HMEMS80 Research Methodology

Background Of The Proposed Research

The non-financial compensation offered to an employee as part of the employment contract is called as employee benefits. There are various kinds of employee benefits. There exists an association between the employee benefits and employee productivity. As mentioned by (Hanaysha, 2016), the amount of output produced by an employee in a particular period of time is referred to as employee productivity. Employee productivity can be influenced by several factors such as better employee training, flexible schedules, improved workplace conditions and employee benefits. Employee benefits is one of the key factors that impact the employee productivity.    

Problem Identification

This research paper intends to examine the employee benefits and its impact on the employee productivity on banking industry in South Africa. The research questions of the proposed research to analyse the impact of the employee benefits on the employee productivity of banking industry in South Africa are as follows:

• What are the varied types of employee benefits?
• What is the effect of employee benefits on the employee productivity?
• How the employee productivity of banking industry in South Africa impacted by employee benefits?

The research objectives of the proposed research are as follows:

• To critically examine the varied types of employee benefits.
• To critically investigate the effect of employee benefits on the employee productivity.
• To critically review the way employee productivity of banking industry in South Africa impacted by employee productivity.    

Preliminary Literature Review

The pre-requisite of organizational success is the healthy employee relations within the organization. As per (Bailey, Albassami & Al-Meshal, 2016), one of the best ways to maintain a healthy and good employee relation is through offering lucrative benefits to the employees for the execution of their jobs and tasks. Therefore, employee benefit programmes are vital part of the organizations. Apart from salary, every employee looks for additional rewards and perks. In this context, it is necessary to mention that monetary benefit programmes are most highly valued by employees of every rank. In the era of fierce competition, employee retention is a major challenge for every organization regardless market focus, size or usage of technology. As mentioned by (Agbozo et al., 2017), in order to overcome these challenges, the organizations should maintain a positive and strong bonding and relationship with the employees.

Therefore, this positive relationship can be maintained between the employees and organization through motivating them to give their best at work with the help of lucrative employee benefits. The employee retention is equally important for the banking sector. Thus, it emphasizes on the employee retention and employee motivation through offering incentives and other benefits. As a result, it influences the employee productivity and organizational performance through adding value. In case employees are not satisfied with their monetary and non-monetary benefits, they tend to put little efforts to perform their tasks and jobs. Besides, many employees also leave the organization to join a better organization to avail more employee benefits. Hence, losing a very competent and key staff will impact the performance of the organization adversely.

Therefore, employee benefits should be top priority for the banks and other financial institutions to enhance the productivity of the employees. Further, it will also boost the overall performance of the banks. Many organizations offer employee benefits in form of group insurance, retirement benefits, day care, tuition reimbursement, housing and sick leave vacation. According to (Al-dalahmeh, Khalaf & Obeidat, 2018), there are various factors that influence the level of power of employers on the employees. The contractual relationship between the employers and employees influences the overall performance of organization and their power over employees. Therefore, the employment contract between the employers and employees need to maintained properly to motivate the employees in the right way. Here, the contribution of various employee benefits cannot be denied.

Research Design And Methodology

Research design such as explanatory will be followed for this study as it well-aligned with the topic of research. Data collection method for this proposed study will be quantitative data. Further, primary data will be gathered from the selected managers of the banks in South Africa. As stated by (Gubler, Larkin & Pierce, 2018), this proposed research will collect data through developing questionaries. The random sampling will be effective to complete the proposed research in an effective way. The sample sized of the proposed research will remain 50 for the effective analysis of employee productivity related to employee benefits of banking sectors in South Africa. As per (Lavy & Littman-Ovadia, 2017), the ethical consideration related to selection of authentic data sources and maintaining of data privacy is essential for the collection of primary data for the proposed research. Additionally, the collected data from the mangers will be not be manipulated. The consent from the managers will be taken and they will be informed about the usage of data in the proposed research. Thus, it will help in completion of data analysis successfully.   

Significance Of The Proposed Research

The significance that can be derived from the proposed research helps to identifies the benefits and contribution of the research study. The proposed research emphasizes on the various kinds of employee benefits. Moreover, it also finds out the effects of the employee benefits on employee productivity of banking sector in South Africa. As mentioned by (Hoole & Hotz, 2016), there will be contribution in the academic field for conducting the proposed research. In addition, it will also prove beneficial for the field of management and business. The findings of the proposed research will also add value to the future researches in this field.    

Feasibility Of The Proposed Research

The proposed research on assessing employee productivity of banking sector in South Africa in relation to employee benefits will be researchable. Further, it will be possible to conduct the research within given timeline. According to (Kim et al., 2016), primary data for the proposed research will be available. The availability of resources like finance to collet data from the managers of banks and support from assistant data collectors to gather data will prove feasible.

References

Agbozo, G. K., Owusu, I. S., Hoedoafia, M. A., & Atakorah, Y. B. (2017). The effect of work environment on job satisfaction: Evidence from the banking sector in Ghana. Journal of Human Resource Management, 5(1), 12-18.

Al-dalahmeh, M., Khalaf, R., & Obeidat, B. (2018). The effect of employee engagement on organizational performance via the mediating role of job satisfaction: The case of IT employees in Jordanian banking sector. Modern Applied Science, 12(6), 17-43.

Bailey, A. A., Albassami, F., & Al-Meshal, S. (2016). The roles of employee job satisfaction and organizational commitment in the internal marketing-employee bank identification relationship. International Journal of Bank Marketing.

Gubler, T., Larkin, I., & Pierce, L. (2018). Doing well by making well: The impact of corporate wellness programs on employee productivity. Management Science, 64(11), 4967-4987.

Hanaysha, J. (2016). Improving employee productivity through work engagement: Evidence from higher education sector. Management Science Letters, 6(1), 61-70.

Hoole, C., & Hotz, G. (2016). The impact of a total reward system of work engagement. SA Journal of Industrial Psychology, 42(1), 1-14.

Kim, J., Candido, C., Thomas, L., & de Dear, R. (2016). Desk ownership in the workplace: The effect of non-territorial working on employee workplace satisfaction, perceived productivity and health. Building and Environment, 103, 203-214.

Lavy, S., & Littman-Ovadia, H. (2017). My better self: Using strengths at work and work productivity, organizational citizenship behavior, and satisfaction. Journal of Career Development, 44(2), 95-109.

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