Vol 5 Issue 2 October 2017-March 2018

Abstract: The main objective of this is to determine the bank selection criteria used by the graduate students in choosing a bank. The expected results shall serve as input to the bank authorities of the different banks operating in Zambales, Philippines. This study used the descriptive research design with the questionnaire as the main instrument in gathering data. The sampling technique used was the purposive and convenience sampling technique. The respondents’ attitude on the bank selection criteria are as follows:  they “Strongly Agree” in terms of services, marketing, attractiveness, price and proximity. “Agree” in terms of recommendation. After the analysis of data gathered the following recommendations are given. Bank may have continuous improvement of service and products necessary to stay in the competition especially the rural banks which compete with the national and commercial banks; and may consider the utilization of technology and the social media in marketing their products and services to increase their reach to possible clienteles. Bank operators have to consider immediately sending technician to fix malfunctioning ATM; may educate the people by giving awareness programs in learning how to save then bank; may improve better the ambiance of the bank and provide parking space for the vehicles of clients; and may reconsider the reduction in amount as required in opening an account and maintaining the account so as to invite more depositors with minimal income. Bank employees may shorten the waiting time by effectively and efficiently accomplishing every transaction.

Keywords: bank selection criteria, banking sector.

Title: Bank Selection Criteria by the Students: Input to the Banking Sector of the Philippines

Author: Dennis B. Alferos, Engr. Jerry S. Cristobal

International Journal of Management and Commerce Innovations 

ISSN 2348-7585 (Online)

Research Publish Journals

Abstract: Performance appraisal is one of the main functions of human resource management to evaluate and measure employee’s performance. Various different methods are used to measure performance of employees. In that, 360-degree feedback is a powerful multi-dimensional leadership development tool that draws upon the knowledge of people within a person's own circle of influence: supervisors, peers, and direct reports. It is widely used for development purpose; still most organizations also use it for administrative purposes. This paper shows the efficiency of 360-degree feedback through an in-depth research review that establishes when 360-degree feedback is effective and what conditions enhance or detract from its effectiveness. Various advantages and disadvantages of using this method is listed below. The available literature provides overview regarding how 360-degree appraisal method is beneficial for developing employee performance as an individual and development of firm as a whole as a result training and development leads to real opportunities for promotion within the company. Employees got motivated which results into better performance and better service.

Keywords: 360-Degree Feedback, Leadership, Individual Development, Performance Appraisal.

Title: 360 Degree Feedback Tool – Pros and Cons

Author: Shubhangi P. Jagtap

International Journal of Management and Commerce Innovations 

ISSN 2348-7585 (Online)

Research Publish Journals