This book is an attempt to analyse the impact of Human Resource Management practices on Human Resource Management outcomes in Indian public sector banks of Vadodara city, particularly, State Bank of India and Bank of Baroda. Research on Human Resource Management practices and their outcomes such as employee satisfaction, commitment, and retention have rarely been conducted in public banking industry of India. Data were collected on employees’ perceptions about Human Resource Management practices and their outcomes through structured questionnaire. Sample consisted of 200 employees who are working indifferent departments of branches in two PSBs mainly: State Bank of India and Bank of Baroda in Vadodara city. Multiple Regression, Cronbach’s alpha, Pearson correlation coefficient and descriptive statistics were used for various analysis of the study.
Fourth topic deals with biological phenol removal. Removal of phenol from wastewater can be carried out by using various biological and non biological methods. Biological phenol removal can be carried out by biosorption and various suspended and attached growth processes. Adsorption and ion exchange are also important methods for phenol removal.Fifth chapter deals with hazardous waste treatment. The solid waste disposal is generally done by using sanitary land fill method. In developing countries open dumping is done. Open dumping is dangerous option due to odour and dispersion of waste in the form of particles in the air. Sanitary landfill is relatively safer option. The solid waste buried in the land contaminates groundwater. The bio composting of the waste provides additional benefits like manure for agriculture and reduction in the volume of waste. The other option of treating solid waste is incineration. Incineration has disadvantage of exhaust gases.
The findings of the research revealed that Human Resource Management practices are significant predictors of employee satisfaction, commitment and retention. The results of this study revealed that things of HRM practices are positively related to better employee satisfaction with adjusted R2 of 0.596 and a F-value 55.733 (p<0.001).Compensation and social benefits had the strongest effect on employee satisfaction with a standardized beta of0.626. This study found that bundles of HRM practices are also positively related to better employee commitment and compensation & social benefits (t = 5.307; p = 0.000), recruitment &selection (t = 3.978; p = 0.000), and training &development practices (t = 2.966; p = 0.0019) emerged as the significant variables in explaining the variance in employee commitment. Compensation & social benefits, performance appraisal, and training & development were found to be explanatory factors having significant effect on employee retention of Indian public sector banks. Compensation and social benefits had the strongest significant effect on employee retention (t = 3.128; p = 0.001) with a standardized beta of 0.221;
It is of interest to note that compensation and social benefits practice had the strongest effect on determining the employee satisfaction, commitment and retention of PSB in India. Findings of this study show that providing training for employees is positively related to higher employee satisfaction, employee commitment and higher employee retention. Results of regression analysis supported the hypotheses that performance evaluation is positively related to higher employee satisfaction, commitment and retention of public sector banks in India. Findings of this study do not support the hypotheses that grievances handling system of PSB in India’s positively related to higher employee satisfaction, commitment and retention.