This study aims to explore and analyze the impact of human resource (HR) policies on employee performance within Co-Operative Bank Kenya. It seeks to identify how various HR policies contribute to or hinder employee productivity, job satisfaction, and overall performance.

Human Resource Management (HRM) plays a crucial role in shaping the work environment and influencing employee outcomes. Effective HR policies are essential for fostering a productive workforce, enhancing job satisfaction, and achieving organizational goals. In the context of the banking sector, where performance and service quality are critical, understanding the relationship between HR policies and employee performance becomes increasingly significant.

This research employs a mixed-method approach, combining quantitative and qualitative data collection techniques. Surveys were distributed to employees at various levels within Co-Operative Bank Kenya to gather quantitative data on their perceptions of HR policies and their impact on their performance. Additionally, in-depth interviews were conducted with HR managers and department heads to gain qualitative insights into the implementation and effects of HR policies. The data were analyzed using statistical methods and thematic analysis to draw comprehensive conclusions.

The study reveals that HR policies at Co-Operative Bank Kenya have a substantial impact on employee performance. Key areas of influence include recruitment and selection practices, training and development programs, performance appraisal systems, and compensation and benefits structures. Employees reported that clear and equitable HR policies contribute positively to their motivation and job satisfaction, which, in turn, enhances their performance. Conversely, inconsistencies and perceived unfairness in policy implementation were linked to decreased morale and productivity.

Effective recruitment and selection policies were found to align employee skills and job roles, leading to better performance outcomes. Employees who felt that the selection process was transparent and merit-based were more likely to demonstrate high levels of commitment and performance.

Comprehensive training and development programs significantly influenced employee performance by equipping staff with necessary skills and knowledge. Continuous professional development opportunities were associated with increased job satisfaction and enhanced performance.

A well-structured performance appraisal system, characterized by clear performance metrics and regular feedback, was positively correlated with improved employee performance. Employees who received constructive feedback and recognition were more motivated and engaged.

Competitive compensation and benefits packages were crucial for maintaining high performance levels. Employees who perceived their compensation as fair and reflective of their contributions reported higher job satisfaction and performance.

Despite the overall positive impact of HR policies, some challenges were identified, including inconsistencies in policy application and communication gaps between HR and employees.

Recommendations include standardizing HR practices, enhancing communication, and ensuring fairness in policy implementation to address these challenges.

The article focuses on the necessity and urgency of organizing a capital management mechanism in joint-stock companies. The principles of capital management and its main aspects are covered. Specific features of the development of measures to increase the efficiency of capital use in joint-stock companies are described. The content of efficiency indicators on the use of capital and the economic basis of their use are disclosed. Proposals and recommendations on improving the mechanism of capital formation resource management have been developed.

In the dynamic and highly demanding environment of private healthcare, emotional intelligence (EI) has emerged as a critical factor influencing employee commitment. Understanding the interplay between EI and employee commitment can provide valuable insights for hospital management and improve overall organizational performance. This study examines the relationship between emotional intelligence and employee commitment within private hospitals in Port Harcourt, Nigeria.

This empirical study employs a quantitative research design, utilizing a structured questionnaire to collect data from a sample of 200 healthcare professionals across five major private hospitals in Port Harcourt. The questionnaire is divided into three sections: demographic information, an emotional intelligence assessment using the Schutte Self-Report Emotional Intelligence Test (SSEIT), and an employee commitment evaluation using Meyer and Allen’s Organizational Commitment Scale (OCS). The collected data is analyzed using descriptive and inferential statistical methods, including Pearson correlation and multiple regression analysis, to determine the relationship between emotional intelligence and employee commitment.

The findings reveal a significant positive correlation between emotional intelligence and employee commitment among healthcare professionals in private hospitals in Port Harcourt. Specifically, higher levels of emotional intelligence are associated with increased affective commitment, indicating that emotionally intelligent employees are more likely to exhibit a strong emotional attachment to their organization. Additionally, the study finds that emotional intelligence significantly influences normative commitment, suggesting that employees with high EI feel a greater sense of obligation to remain with their organization. However, the impact of emotional intelligence on continuance commitment is less pronounced, indicating that EI has a limited effect on employees' perceived costs associated with leaving the organization.

The results underscore the importance of fostering emotional intelligence within the healthcare sector to enhance employee commitment. The study highlights that while emotional intelligence contributes positively to affective and normative commitment, its influence on continuance commitment is minimal. This suggests that interventions aimed at improving EI may be particularly effective in strengthening the emotional and moral bonds employees have with their organization, rather than merely addressing retention concerns based on economic considerations.

The study concludes that emotional intelligence plays a crucial role in shaping employee commitment in private hospitals in Port Harcourt, Nigeria. Healthcare organizations can benefit from integrating EI development programs into their training and development initiatives to foster a more committed and emotionally resilient workforce. By prioritizing emotional intelligence, hospital management can enhance employee satisfaction, reduce turnover, and ultimately improve patient care outcomes.

Based on the findings, the study recommends that private hospitals in Port Harcourt implement comprehensive EI training programs to develop the emotional competencies of their staff.

Additionally, regular workshops and coaching sessions on emotional intelligence should be conducted to reinforce these skills. Hospital management should also consider incorporating EI assessments into their recruitment and performance appraisal processes to identify and nurture emotionally intelligent individuals. Future research should explore longitudinal studies to examine the long-term effects of emotional intelligence on employee commitment and its impact on organizational performance.

This study provides empirical evidence that emotional intelligence is a vital determinant of employee commitment in private hospitals, offering practical insights for enhancing organizational effectiveness in the healthcare sector.

The increase in the number of banks and the size of banks in the banking system creates problems related to interbank competition and requires constant research. Competition in the banking services market and the factors affecting it required the use of new regulatory tools after the global financial crisis of 2007-2009. In the post-crisis period, establishing strict prudential requirements for bank supervision and ensuring the stability of the banking system became important. Interbank competition and the stability of the banking system, i.e. in the conditions of competition, the risk appetite of banks is high, and the question of financial stability raises more questions. Many analyzes have been carried out on this issue and there are different approaches. In this article, an econometric analysis of the interrelationship between the stability of the banking system and competition in the market of banking services is carried out, and the causes and consequences are evaluated.

This scientific article analyzes the importance of the development of the stock market in the development of the national economy and today's trends. The dynamics of changes in the volume of securities trade in the Republic of Uzbekistan over the years have been analyzed. Scientific proposals and recommendations on increasing the investment opportunities of joint-stock companies by increasing the volume of securities trading have been formulated.