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Sample Trainining Plan for Özcan Bank A.Ş

Sample Trainining Plan for Özcan Bank A.Ş

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  • 1. Final Project For 49D Course Submitted by Orhan Özcan 2006101117 04/06/2011
  • 2. TRAINING ACTION PLAN Proposal for the Özcan Bank A.Ş 06,2011
  • 3. Training Plan Authorization Memorandum Training Plan for the Özcan Bank A.Ş. has been carefully assesed by Orhan Özcan – Director of Training Consultants.This document has been completed in accordance with training opportunities that meet the needs of members, their skills, knowledge, and competencies by considering the requirements of the organization. MANAGEMENT CERTIFICATION - Please check the appropriate statement. ______ The document is accepted. ______ The document is accepted pending the changes noted. ______ The document is not accepted. We fully accept the changes as needed improvements and authorize initiation of work to proceed. Based on our authority and judgment, the continued operation of this system is authorized. _______________________________ _____________________ NAME DATE Project Leader _______________________________ _____________________ NAME DATE Operations Division Director _______________________________ _____________________ NAME DATE Program Area/Sponsor Representative _______________________________ _____________________ NAME DATE Program Area/Sponsor Director
  • 4. Özcan Bank A.Ş Training Plan TRAINING PLAN TABLE OF CONTENTS Page # 1.0 GENERAL INFORMATION ......................................................Hata! Yer işareti tanımlanmamış. 1.1 Company Profile.................................................................Hata! Yer işareti tanımlanmamış. 1.2 Introduction ............................................................................................................................2-1 1.3 Purpose & Scope ....................................................................................................................2-1 2.0 THEORIES ..................................................................................Hata! Yer işareti tanımlanmamış. 2.1 Theories of Learning ..........................................................Hata! Yer işareti tanımlanmamış. 3.0 LEARNING APPROACH...........................................................Hata! Yer işareti tanımlanmamış. 3.1 Roles and Responsibilities......................................................................................................2-1 3.2 Techniques and Tools.............................................................................................................2-1 3.3 Training Plan......................................................................Hata! Yer işareti tanımlanmamış. 4.0 EVALUATION................................................................................................................................2-4 4.1 Metrics................................................................................Hata! Yer işareti tanımlanmamış.
  • 5. Özcan Bank A.Ş Training Plan 1.1. COMPANY PROFILE COMPANY NAME: Özcan Bank (OZBANK) Özcan Bank focuses on trade finance and investment in Turkey. The bank's offerings include trade and commodity finance, lending to small and midsized businesses, treasury management, and financial services (including banking and asset management ).OZBANK has 100 branches in Turkey and half of them are located in three big cities İstanbul, Ankara, İzmir. INDUSTRY & NATURE OF BUSINESS: Financials & Banking LEGAL STATUS: Corporation OWNERSHIP: Public FINANCIALS:  SALES: $127.4M (One year growth: 11.4%)  NET INCOME: $9.9M (Income growth: 11.3%)  ASSETS: $1,982M  RANKING / INDEXES: None  EXCHANGES: None EMPLOYEES: 108+ in June 2011 (2.4% Annual Growth) FACILITY SIZE: 15,700 SqFt. WEBSITE: http://www.ozbank.com.tr KEY PEOPLE:  Head, Operations,İstanbul Branch Name: Mehmet Turk Phone: +90 (212) 777 45 45 Email: mehmet.turk@ozbank.com.tr  Manager, Operations,Ankara Branch Name: Selda Can Phone: +90 (312) 777 45 45 Email: selda.can@ozbank.com.tr COMPANY ADDRESS: Headquarter : Ozcan Bank Corporation House, 1-5 Gayrettepe, Sisli,İstanbul Phone: +90 212 444 45 45 Fax : +90 212 444 45 00 MISSION “Helping our Clients achieve economic success and financial security; Creating a place where our Employees can learn, grow and be fulfilled in their work; Making the Communities in which we work better places to be" VISION “to be recognized as the one in banking sector”
  • 6. Özcan Bank A.Ş Training Plan 1.2. INTRODUCTION Employee learning and development plans has gained greater importance in business and took place as an essential part of enhancing the workplace environment. When it is considered from the point of employee view, Training enhances a worker level of skills. It provides sense of satisfaction, which is an intrinsic motivator. For employees to prosper and grow they need to be motivated and encouraged to reach their full potential and to understand her role within the workplace environment. Training increases an employer commitment to their job and their organization. Better understanding of jobs reduces accidents. When the organizational benefits are analyzed, that can be said that training provides skills inside the organization which reduces overall cost of an organization's operations. Quality is one of the key features required for survival of an organization in long term. Total Quality Management (TQM) and other quality management techniques require staff training as an important requisite for its successful implementation.In addition, high employee turnover may be a serious threat to an organization existence, major benefit of training is that it reduces staff turnover and help an organization to retain its staff. Better training can provide an organization competitive advantage over others in industry. Not only training is beneficial for employee and the organization but also customers. Customer satisfaction increases repeat business, which is a key to success. By training employees for promoting good customer relations will increase customer satisfaction and quality of service. 1.3. PURPOSE & SCOPE The purpose of this project is providing organizational learning for Özcan Bank A.Ş to increase employee skill level,customer satisfaction and quality of service. This document covers what Özcan Bank A.Ş should do to build a training program. The scope includes all of the users in the organisation from employees to managers.
  • 7. Özcan Bank A.Ş Training Plan 2.1 THEORIES OF LEARNING We know that people characteristics are different,they come from different educational and experiential backgrounds, so they learn diferently.For this reason, in my point of view, I approach to the learning theories those are explained below as an Utilitarian perspective (Greatest good for the greatest number). We should utilize aspects from different theories to ensure that the greatest numbers of learners are given the opportunity to learn in their most effective way.Thus, a best training program will have been developed. Social Learning Theory states that people learn best by interacting with and observing others. Training programs which implement this theory would provide numerous opportunities for learners to observe and imitate the behavior of a skilled professional. This skilled professional, also called a model, provides positive reinforcements for successfully imitating a desired behavior, which elicits the learner to continue performing well throughout the training and while on the job. Experiential Learning Theory, which is also very similar to the Theory of Constructivism. These two theories state that individuals learn best when training material is presented in the context in which it is to be used. In order for learners to retain new information, it must be continually associated with other information or experiences to which they can easily relate. Therefore, experiential and constructivism training methods often include the use of on-the-job training, where learners are taught new information in the context of their current working environment. The Cognitive Learning Theory states that people learn best through critical thinking, reasoning, intuition, and perception. This theory suggests that training be delivered with the intention of providing the learner with the insight and understanding necessary to apply the information to real-world working environments. Furthermore, the Humanistic Learning Theory states that people learn best when they have immediate control over their learning environment, which suggests that facilitators should be utilized to provide guidance for the adult learner while molding his or her own training environment. The Cognitive and Humanistic theories are also commonly implemented together because they often go hand-in-hand.
  • 8. Özcan Bank A.Ş Training Plan Page 2-1 3.1 Roles and Responsibilities Training Consultants : The role of the training consultants is to ensure the best use of resources in responding to training needs for managers and employees. Responsibilities include:  Create and advice strategies to implement training priorities.  Allocate resources for organisation training needs.  Make recommendations for additional resources as needed.  Report to Human Resources Department on results of training evaluation.  Oversee implementation of Training Plan.  Develop training policies for use of standards, shared resources and learning management.  Collectively exercise stewardship and coordinate training resources across Project Managers: Responsible for design, delivery or contract administration for training as determined by the Training Consultans. Responsibilities include:  Design and/or delivery of training classes  Project responsibility for management development  Lead or participation in Learning Teams  Responsible for coordinating shared delivery system/infrastructure  Learning Management System—system administration, customer service  Training Evaluation—gather data, analyze and develop reports for the Training Consultants on training effectiveness and use these on evaluation processes.  Distance learning  Organize system administration, training presenters, tech support  Video production  Development of web-based training ( E-learning)  Responsible for providing training resources for Human Resources.  Responsible for responding to individual training requests from managers IT Manager :  Responsible for oversight of infrastructure and shared delivery system to assure access, collaboration, maintenance.
  • 9. Özcan Bank A.Ş Training Plan Page 2-2 Human Resources :  Responsible for employee and manager training service needs are met.  HR is the connection between Learning Teams and Training Consultants for support when it is needed.  Responsible for identifying training needs for Management/Leadership and Diversity Development.  Responsible for scheduling training plan abd collaborating Learning groups for training.  Responsible for assigning the online training resources to the related personel. 3.2 Techniques and Tools The DMADV or other known name DFSS ("Design For Six Sigma") methodology,which is used for projects aimed at creating new product or process designs, will be used in our training system processes.  Define design goals that are consistent with employee demands and the bank strategy.  Measure and identify the employee/manager needs, skill levels.  Analyze to develop and design alternatives, create a high-level design and evaluate design capability to select the best design.  Design details, optimize the design, and plan for design verification.Simulation programs may be prepared.  Verify the design, set up pilot runs, implement process and hand it over to the employees. Classsrooms: will be useful as a training tool.Employees can learn complex computer software programs easily by an Instructor . Seminars : will be useful for training employees in specific skills, such as time management, communication skills or other targeted skill sets. Audio/Visual Materials : wil allow employees to develop their skills at their convenience. Web Conferences : are useful for keeping up on industry trends and developments. If any employees are unable to attend a desired Web conference, a recording or PowerPoint presentation of the event can be acquired later.
  • 10. Özcan Bank A.Ş Training Plan Page 2-3 3.3 Training Plan Training plans will be prepared annually considering the employee profile experience levels.The needs are analyzed and scheduled for next year.An estimation schedule plan for training is below. In addition ad-hoc training plans can also be scheduled within the current year.When employees request a training about software/hardware which will affect directly their work performance, those requests will be sent to IT Management.If the user guides are not sufficent then it is determined that a training should be given to employees. IT Management evaluates the request priority and importance level and sends a proposal to Executive Managers. A sample of proposal is below about the installment of Ms Outlook 2011 to computers.When it is approved, the Human Resources Department and the employees those will be affected from the change will be informed.
  • 11. Özcan Bank A.Ş Training Plan Page 2-4 2.0 EVALUATION The most well-known and used model for evaluating the training programs was developed by Donald Kirkpatrick in the late 1950s.Kirkpatrick’s model even keeps the importance in business.For our training project, using this model also beneficial because it focuses on the quality, efficiency and effectiveness.The basic structure of the model is shown below. The four-levels of evaluation consist of (Kirkpatrick, 1994).  Reaction - how the learners react to the learning process  Learning - the extent to which the learners gain knowledge and skills  Behavior - capability to perform the learned skills while on the job  Results - includes such items as monetary, efficiency, moral, etc.
  • 12. Özcan Bank A.Ş Training Plan Page 2-5 Metrics that will be captured :  Total employee :800  Duration (estimated versus actual) :10 hours for each employee  Number of attendees (estimated versus actual): 680 / 600  Percent of total attended : 75%  Percent of estimated attended : 85%

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