The purpose of this study is to determine how employee engagement in Nepalese development banks is affected by human resource development. The study’s independent variables include employee training, personal development, career development, and professional development. The dependent variable in the study is employee engagement. The research design is descriptive research design. The population of the study consisted of 18 development banks, and a simple random sample technique was used to select the employees of 7 development banks at random basis. Data collected using a standardized questionnaire on Likert Scale with1 signifying a strong agreement and 5 a strong disagreement. Descriptive statistics, correlation, and regression analysis are used to analyze the data. Cronbach's Alpha has been used to test for reliability. Reliability is acceptable with a Chronbach's Alpha rating of 0.71 on an average. The study concludes that employee training facilities and personal development have a favorable and significant relationship with employee engagement; career development has a negligible and insignificant impact on employee engagement. Professional development has a negligible yet significant impact on employee engagement.

This research aims to find out the effect of training on the performance of Nepalese civil servants. This research follows a survey research method. It provides a brief analysis and an understanding of the job performance of Nepalese civil servants. The total population of this study is 88657 (65089 males and 23568 females) and 116 samples have been taken for this study. The simple random sampling technique has been applied for the selection of the respondents. The primary data collected through structured questionnaires are analyzed and interpreted using descriptive and inferential statistics. This study's findings revealed on the job performance of civil servants in Nepal. The independent variables (learning, good governance, e-governance and motivation). The dependent variable is the job performance of civil servants. It is revealed that the training has played a crucial role in the job performance of Nepalese civil servants through the utilization of learning, motivation, and good governance and E-governance mechanism. The results show, there is a positive and significant effect of motivation, E-governance, and good governance but learning has a negative and insignificant effect on job performance of Nepalese civil servants.