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The role of human resource management practices in bank performance

机译：人力资源管理实践在银行绩效中的作用

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摘要

This paper examines bank performance using a data envelopment analysis that includes human resource management (HRM) practices as a quality component. The proposed methodology, which investigates the direct impact of HRM practices on traditional bank performance measurement, is applied for the first time to the banking sector. The performance scores are then decomposed into four efficiency scores using the Malmquist index. For empirical results, panel data of 48 banks are taken from Bangladesh over the period of 2004-2013. The results state that foreign banks are still in the queue to achieve the scale efficiency comparable to that of local banks. However, considering HRM practices as quality indicator, foreign banks progressed by 2.6% annually, whereas local banks regressed with a yearly value of 17.1% over the study period. Thus, the results show that, while local banks possess an acceptable level of performance in terms of their operations, their HRM practices must be improved in order to deal with both modernisation of banks and competition. The results are robust to the special assumptions of variables, national banking convergence, and statistical test. Limitations and policy implications are addressed.
机译：本文使用包括人力资源管理（HRM）实践作为质量组成部分的数据包络分析来检查银行的​​绩效。拟议的方法将调查人力资源管理实践对传统银行绩效衡量的直接影响，这是首次应用于银行业。然后，使用Malmquist指数将绩效得分分解为四个效率得分。为了取得实证结果，从2004年至2013年期间从孟加拉国获得了48家银行的面板数据。结果表明，外资银行仍在排队以达到与本地银行相当的规模效率。但是，以人力资源管理实践作为质量指标，外国银行在研究期内的年增长率为2.6％，而本地银行的年增长率为17.1％。因此，结果表明，尽管本地银行在运营方面具有可接受的绩效水平，但必须改进其人力资源管理实践，以应对银行的现代化和竞争。结果对于变量的特殊假设，国家银行业的趋同和统计检验是可靠的。解决了局限性和政策影响。

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