Training and Development in banking sector

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.

Difference between Training and Development

Employee training is different from management development or executive development. While
the former refers to training given to employees in the operational, technical and allied areas, the
latter refers to developing an employee in the areas of principles, and techniques of management,
administration, organization and allied ones.

Basis Training Development

Contact Technical skills and Management and behavioural

knowledge skills and knowledge

Purpose Specific job-related Conceptual and general

knowledge
Duration - Short term term Long-term

For-whom Mostly technical and non Mostly for managerial personal

managerial
personnel
Goals Fix current skill deficit Prepare for future work
demands
Focus Current job Current and future jobs
Orientation Job oriented process and is It is general in nature and
Vocational in nature. strives to inculcate initiative,
enterprise, creativity, dedication
and loyalty among the
employees.

Training and Development in banks

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.

Data analysis and interpretation

Table no. 1 Percentage base analysis of Training and Development

s.no. statement Response

1 Training programmes are relevant and useful. 70% strongly

agree
2 Training programmes are well planned. 83% agree

3 Training programmes are periodically reviewed and improved. 86% agree

4 Employees acquired technical knowledge and skill through training 76% Strongly

agree

5 Training and development is based on genuine needs. 80 % agree

6 Norms and values of the organization are clearly explained to new 89% strongly

employees during induction training agree

7 T&D enhance the efficiency and effectiveness of the work being 80% Strongly

performed by employees. agree

8 T&D improve the leadership and managerial skills. 76% Strongly

agree

9 T&D reduce the stress level of employees. 77% Strongly

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

Manpower Services Commission (M.S.C.) (1981). U.K.: Glossary of Training

Terms, London, HMSO.

Truelove, S. (1992). Handbook of Training and Development. Oxford: Blackwell.

APPENDIX
Questionnaire on Training and Development

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.

1. Name of the employee:..

2. Designation: 3.Department:
4. Course attended:..

5. Duration: 6.From:. To:..

Kindly put down the score, that you feel, based on your experience regarding each statement. The
scores are classified as

1- Strongly Disagree, 2- Disagree, 3- Can't say/Neutral, 4- Agree, 5- Strongly agree

s.no. statement response

1 Training programmes are relevant and useful.

2 Training programmes are well planned.

3 Training programmes are periodically reviewed and improved.

4 Employees acquired technical knowledge and skill through training

5 Training and development is based on genuine needs.

6 Norms and values of the organization are clearly explained to new employees

during induction training

7 T&D enhance the efficiency and effectiveness of the work being performed by
 employees.

8 T&D improve the leadership and managerial skills.

9 T&D reduce the stress level of employees.

10 T&D help employees in promotion and other monetary benefits.

Thank you for your kind cooperation.