literature review of hr practices in banking sector

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Talent management in the banking sector: a systematic literature review.

1. Introduction

• A review of how TM has been conceptualized and developed in the literature;
• An overview of how TM has been applied in the context of the financial sector and banking sector in the literature;
• An identification and discussion of key research topics;
• Recommendation avenues for future research.

Talent Management: A Perspective

2.1. planning review, 2.2. conducting the review, inclusion and exclusion criteria, 2.3. reporting and dissemination, 3.1. journal and year of publication, 3.2. research focus by regions, 3.3. studies by a theoretical approach, 3.4. overview of studies by aim, purpose, and objective, 3.5. overviews and frequency of keywords, 3.6. analysis of studies by key concepts, 4. contributions and suggestions for future research, 5. discussion, 6. conclusions, author contributions, institutional review board statement, informed consent statement, data availability statement, conflicts of interest.

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Theodorsson, U.; Gudlaugsson, T.; Gudmundsdottir, S. Talent Management in the Banking Sector: A Systematic Literature Review. Adm. Sci. 2022 , 12 , 61. https://doi.org/10.3390/admsci12020061

Theodorsson U, Gudlaugsson T, Gudmundsdottir S. Talent Management in the Banking Sector: A Systematic Literature Review. Administrative Sciences . 2022; 12(2):61. https://doi.org/10.3390/admsci12020061

Theodorsson, Unnar, Thorhallur Gudlaugsson, and Svala Gudmundsdottir. 2022. "Talent Management in the Banking Sector: A Systematic Literature Review" Administrative Sciences 12, no. 2: 61. https://doi.org/10.3390/admsci12020061

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Mehta, Esha. "Literature Review on HR Practice in Banking Sector." International Research Journal of Engineering, IT and Scientific Research , vol. 2, no. 7, 31 Jul. 2016, pp. 115-124.

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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 the potential to do remarkable things and to support him to understand, develop and utilize his/her potential, the bank should provide the 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.

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European Journal of Training and Development

ISSN : 2046-9012

Article publication date: 7 May 2019

Issue publication date: 7 May 2019

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.

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.

• Banking industry
• Financial institutions
• Organizational effectiveness
• HRD practices
• Employee competencies

Acknowledgements

Retraction notice : The publishers of European Journal of Training and Development , wish to retract the article “Human resource development (HRD) practices and banking industry effectiveness: The mediating role of employee competencies” by Frank Nana Kweku Otoo, which appeared in Vol. 43 No. 3/4, pp. 250-271. It has come to our attention that a large proportion of this article is copied, without attribution, from several earlier articles. These articles are as follows:

• Otoo, F., Otoo, E., Abledu, G. and Bhardwaj, A. (2019), “Impact of human resource development (HRD) practices on pharmaceutical industry’s performance: the mediating role of employee performance”, European Journal of Training and Development , Vol. 43 No. 1/2, pp. 188-210. https://doi.org/10.1108/EJTD-09-2018-0096.

• Otoo, F. and Mishra, M. (2018), “Influence of human resource development (HRD) practices on hotel industry’s performance: the role of employee competencies”, European Journal of Training and Development , Vol. 42 No. 7/8, pp. 435-454. https://doi.org/10.1108/EJTD-12-2017-0113.

• Otoo, F. and Mishra, M. (2018), “Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises”, European Journal of Training and Development , Vol. 42 No. 7/8, pp. 517-534, https://doi.org/10.1108/EJTD-07-2017-0061.

• Potnuru, R. and Sahoo, C. (2016), “HRD interventions, employee competencies and organizational effectiveness: an empirical study”, European Journal of Training and Development , Vol. 40 No. 5, pp. 345-365. https://doi.org/10.1108/EJTD-02-2016-0008.

The European Journal of Training and Development submission guidelines make it clear that articles must be original and must not infringe any existing copyright. The publishers of the journal sincerely apologize to the readers and the original authors of the above mentioned articles.

Otoo, F.N.K. (2019), "Human resource development (HRD) practices and banking industry effectiveness: The mediating role of employee competencies", European Journal of Training and Development , Vol. 43 No. 3/4, pp. 250-271. https://doi.org/10.1108/EJTD-07-2018-0068

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High-performance human resource practices in Indian banks: an examination from the institutional perspective

• Original Article
• Published: 19 November 2022
• Volume 29 , pages 186–198, ( 2024 )

Cite this article

• Ashutosh Muduli 1 ,
• Sunita Verma 2 ,
• Archana Choudhary 3 &
• Upasana Singh 4 , 5  

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A Correction to this article was published on 14 December 2022

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This paper aims to examine the effectiveness of high-performance human resource practices in the banking industry of India from the institutional perspective. A validated instrument has been used for collecting data from the banking industry of India. Data reliability and validity have established through factor analysis, Cronbach’s alpha and correlation analysis. AMOS structural equation modelling has been used to check the model fit and conduct path analysis for the proposed hypotheses. The result proved that institutional perspective-based HR practices such as extensive training, clear job description, incentive rewards and participation and teamwork have a significant positive effect on the performance of the banking industry in India. The research is unique in its attempt to understand the role of institutional perspective-based HR practices in enhancing the performance of the banking industry in India.

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Change history

14 december 2022.

A Correction to this paper has been published: https://doi.org/10.1057/s41264-022-00198-1

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Ashutosh Muduli

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Muduli, A., Verma, S., Choudhary, A. et al. High-performance human resource practices in Indian banks: an examination from the institutional perspective. J Financ Serv Mark 29 , 186–198 (2024). https://doi.org/10.1057/s41264-022-00193-6

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HR PRACTICES IN PRIVATE SECTOR BANKS – AN EMPIRICAL EVIDENCE

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• Academia ©2024

• Corpus ID: 168728418

A Review of Literature on HRM Practices in Indian Banking Industry

• P. Ramakrishna , Dr. K Srinivasa Rao
• Published 1 April 2017
• Business, Economics
• Imperial journal of interdisciplinary research

One Citation

Understanding organizational structure and hrm practices in banking sector, 40 references, human resource management in the indian public and private sectors: an empirical comparison, a study of hrm and employees performance in banking sector in india, determinants of hrm policies and practices in india: an empirical study, an empirical assessment of training effectiveness in indian banks, occupational stress and job satisfaction among working women in banks, strategic role of skill development in leveraging employee engagement for competitive advantage in public sector banks - a study on canara bank, india, an empirical analysis of managerial and non-managerial hrd climate perceptions in sbi and kvb through internal and external comparison: a case study conducted in andhra pradesh, a study of hrm practices and its impact on employees job satisfaction in private sector banks: a case study of hdfc bank, talent management practices in select organizations in india, employee perceptions of job satisfaction: comparative study on indian banks, related papers.

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