[雙語翻譯]企業(yè)薪酬管理-外文文獻翻譯--留住員工和工作滿意度的戰(zhàn)略渠道（英文）

1、International Journal of Human Resource StudiesISSN 2162-30582011, Vol. 1, No. 189 www.macrothink.org/ijhrsCompensation Management: A strategic conduit towardsachieving employee retention and Job Satisfaction inBanking S

2、ector of PakistanRabia Inam Khan (Corresponding Author)Research Associate, Human Resource Management Academic Research SocietyPakistanE.mail: rabia.khan138@live.comHassan Danial AslamLecturer, Faculty of Management Scien

3、ces, The Islamia University of BahawalpurPakistanE.mail: Hassan.danial@iub.edu.pkIrfan LodhiTraining Advisor, Human Resource Management Academic Research SocietyPakistanAccepted: August 21, 2011 DOI: 10.5296/ijhrs.v1i1.8

4、09AbstractThis paper explores some basic facts about one of the very important aspect of HRM that is Compensation Management and how it affects the job satisfaction and employee retention in banking sector of Pakistan. T

5、his paper seeks to add some contribution towards the compensation management in the banking sector of Pakistan. Researchers have analyzed the success factors of one of the leading bank of Pakistan as a case study in curr

6、ent research in order to explore the leading satisfactory factors, issues and challenges regarding compensation policy of the case study bank. A sample of 450 employees of case study bank has been selected for current re

7、search using questionnaire and in depth interviews as leading technique of data collection. ResearchInternational Journal of Human Resource StudiesISSN 2162-30582011, Vol. 1, No. 191 www.macrothink.org/ijhrsThe strength

8、of any financial service providing company also depends on the contentment and inspiration of its employees. Banks are the biggest financial service providers of any nation. The banking sector of the Pakistan dominates t

9、he financial services and their prominence has become more visible in last ten years. Various banks in Pakistan have dramatically progressed in their capacity, size, financial outcome and service reputation. Consequently

10、, banking sector of Pakistan has offered employment in various departments with reasonable pay packages and working environment where employees perform with their zeal and zest.One prominent name in banking sector of Pak

11、istan is of Habib Bank Limited (HBL). HBL has the largest commercial banking network, providing the growth and escalation opportunities to its employees. The bank has a network of more than 1450 branches in Pakistan and

12、operates in more than 55 countries. Its head office is situated in Karachi, Pakistan. With the increasing competition, the employees of HBL strive hard to provide high quality services to its customers. HBL had got the P

13、akistan best bank award in 2008 which motivates the researchers to conduct in depth case study analysis of compensation system of the said bank. As HBL is considered to be one of the leading banks in Pakistan which is cr

14、eating its employer brand image in Pakistani economy, researchers have investigated the current compensation management system along with its issues and challenges in present study. The objectives of research is? To anal

15、yze different Compensation Management systems being implemented in case study bank.? To explore the current challenges and issues regarding compensation system of HBL.2. Literature ReviewOne of the most integral and utmo

16、st part of the management of any organization is the Compensation Management. It is a systematic and periodic approach through which employees are being rewarded for their efforts which they inset at their workplaces. Co

17、mpensation is comprised of wages, incentives, rewards and other benefits given to the workers. The employees of 21st century work not only for the monetary rewards but also for something “extra” and in Human Resource Man

18、agement this is referred to as “Benefits”. Rewards are of different types depending on their nature. Rewards have been distinguished in the following types:? Intrinsic versus Extrinsic Rewards? Financial versus Non-finan

19、cial Rewards? Performance-based versus Membership-based RewardsIntrinsic rewards are those that are self-initiated rewards. These rewards are based on the self- contentment arising from the job itself. Intrinsic rewards

20、are often known as intangible rewards, for example being part of a group, a feeling arising from accomplishment of goals and pride and satisfaction arising from one’s own work. Whereas extrinsic rewards are the benefits