, that is from different bans, private and public. Furthermore, self-report questionnaires were used to collect data from respondents. It is recommended that future researchers use different methods such as personal interview or telephone interview to collect data. This may help get reliable data after clarifying and removing what may be ambiguous.Practical implicationsThe results of this study have corroborated with previous research and confirmed correlations between and among human resource management (HRM), employee job satisfaction and organizational commitment in the Saudi Arabian banking sector. These findings have practical implications. Having high levels of job satisfaction among bank employees will prevent low levels of turnover rate, absenteeism and levels of productivity and increase organizational commitment. HRM practices, on the other hand, help in career development opportunities and hence provide better job opportunities. This study can recommend that to ensure high levels of job satisfaction among employees and enhanced organizational commitment, organizations, especially banks, should emphasize more on HRM practices.Originality/valueThis study could contribute to the literature on HRM, job satisfaction and organizational commitment in the Saudi Arabian banking sector. There is a rapid growth in the banking sector in Saudi Arabia. Therefore, there is an urge for recruiting efficient and experienced human resources (Mizan et al., 2013). This study will contribute to the development of the Saudi Arabian banking sector, which may lead to maintain this sector work effectively that will have a positively impact on the economy of the Saudi society. It also will highlight the nature and importance of the HRM practices for the benefit of the banking sector.

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Maheshwari, Vishwas, Priya Gunesh, George Lodorfos, and Anastasia Konstantopoulou. "Exploring HR practitioners’ perspective on employer branding and its role in organisational attractiveness and talent management." International Journal of Organizational Analysis 25, no. 5 (November 6, 2017): 742–61. http://dx.doi.org/10.1108/ijoa-03-2017-1136.

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Purpose The latest research in the field of employer branding highlights a mix of marketing principles and recruitment practices, based on the concept that, just as customers have perceptions of an organisation’s brand, then so do other stakeholders including employees. However, the emphasis has been on organisations, which predominantly operate in developed countries typically with Westernised-individualistic cultures. This paper aims to investigate employer branding for service organisations’ image and attraction as an employer in a non-Western culture. Design/methodology/approach This study examines the perceptions of human resources’ professionals and practitioners on the role of employer branding in employer attractiveness and talent management, within Mauritian banking sector. The data collection for this qualitative study involved semi-structured interviews with senior managers from Mauritian banking organisations, including multinational enterprises, small business unit banks and Mauritian banks. Findings Analysis of the findings showed that organisations, and banks in this case, are increasingly competing to attract highly skilled personnel in various professional areas; therefore, those organisations that attract the best talent will have a distinct edge in the marketplace. Furthermore, findings from the semi-structured interviews with senior managers suggest that employer branding remains at the embryonic stage within the Mauritian banking sector; therefore, a clear need exists for a more developed strategy. Research limitations/implications The outcomes of this study call for re-engineering with regards to managerial collaboration in organisations for the successful design and implementation of the employer branding strategy. The empirical findings from the Mauritian banking sector show that the strategic position occupied by the human resource function is still at an embryonic stage as regards with the competitiveness of banks as service organisations. Practical implications The study presents a need for the development and maintenance of long-term collaborative and trust-based relationships between the human resource and marketing functions. Originality/value The insights provided through this study addresses the dearth of academic research on employer branding on the African continent while providing invaluable information from a human resource professional perspective.

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Rorong, Nadya Natalia, and Lodovicus Lasdi. "The Effect of Organizational Culture and Good Corporate Governance Mechanism on Human Resource Disclosure." Jurnal Akuntansi dan Keuangan 22, no. 2 (November 30, 2020): 72–81. http://dx.doi.org/10.9744/jak.22.2.62-71.

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Human resource is an important and valuable asset to reach competitive advantage for every firms. In the banking and insurance firms, human resource have an important role that is irreplaceable in the operational process of the firms. Human resource disclosure is an activity to disclose information about recruitment process, benefits, training and development program for employee. Therefore, human resource disclosure may provide additional information for the management and all the stakeholders in the development process of decision making. Factors that may affect the human resource disclosure are organizational culture, institutional ownership, and independent commissioner. The objective of this study is to investigate the effect of organizational culture, institutional ownership, and independent commissioner to human resource disclosure. The research’s object are banking and insurance companies that listed in Indonesian Stock Exchange in 2016-2018, there were 55 companies which have been selected by purposive sampling technique. Data were analysed by using multiple regression analysis. Based on the analysis, the results show that organizational culture has positive impact to human resource disclosure. Therefore, institutional ownership and independent commissioner does not affect the human resource disclosure

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Ghazanfar, Faheem, Muhammad Siddique ., and Mohsin Bashir . "Exploring the Relationship between Human Resource Management Practices and Organizational Commitment: Empirical Evidence from the Banking Sector in China." Information Management and Business Review 4, no. 9 (September 15, 2012): 502–16. http://dx.doi.org/10.22610/imbr.v4i9.1006.

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The purpose of this paper is to measure the impact of human resource management practices individually and as a system on organizational commitment. Data were collected from 304 respondents from banking sector of China. A questionnaire survey for this purpose was conducted in different cities of China. Correlations and multiple regression statistics analysis were used to explore the relationship between the variables involved in the study. The findings of the study provide support for the variables (selection, training, performance appraisal, promotion, performance based rewards, information sharing, job security and human resource management system) and are confirmed by the results of the previous studies. The findings of the current study support the notion that the HR practices relates to organizational commitment, individually and as a system as well. These findings provide important avenues for the banking sector of China and for the debate regarding convergence of the human resource management practices regionally as well as internationally.

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Goykhman, M., D. Grishaev, L. Jing, and M. Dyakonova. "Human resource management in China (in the financial sector)." E-Management 2, no. 3 (October 29, 2019): 22–28. http://dx.doi.org/10.26425/2658-3445-2019-3-22-28.

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Systematically carried out over the past forty years economic reforms have given impetus to the development of the financial industry in China. Any changes suggest new approaches in the management system. Despite the results obtained there are some problems in the financial industry of China. In modern China there is a synthesis of Western and Eastern management theories, but it is necessary to pay tribute to traditional values, that influence on the thinking of leaders. The problems of human resource management in China in the financial industry have been considered in the article. The areas, where the most revolutionary changes are currently taking place, such as cross-border e-commerce, also have been indicated. In China, the proliferation of the Internet finance industry has been made possible by the surge in e-commerce. The fundamental factor in the psychology of the Chinese is Confucianism, on which they rely in all spheres of life. Despite the fact that in modern China there is a synthesis of the Western and Eastern theories of governance, it is necessary to pay tribute to the traditional values, which influence the thinking of the leaders of Chinese organizations. But new areas of activity require other, more advanced approaches to personnel training. The advantages and disadvantages of human resources management in the banking sector of China have been considered in the article. As a result of the analysis of indicators and problems of personnel management in the financial sphere, the main conclusions and recommendations on the structure of human resource management at this stage of improving society in China have been presented.

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Adenike, Adeniji, Osibanjo Omotayo, and Abiodun Abolaji. "Organizational change and human resource management interventions: An investigation of the Nigerian banking industry." Serbian Journal of Management 8, no. 2 (2013): 139–54. http://dx.doi.org/10.5937/sjm8-3712.

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Masum, Abdul Kadar Muhammad. "Adoption Factors of Electronic Human Resource Management (e-HRM) in Banking Industry of Bangladesh." Journal of Social Sciences 11, no. 1 (January 1, 2015): 1–6. http://dx.doi.org/10.3844/jssp.2015.1.6.

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Peña, Isidro, and Manuel Villasalero. "Business strategy, human resource systems, and organizational performance in the Spanish banking industry." International Journal of Human Resource Management 21, no. 15 (December 2010): 2864–88. http://dx.doi.org/10.1080/09585192.2010.528670.

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Daskopoulou, Anna, Panayiotis Tahinakis, and John Mylonakis. "Human resources management in the Greek banking sector: a focus on selection methods." International Journal of Human Resources Development and Management 5, no. 3 (2005): 305. http://dx.doi.org/10.1504/ijhrdm.2005.007106.

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Trimulato, Trimulato. "PENTINGNYA PENERAPAN CALESTIAL MANAGEMENT BAGI SUMBER DAYA MANUSIA DI BANK PEMBIAYAAN RAKYAT SYARIAH." al-Uqud : Journal of Islamic Economics 1, no. 2 (July 30, 2017): 202. http://dx.doi.org/10.26740/jie.v1n2.p202-219.

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Shari'ah Banking now has a strong legal law with the presence of the law number 21 of 2008 on banking Shari'ah. It is very influential the existence and sought by many. Development of shariah banking must be matched with adequate resources and qualified. Labor in BPR shariah continued to increase, from December 2014 to December 2015 grew to 7.525%. Not only the quantity but the quality should also be considered, it takes a celestial concept should be applied for the Management of human resources in shariah banking. Paper uses a descriptive qualitative, necessary to apply celestial management for human resources in BPR shariah. The results of paper the human resources in BPR shariah growth, then the need for the application of celestial management for human resources in Islamic banks to create good quality. The shariah banking is an institution whose business inseparable from the rule of religion or spiritual aspect.

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Trimulato, Trimulato. "PENTINGNYA PENERAPAN CALESTIAL MANAGEMENT BAGI SUMBER DAYA MANUSIA DI BANK PEMBIAYAAN RAKYAT SYARIAH." al-Uqud : Journal of Islamic Economics 1, no. 2 (July 30, 2017): 202. http://dx.doi.org/10.26740/al-uqud.v1n2.p202-219.

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Shari'ah Banking now has a strong legal law with the presence of the law number 21 of 2008 on banking Shari'ah. It is very influential the existence and sought by many. Development of shariah banking must be matched with adequate resources and qualified. Labor in BPR shariah continued to increase, from December 2014 to December 2015 grew to 7.525%. Not only the quantity but the quality should also be considered, it takes a celestial concept should be applied for the Management of human resources in shariah banking. Paper uses a descriptive qualitative, necessary to apply celestial management for human resources in BPR shariah. The results of paper the human resources in BPR shariah growth, then the need for the application of celestial management for human resources in Islamic banks to create good quality. The shariah banking is an institution whose business inseparable from the rule of religion or spiritual aspect.

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Bidabad, Bijan, Saeid Abdollahi, and Mahshid Sherafati. "Enforcement of the purports of binding banking documents in Rastin Banking – part I." International Journal of Law and Management 59, no. 1 (February 13, 2017): 52–65. http://dx.doi.org/10.1108/ijlma-07-2015-0041.

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Purpose This paper aims to facilitate and accelerate the enforcement of binding banking documents and to decrease the enforcement burden of the registration offices, courts and judicial authorities and to transfer it to the banks. Design/methodology/approach A new mechanism for “enforcement of the purports of binding banking documents in Rastin Banking” is proposed. In the proposed regulations, a part of the executive path for enforcement of the purports of binding banking documents is transferred into a newly established unit located in every bank. The method considers all financial, legal and executive issues. Findings Promotion of practical justice is a main factor to promote social and economic circumstances; the proposed model can prepare a way to improve the social and economic well-being. Research limitations/implications Codifying the law and regulations is a highly sophisticated task, and the art of codification can be examined after scrutinizing and executing the full text of the law. Practical implications Though this paper presents the concept, the detailed proposed regulations are presented in two drafts of the bill and bylaw for enforcement of the purports of binding banking documents and handling complaints against executive operations in Rastin Banking. Social implications This procedure is a model that can be adapted for other countries, especially those countries that have a large number of legal disputes and the process of dispute settlement is very lengthy and cumbersome. Originality/value It fulfils an identified need to solve practical legal problem in vindication of rights that can lead to positive and important effects toward creating public trust in financial obligations and increasing the speed of collecting demands.

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Bidabad, Bijan, Saeid Abdollahi, and Mahshid Sherafati. "Enforcement of the purports of binding banking documents in Rastin Banking – Part II." International Journal of Law and Management 59, no. 2 (March 13, 2017): 178–91. http://dx.doi.org/10.1108/ijlma-10-2015-0055.

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Purpose This paper aims to facilitate and accelerate the enforcement of binding banking documents and to decrease the enforcement burden of the registration offices, courts and judicial authorities and to transfer it to the banks. Design/methodology/approach A new mechanism for “enforcement of the purports of binding banking documents in Rastin Banking” is proposed. In the proposed regulations, a part of the executive path for enforcement of the purports of binding banking documents is transferred into a newly established unit located in every bank. The method considers all financial, legal and executive issues. Findings Promotion of practical justice is a main factor to promote social and economic circumstances; the proposed model can prepare a way to improve the social and economic well-being. Research limitations/implications Codifying the law and regulations is a highly sophisticated task, and the art of codification can be examined after scrutinizing and executing the full text of the law. Practical implications Though this paper presents the concept, the detailed proposed regulations are presented in two drafts of the bill and bylaw for enforcement of the purports of binding banking documents and handling complaints against executive operations in Rastin Banking. Social implications This procedure is a model that can be adapted for other countries, especially those countries that have a large number of legal disputes and where the process of dispute settlement is very lengthy and cumbersome. Originality/value It fulfils an identified need to solve the practical legal problem in vindication of rights that can lead to positive and important effects towards creating public trust in financial obligations and increasing the speed of collecting demands.

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Apanga, Michelle Ayog-Nying, Kingsley Opoku Appiah, and Joseph Arthur. "Credit risk management of Ghanaian listed banks." International Journal of Law and Management 58, no. 2 (March 14, 2016): 162–78. http://dx.doi.org/10.1108/ijlma-04-2014-0033.

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Purpose – The study aims to assess credit risk management practices within financial institutions in Ghana. Specifically, the study compares credit risk management practices of listed banks in Ghana with Basel II (1999). Design/methodology/approach – The analysis is based on data gathered from varied sources, namely, use of questionnaires, analysis of internal credit policies and procedure manuals and semi-structured interviews and discussions with credit risk managers of the selected banks in May 2007 and October 2014. Findings – Overall, the credit risk management practices within listed banks in Ghana are in line with sound practices. The only dissimilarity, however, is the role of the board of directors in defining acceptable types of loans and maximum maturities for the various types of loans. The listed banks in Ghana are also exposed to credit risks associated with granting both corporate and small business commercial loans and the use of collaterals to mitigate their credit risk exposures. Practical implications – Banks in Ghana should consider developing the skills of all their personnel and appropriately motivating those involved in the credit risk management processes to ensure that they carry out this process efficiently. Originality/value – Research into credit risk management in the banking industry from the Ghanaian perspective remains scant. This study is, therefore, timely, and its findings are invaluable for the efficient management of credit risk in the banking industry. This study provides policy recommendations which will enhance shareholder value and, in this way, contribute to greater stability in the banking sector in developing countries, in particular.

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Kumari, Arpana, and Teena Saharan. "Banking business transformation by adoption of sustainability practices through knowledge management." International Journal of Environment, Workplace and Employment 6, no. 1/2 (2020): 20. http://dx.doi.org/10.1504/ijewe.2020.113088.

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Kumari, Arpana, and Teena Saharan. "Banking business transformation by adoption of sustainability practices through knowledge management." International Journal of Environment, Workplace and Employment 6, no. 1/2 (2020): 20. http://dx.doi.org/10.1504/ijewe.2020.10035406.

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Zherdetska, Liliia, Yuliia Diatlova, Valentyna Diatlova, Julia Derkach, Anastasiia Goncharenko, and Mykola Zos-Kior. "Digital banking in the marketing mix and human resource management: improving the approach to the assessment as an innovative component." LAPLAGE EM REVISTA 7, no. 3A (September 3, 2021): 111–19. http://dx.doi.org/10.24115/s2446-6220202173a1386p.111-119.

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The research evaluates the activity of using digital banking in components of the marketing mix of Ukrainian banks, such as «product», «place», «promotion», and «price». The developed methodological approach is based on the analysis of traditional bank's marketing mix elements and their innovative components, mainly digital banking. It has been established that banks, offering a generally standard set of primary products, introduce product innovations quite unevenly. According to the «place» component of the marketing mix, it has been noted that the pace of traditional marketing replacement by banking innovations marketing is slow. Regarding the «promotion» component of the marketing mix, the distribution of the indicators of the bank's activity in the use of social networks is uneven. Facebook is more used than Instagram, and not all banks use YouTube's capabilities. Banks are market leaders that use social networks and the Internet most actively.

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Fapohunda, T. M. "The Human Resource Management Challenges of Post Consolidation Mergers and Acquisitions in Nigeria's Banking Indsutry." International Business Management 6, no. 1 (January 1, 2012): 68–74. http://dx.doi.org/10.3923/ibm.2012.68.74.

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Adegboyega, Onikoyi-Idris, and Tajudeen Wasiu Olamilekan. "Business consolidation and human resources management in Nigerian banking industry." SAARJ Journal on Banking & Insurance Research 9, no. 3 (2020): 5. http://dx.doi.org/10.5958/2319-1422.2020.00009.0.

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P. Murupus, Norbert, and Dr Dinah J. Kipkebut. "Effect of employee demographic characteristics and selected Human Resource Management Practices turnover intentions: A case of commercial banks in Eldoret Town, Kenya." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 10, no. 10 (December 30, 2015): 2555–69. http://dx.doi.org/10.24297/ijmit.v10i10.5128.

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Organizational investment in Human Resources is an inevitable measure in pursuit of achievement of organizational goals. Organizations therefore must utilize a considerable amount of finances, materials and time in employee acquisition, maintenance and development. Despite the banking industries investing heavily in the acquisition and maintenance of its human resources, employees still quit their jobs in search of other alternatives. The objective of the present study is to establish the effect of employee demographic characteristics and selected Human Resource Management practices on employeesâ€™ intention to turnover in the Banking industry. The study population consisted of Managerial, Clerical and Direct Sales Staff from twenty five (25) commercial banks in Eldoret town, Kenya. The study sampled 387 employees from ten (10) commercial banks. Questionnaire method was used to collect data. The data obtained was processed using the Statistical Package for Social Sciences (SPSS). Both descriptive and inferential statistics were used in data analysis; that is, Frequencies, means, standard deviation and Percentages which were presented in tables and charts. Pearsonâ€™s Correlation analysis and Regression analysis were used to test the study hypotheses. The results of the multiple regression analysis showed that pay practices, procedural justice, marital status, education, job tenure and job position were critical factors in determining employee turnover intentions. The study recommends that banks should implement high commitment human resource management practices so as to enhance the retention of its employees.

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Blount, Yvette, Tanya Castleman, and Paula M. C. Swatman. "E-Commerce, Human Resource Strategies, and Competitive Advantage: Two Australian Banking Case Studies." International Journal of Electronic Commerce 9, no. 3 (April 2005): 74–89. http://dx.doi.org/10.1080/10864415.2005.11044335.

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Gavin, Michael A. "Independent central banks and banking crisis liquidity." Review of International Organizations 15, no. 1 (September 4, 2018): 109–31. http://dx.doi.org/10.1007/s11558-018-9324-5.

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Ameh, Oko John, and Emmanuel Itodo Daniel. "Human Resource Management in the Nigerian Construction Firms: Practices and Challenges." Journal of Construction Business and Management 1, no. 2 (July 10, 2017): 47–54. http://dx.doi.org/10.15641/jcbm.1.2.54.

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Improvement of human resource management is critical to overall productivity and cost effectiveness in the construction industry. This study assesses the current human resource management practices in the Nigeria construction organisation and the challenges confronting it. Questionnaire survey was adopted using purposive sampling technique. Ninety eight human resource managers and construction professionals in two categories of construction organisations (client organisations involved in real estate development and contractor organisations) were sampled. The results reveal that prevailing recruitment practices are placement of the right staff in the right department for the achievement of company general goals, and screening of candidates for vacant positions. Most common training and development practices involve inducting, orienting and training newly recruited employee on software and use of tools, and assigning staff based on their skill and expertise.Provision of appropriate/modern working tools and equipment and provision of incentives and benefits to staff are prevailing motivation and labour union practices. The study further identified:competition for global mobile talents, labour turnover, recruiting the right person for a specific position, wages and compensation as some of the challenges facing HRM practice in Nigeria.The study concludes that recruitment and selection practices in the construction organisation are distinctly different from those of the manufacturing and banking industry and it centres on selection of skilled and technically competent personnel for organisation’s general goal. The study recommends that future study should assess the impact of the identified human resource practices on productivity and project performance.

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Utami, Pertiwi. "DIGITAL BANKING REFLECTION AND ZAKAT ACCOUNTABILITY SHARIA BANKING IN INDONESIA." DIKTUM: Jurnal Syariah dan Hukum 17, no. 2 (December 17, 2019): 264–79. http://dx.doi.org/10.35905/diktum.v17i2.801.

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ABSTRACT Digital banking and the accountability of good zakat can increase interest in paying zakat on the benchmarking of sharia. On the other hand, technological advances such as the use of artificial intelligence make the role of human resources shifted. Even though human resources (labor) are one of the potential sources of zakat revenue. Zakat literacy and interest in paying zakat are also low in Islamic banking. The researcher did not find zakat data in statistical reports on Islamic banks nationally. It seems that it was only found in the presentation of reports about the sources and uses of private Islamic bank zakat funds. This can lead to the perception that Islamic banks do not optimally manage zakat. Through literature studies, researchers provide a solution to how zakat management can be done to increase interest in paying zakat but can still maintain the use of human resources (work). The conclusion obtained is that interest in paying zakat on Islamic banks cannot be maximally realized if it is not supported by internal efforts. Efforts that can be made are transparency of zakat reports, increased literacy, acceleration and optimization of digital management of Islamic bank zakat.

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Oseni, Umar A., Abideen Adeyemi Adewale, and Sodiq O. Omoola. "The feasibility of online dispute resolution in the Islamic banking industry in Malaysia." International Journal of Law and Management 60, no. 1 (February 12, 2018): 34–54. http://dx.doi.org/10.1108/ijlma-06-2016-0057.

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Purpose The paper aims to examine the perceptions of three major stakeholders – bankers, lawyers and customers – in the Islamic banking industry in Malaysia to assess their behavioural intention to use the proposed online dispute resolution (ODR) mechanism. Design/methodology/approach The study modifies the unified theory of acceptance and use of technology (UTAUT) within the context of ODR and its feasibility in the Malaysian Islamic banking industry. The model was extended to include trust in technology and trust in bank, which might have significant influences on the intentions of major stakeholders to use ODR for banking-related disputes. Actual use of the ODR was not included in the model as specified in the original UTAUT. Based on an internet survey, responses were obtained from about 109 respondents. The data obtained were subjected to multivariate statistical analyses. Findings Results obtained indicate that trust in technology and effort expectancy are the most influencing determinants of the behavioural intention to use ODR among stakeholders in the Islamic banking industry in Malaysia. However, performance expectancy and social influence did not produce significant effects on behavioural intention. Research limitations/implications Applying ODR in the banking industry in Malaysia will contribute to sustainable banking businesses in major Islamic finance jurisdictions. Being the most advanced region in global Islamic banking business, Asia sets the pace through theoretical and empirical studies in exploring innovative ideals such as ODR to promote sustainable business that not only ensures proper customer relationship management but also promotes consume protection. Practical implications Results obtained suggest that the increasing use of internet banking will make ODR the preferable mechanism for dispute resolution in small-scale disputes in retail banking. This will also require some form of predictability, enforceability and Shari‘ah compliance in the process of dispute resolution for the major stakeholders to have full confidence in the ODR mechanism. The recently introduced Financial Ombudsman Scheme in the Islamic Financial Services Act 2013 of Malaysia is expected to serve as a good legal basis for the ODR mechanism. Originality/value This appears to be one of the earliest attempts to examine the application of ODR in resolving Islamic banking disputes with a detailed analysis on its legal basis and implication.

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Journal articles on the topic 'Human resource management; Banking'

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