Training & Development of Human Resources in Private

Commercial Banks
I. Introduction
HRM is concerned with the people dimensions in management. Since every
organization is made up of people, acquiring their services, developing their skills,
motivating them to higher levels of performance and ensuring that they continue to
maintain their commitment to the organization are essential to achieving organizational
o!ectives. "his is true, regardless of the type of the organization # government, usiness,
education, health, recreational, or social action.$ "o analyze this report we have select
five leading private commercial anks in %angladesh and they are Standard &hartered
%ank %angladesh 'imited, %rac %ank 'imited, "rust %ank 'imited, ()im %ank
%angladesh 'imited, and %ank *sia 'imited.
HRM is management function that helps managers to recruit, select, train and develop
memers for an organization. +viously HRM is concerned with the people,s dimensions
in organizations. HRM refers to set of programs, functions, and activities designed and
carried out.
-o country has ever progressed without improving the quality of its human resources.
.ith this focus management of human resources has ecome an important dimension of
organizational ethics / a 0corporate trend,.
"raining is the act of increasing the knowledge and skills of an employee for doing a
particular !o. "raining is a short/term educational process and utilizing a systematic and
organized procedure y which employees learn technical knowledge and skills for a
definite purpose.
"he importance of training and development to a larger e)tent depends on human
resource development. "raining is most important technique of human resource
development. "raining develops human skills and efficiency. "rained employees would
e a valuale asset to an organization. +rganizational efficiency, productivity, progress
and development to a greater e)tent depend on training. +rganizational o!ectives like
viaility, staility and growth can also e achieved through training.
1Helps remove performance deficiencies in employees
12reater staility, fle)iility and capacity for growth in an organization
1*ccidents, scraps and damages to machinery can e avoided
1Serves as effective source of recruitment
1Reduces dissatisfaction, asenteeism, complaints and turnover of employees
1Helps person handle stress, tension, frustration and conflict
13rovides a good climate for learning, growth and co/ordination
14mproves laor management relations
1*ids improving organizational communication
1Helps employees ad!ust to change
14mproves the moral of workforce
15evelops a sense of responsiility to the organization for eing competent and
knowledgeale
14t is an investment in HR with a promise of etter returns in future
6inally, from the aove discussion, we can say that HR5 takes wealth capailities skills
attitude of people, which are more useful to the development among them and nation
overall development as well through training and development and for this organization
needs well equipped training institute, trainers and training principle.
II. Needs for the tud!
"echnology is responsile for increased need of training inputs to employees, it is
important to understand that there are other factors too that contriute to the latter.
"raining is also necessary for the individual development and progress of the employee,
which motivates him to work for a certain organization apart from !ust money. .e also
require training update employees of the market trends, the change in the employment
policies and other things.
"he following are the two iggest factors that contriute to the increased need to training
and development in organizations7
&hange7 "he word change encapsulates almost everything. 4t is one of the iggest factors
that contriute to the need of training and development. "here is in fact a direct
relationship etween the two. &hange leads to the need for training and development and
training and development leads to individual and organizational change, and the cycle
goes on and on. More specifically it is the technology that is driving the need8 changing
the way how usinesses function, compete and deliver.
5evelopment7 4t is again one the strong reasons for training and development ecoming
all the more important. Money is not the sole motivator at work and this is especially
very true for the 9:st century. 3eople who work with organizations seek more than !ust
employment out of their work8 they look at holistic development of self. Spirituality and
self awareness for e)ample are gaining momentum world over. 3eople seek happiness at
!os which may not e possile unless an individual is aware of the self. *t ford, for
e)ample, an individual can enroll himself ; herself in a course on 0self awareness,, which
apparently seems inconsequential to ones performance at work ut contriutes to the
spiritual well eing of an individual which is all the more important.
"he critical question however remains the implications and the contriution of training
and development to the ottom line of organizations performance. "o assume a leadership
position in the market space, an organization will need to emphasize on the kind of
programs they use to improvise performance and productivity and not !ust how much
they simply spend on learning<
"raining is an e)pensive process not only in terms of the money spent on it ut also the
time and the other resources spent on the same. "he most important question therefore is
determining whether or not a need for training actually e)ists and whether the
intervention will contriute to the achievement of organizational goal directly or
indirectly= "he answer to the aove mentioned question lies in 0training needs analysis,
which is the first step in the entire process of training and development.
"raining needs analysis is a systematic process of understanding training requirements. 4t
is conducted at three stages / at the level of organization, individual and the !o, each of
which is called as the organizational, individual and !o analysis. +nce these analyses are
over, the results are collated to arrive upon the o!ectives of the training program.
*nother view of the training need is that, it is the discrepancy etween 0what is, and
0what should e,. "aking cues from this the world ank conducted a needs analysis and
arrived upon the conclusion that many of its units in eastern regions of (urope required
transformation from state owned usiness to self sustaining organizations. * numer of
universities were then contacted to develop the necessary modules and conduct the
training upon the same.
*lthough each step in the entire training process is unique in its own, needs analysis is
special in that it lays the foundation for the kind of training required. "he assessment
gives insight into what kind of intervention is required, knowledge or skill or oth. 4n
certain cases where oth of these are present and the performance is still missing then the
prolem may e motivational in nature. 4t thus highlights the need and the appropriate
intervention which is essential to make the training effective.
III. "#$ectives of the tud!%
"he asic o!ectives of this study would e analyzing importance of human resources
training and development for career development. "he main o!ectives are as follows7
i. "o prepare the employees oth new and old to meet the present as well as the
changing requirements of the !o and the organization
ii. "o impart new entrants the asic knowledge and skill they need for an intelligent
performance of definite !o
iii. "o make the employees efficient to communicate with the target market and
realize the demand
iv. 3rovide effective training for the employees to survive in the challenging market
situation
v. "o prepare employees for higher level tasks
vi. "o roaden the minds of senior managers y providing them with opportunities
for an interchange of e)periences within and outside with a view to correcting the
narrowness of outlook that may arise from over specialization.
vii. "o ensure smooth and efficient working of the organization.
viii. "o enrich their future career through providing etter training and development
I&. H!pothesis' tatement of the Pro#lem%
4n accordance with the theoretical framework and o!ective of the study we many
consider the following hypothesis7
Hypothesis 4 7 Modernized "raining > 5evelopment 4nstitution and &ounseling for the
employees8
Hypothesis 44 7 4mportance of "raining > 5evelopment for newly recruited employees8
Hypothesis 444 7 -ecessity of "raining > 5evelopment for Mid and High level
employees8
Hypothesis 4?7 Requirement of high skilled trainer and proper training guidelines8
Hypothesis ? 7 Requires modern training and development institutions for @hulna
&. ources of Data and (ethodolog!%
election of the "rgani)ation
4n this report, some training institutions are considered to complete this study. "o prepare
this study we have selected the training centers and local ranches of the aforementioned
private commercial anks. %esides, we have select other various private commercial
anks who arrange 4nternship 3rogram for Aniversities %usiness 2radates.
Data Collection
.e collected data required for the current study in two ways7
Primar! data%
4 have visited the anks local ranches and training center physically more than one time
and discussed with a numer of employees, trainers and trainees regarding our topics. .e
asked some questions to them and analyzed their answers.
econdar! data%
*long with that in order to collect data aout the ank we used the wesite of the anks
and institutions, the rochures and other printed reports.
&I. *iterature urve!'Revie+%
* good numer of researchers were conducted 4mportance of Human Resources "raining
> 5evelopment for growing outstanding 6uture. 4t is hoped that this literature review will
help us gain an understanding of the past studies on this field and give us information that
could e used in formulation the methodology for this study. Bahida Mariyam Schindlers
*ssignment on "raining and 5evelopment$ C9DDEF, emphasis on the training and
development policy of human resources, 6rank Gawson "R*4-4-2 *-5
5(?('+3M(-" +6 HAM*- R(S+AR&( 4- &AS"+MS (H&4S( *-5
3R(?(-"4?( S(R?4&( C&(3SF 4- 2H*-*.$C9DDEF, shows the practical e)perience
of human resource training and development strategies in a specific country, Marks >
Spencer "he role of training and development in career progression$ C9D::F, e)press the
importance of training and development vitality for uilding up etter career in future.
@eyur @otecha "raining and 5evelopment of (mployees$ C9D:DF, highlighting on the
study of training and development of employees for performing organizational activities
smoothly,
&II. Plan of the tud!%
"his study, an attempt is to realize the value of training and development for growing
outstaning future of human resources in any particular organization. 6rom organization to
organization, the culture and practice of training and development may e varied ut
every organization tries to ensure the est training and development strategies for their
human assets.
4n this study, chapter one focuses on the introductory issues of the study. 4t covers nature
of the prolem, need and o!ective of the study8 Methodological issues are discussed in
this chapter. &hapter two provides the rief discussion of training and development
strategies. &hapter three focuses on the inevitaility of training and development of
human resources for growing outstanding future and necessity of training institutions for
developing more skilled workforce. &hapter four focuses on analyzing the study. "he last
part of this study gives a summary of the findings and recommendation. "his part focuses
findings of the study and ase on the study 4 recommend some strategies to upgrade the
training and development facilities for etterment of the human assets.
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