Professional Documents
Culture Documents
Training can provide employees with knowledge and skills to perform more
effectively, preparing them to meet the inevitable changes that occur in their jobs.
However, training is only an opportunity for learning. What is learned depend on
many factors such as the design and implement of training, the motivation and
learning style of trainees and the learning climate of the organization. Training is
the part of integrate in which performance is against criteria.
This text will take complete training process as it is conducted under ideal
conditions. Unfortunately most of the organizations ideal condition are not exist.
The proper employee training, development and education at the right time
provides big payoffs for the employer in increased productivity, knowledge,
loyalty, and contribution. Learn the approaches that will guarantee a return on
your investment in training.
Motivation, Training
Motivation
Motivation as the direction, persistence, and amount of effort expended by an
individual to achieve specified outcome. Key factor in employee motivation and
retention is the opportunity to continue to grow and develop job and career
enhancing skills. There are a couple of secrets to what employees want from
training and development opportunities.
Training
Training is the process of change the behavior. Giving Knowledge, skills & ability
to a person. Training helps employees do their current job, the training benefits of
training mat extent throughout a persons career and help develop that person for
future responsibilities.
a) According to THAYER,
Training and Development objective, which should state the desire behavior and
condition under individual performance and program can be measured.
Improves the job knowledge and skills at all level of the organization.
Help employee identify the with organization goal.
Improves relationship between Boss and Subordinate.
Proper guidelines for work.
Provide information for future needs in all areas of the organization.
Create an appropriate climate for growth and communication.
Employees adjust with new change.
Provide information for improving leadership knowledge, communication skills
and attitude.
Increase job satisfaction and regeneration.
To improve the level of the skills, attitudes.
To enhance the effectiveness of the org.
This Section is responsible for assessing training needs in collaboration with the
operating/line Managers and in advanced countries of the world. This Section is
also responsible for the career planning of all the top Executives of the
organization.
Assessing Training needs- Each unit will assess it Manpowers training needs
on an annual basis based the objectives specified in the Annual Operating
Plan as well as the analysis of individual training needs defined in Individual
Operating Plans emerging out of the Annual Performance Appraisal process.
Prior to these annual planning exercises, HRD will provide instructions and
guidance about how this planning should occur.
Responsibilities:
b)Supervisors will negotiate with their employees about which areas can be
feasibly developed. The supervisor and coordination unit must provide the
required support (financial, time, logistics) needed to make the training happen.
c)Department need to assess their future directions and needs. Out of this
planning process will emerge training priorities. It is important that senior
managers are sincere and transparent with information sharing about planned
training events and approaches.
d)HRD must play a coordinating role. Besides compiling training plans, its role is
to match needs with planned initiatives.
b) Job Rotation: To cross train in the verity of the jobs, some trainers move a
trainee from job to job. Through the rotation is most often associated with hourly
employees, it can used for jobs on many levels within the organization.
Staff development:
Human Resource Development activities aim at fulfilling the banks mission. One
of Southeast Bank four major missions is to: Provide service to our clients with
the help of a skilled and dedicated workforce whose creative talents, innovative
action and competitive edge make our position unique in giving quality service to
all institutions and individuals that we care for.
Skilled and dedicated workforce with creative talents, innovative action is not
always readily available. Appreciating the scarcity of such manpower, the bank
from the very beginning laid important to HRD that conceptually includes
activities like: pre-recruitment drill, recruitment, induction training training in the
academy, job rotation, placement and posting, reward and promotion. All these
activities are planned by the bank in an integrated way aiming at manpower with
required technical, managerial, human and conceptual skills.
Management of Jamuna Bank not only appreciates the need of skills required
for day to day banking but also realize the need of skills meet the national and
global financial and economic environment that are changing fast.
Besides, 56 Executives and Officers for BIBM training, 13 Executives and officers
sent for BBTA training and 7 Executives and officers were sent abroad for foreign
training.
Objectives of Jamuna Bank Ltd. academy:
Make available skilled and dedicated workforce within shortest possible time
by reducing time required for on the job training.
Develop understanding about law and practice of banking through foundation
training.
Impart technical skill to the operation level officers through case
studies/practical exercises/ demonstration/project visit for efficient desk
operation.
Develop analytical & decision making skills of the officers.
Develop understanding about human/conceptual skill and organization culture.
Impart managerial skills to groom future executive and to keep existing
Executives up-to-date with national international environment.
1. Freshmen Orientation
2. Continues Orientation
3. On The Job Training
4. Off The Job Training
Freshmen Orientation:
Freshmen orientation can solidify the new employees relationship with your
organization. Heres how to make sure your orientation integrates new
employees into your company and makes them feel comfortable and welcome.
Freshman orienting the new employee is a critical step in helping him adjust to
the workplace and the job. This article provides tips for the process and the
contents of orientation.
Continuous Orientation:
Jamuna Bank arrange also orientation for other employees likes for Account
section, Foreign Exchange, or Marketing division going to introduce some new
technology or up coming new service. Jamuna Bank management evaluates
their employees within every six month and they try to find lacking of employees.
Then they are going to arrange this orientation.
Which employees are already exist in the Jamuna Bank for these employees
better performance need some special training which are called Off The job
Training in that case Jamuna Bank take some Off The Job training like
Video Presentation
Laboratory Training
Case Study
Video Presentation allows the trainee to be placed into a real-life job situation,
solve a specific problem, and receive immediate feedback as to effective of the
decision made. This training can be as simple as providing some declarative or
procedural knowledge, or complex as teaching how to diagnosis or improve
communication skills.
Laboratory Training designed the interpersonal skills, which can be help for
future job responsibilities; its main form is sensitivity training which increases a
persons sensitivity to other.
Case Study attempt to simulate decision making situation that trainee might find
on the job. The trainee must make certain judgment and identify possible solution
to the problem. This training is very much important for top management
employees. By this training they learn about the real hypothetical circumstances.
The academy has a good collection of books, journals and magazines. The
books are mainly on subjects like banking, economics, accounting, management
and marketing etc. As on December 31, 2008 the library had 5,653 books/titles.
The books are issued t the employees usually for one month.
Recommendation:
Employee Recruitment:
Now a days world is very fast. Most of the organizations open on line customer
service system. So in order to complete in the world market they should adopt
online organization system for all customer.
Organization should offer more facilities to the customer. Such as ATM card,
credit card etc.
Working Environment:
The organization may ensure a very good working environment. Thus the
employee turnover reducers.
Training Facilities:
The organization may ensure training facilities for all employees so that they can
serve better to the customer.
Comment:
The bank has an integrated HR plan. Their manpower ratio is satisfactory for
smooth and quality services to the potential customers. In spite of good HR plan,
the bank should follow trend analysis for forecasting HR needs to retain standard
customer services.
Conclusion:
Bibliography
Journal:
Website:
http://www.google/ bank/Bangladesh.com
http://www.JBLbd.com
Book
Page-(152-154)
Others