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Organizational Approach for the Design of a Comprehensive Compensation Package for Bank Employees in Afghanistan A Strategy for Acquiring and Retaining Talent

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  • Mirza, Aimal

Abstract

Purpose: To investigate the phenomena that could be attributed to the absence of a comprehensive compensation package in Afghan banks. This study aims to devise strategies for the design of a pay package that will improve employee retention and reduce the turnover rate in this industry. Findings: The study suggests that an effective pay package could lead to employee loyalty, but this requires the development of a sound, strategic approach that would include the pay-mix design, market positioning and choice of pay policy. The major findings of this study show that there are no major disagreements between employees and administrators over most of the components of the pay packages offered. However, considering how the data reflects on the small changes desired, this study recommends that banks offer a base salary that is relatively larger than the other components of the pay package. It also recommends that banks participate in employees’ pension funds, pay gratuity and offer performance-based pay that is based on a well-defined performance-appraisal system. Methodology: Primary and secondary data were collected from 11 Kabul-based financial institutions, where a total number of 92 employees participated in this study. A one-way ANOVA regression and descriptive statistics were utilized to analyse the data. Practical implications: This study has strong policy implications for a modern, sound and equitable approach to human resource management in the Afghanistan financial sector that could lead to fostering and retaining talent. Originality: The topic is first in its kind to be researched in the Afghanistan context.

Suggested Citation

  • Mirza, Aimal, 2019. "Organizational Approach for the Design of a Comprehensive Compensation Package for Bank Employees in Afghanistan A Strategy for Acquiring and Retaining Talent," MPRA Paper 96531, University Library of Munich, Germany.
    • Handle: RePEc:pra:mprapa:96531
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    File URL: https://mpra.ub.uni-muenchen.de/96531/1/MPRA_paper_96531.pdf
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    References listed on IDEAS

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    1. William D. Guth & Ian C. Macmillan, 1986. "Strategy implementation versus middle management self‐interest," Strategic Management Journal, Wiley Blackwell, vol. 7(4), pages 313-327, July.
    2. David B. Balkin & Luis R. Gomez‐Mejia, 1990. "Matching compensation and organizational strategies," Strategic Management Journal, Wiley Blackwell, vol. 11(2), pages 153-169, February.
    3. Craig Galbraith & Dan Schendel, 1983. "An empirical analysis of strategy types," Strategic Management Journal, Wiley Blackwell, vol. 4(2), pages 153-173, April.
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    Cited by:

    1. LINA ELSIE MORAA & Dr. Muthoni Mainah, 2023. "Impact of Gender-Inclusive Labor Policies on Women’s Employment in Isiolo County, Kenya," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 7(6), pages 1441-1461, June.

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    More about this item

    Keywords

    compensation; pay; employee turnover; organizational performance; Incentives;
    All these keywords.

    JEL classification:

    • G21 - Financial Economics - - Financial Institutions and Services - - - Banks; Other Depository Institutions; Micro Finance Institutions; Mortgages
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility

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