Documente Academic
Documente Profesional
Documente Cultură
By yashika
Introduction
Training and development is significant a part of the human resource management. Employees are
entrusted different roles and responsibilities in the banks. Training enables them to carry out these
roles and responsibilities efficiently and also learn new things, which will prepare them to take up
higher responsibilities in the future.
Training: The aim of any training programme is to provide instruction and experience to new
employees to help them reach the required level of performance in their jobs quickly and
economically. For the existing staff, training will help develop capabilities to improve their
performance in their present jobs, to learn new technologies or procedures, and to prepare them to
take on increased and higher responsibilities in the future.
Development: Employee Development Programs are designed to meet specific objectives, which
contribute to both employee and organizational effectiveness. There are several steps in the process
of management development. These includes reviewing organizational objectives, evaluating the
organizations current management resources, determining individual needs, designing and
implementing development programs and evaluating the effectiveness of these programs and
measuring the impact of training on participants quality of work life.
Definitions
Training may be a planned method to change angle, information or talent behaviour through a
learning expertise to attain effective performance in any activity or vary of activities. Its purpose
in work scenarios to develop the skills of individual and to satisfy current and future personnel
wants of the organization.(Manpower Services Commission (M.S.C.), 1981)
Training endeavors to impart information, skills and angle necessary to perform job related tasks. It
aims to boost job performance during a direct way. (Truelove, 1992).
Development may be a future directed coaching concentrate on personal growth of the staff. Its
systematic, organized and planned procedure by that social control personnel learn abstract and
theoretical information for general and specific purpose.
In Banks, there is a need for the continuous training and development of the staff in the areas of
customer care services on operational aspects and behavioral aspects of the business. How are
the needs identified? The training needs are assessed through task analysis and performance
analysis, which can be conducted through surveys, or from the information furnished by the
heads of the departments, customer complaints, even from the reports on 360 degree feedback
systems. In case of a large banks, there are two ways of conducting training programmes
through an established department having a full time HRD functionary who oversees all the
training and development functions of the Banks or through an external trainers coordinated by
the HRD department These days Banks have recognized the need for training and re-training
their staff, in order to develop a competitive edge over their competitors in delivering high
quality services to the customers.
OBJECTIVES
1. To study existing level of training and development programmes in banks.
2. To examine the effectiveness of training and development programmes for employees.
Hypothesis
Training & Development program are effective for the employees.
RESEARCH METHODOLOGY
Present and based on primary data collected through questionnaire filled by the bank employees.
The secondary data includes reference books, journal, research papers and internet.
Universe
Universe of the study is banks selected for research purpose
Research design
Research paper is of descriptive type
sample design
Random sampling method is used to collect primary data. Sample size is 100 employees from
banking sector.
Data collection
Primary data is collected through questionnaire filled by the bank employees. The secondary data
includes reference books, journal, research papers and internet.
agree
2 Training programmes are well planned. 83% agree
4 Employees acquired technical knowledge and skill through training 76% Strongly
agree
6 Norms and values of the organization are clearly explained to new 89% strongly
7 T&D enhance the efficiency and effectiveness of the work being 80% Strongly
agree
agree
10 T&D help employees in promotion and other monetary benefits. 76% Strongly
agree
The above table indicates that training and development is given due importance in banking sector.
Training programme is well planned, relevant, useful and based upon need analysis. It improves
employees skills and technical knowledge which enables them to work more efficiently and
effectively. Through T & D institutes inculcate as well as enhance leadership and managerial skills. T
& D reduces stress level of employees and helpful in promotion and monetary benefits. The
hypothesis is accepted based upon the percentage based analysis that the Training and Development
program are effective for the employees.
Suggestions
Although the above analysis connoted that T & D is effective and efficiently improves the job
performance of the employees. But still there are ways to make it more effective that is as following
1. Employees participation at all levels of T & D (need analysis, methods of T & D, feedback)
as it will make it more effective.
2. Adoption of new technology and new methods for T& D.
3. Invest more on T & D.
4. For evaluation process, Kirkpatricks evaluation of training module can be implemented.
Conclusion
Training and development is an important aspect of HRM. The optimum utilization of other
resources depends upon the efficiency of human capital of organization. It is only through T & D that
organization impart and enhance skills, competencies of its employees. In banking sector, it is all
together more important to provide training to the employees on regular bases. The study divulged
that banks provided necessary training and development to its employees.
References
This questionnaire is a part of a study which is being conducted on employees of banking sector.
The aim is to divulge the effectiveness of training and development program in banks. Please
give your valuable time to this questionnaire sharing your objective opinion. You are requested
to fill it according to your experience
Personal Demographics
Responses to the following questions will be kept confidential. Information from this survey will
always be presented in aggregate form so that individual respondents can never be identified.
Kindly put down the score, that you feel, based on your experience regarding each statement. The
scores are classified as
6 Norms and values of the organization are clearly explained to new employees
7 T&D enhance the efficiency and effectiveness of the work being performed by
employees.