The document summarizes a study on the effectiveness of training programs conducted by the Bank of Maharashtra. It includes: 1) A research project evaluating the effectiveness of training at the Bank's Staff Training College in Pune using the Kirkpatrick model, which assessed emotional reaction, learning, behavioral change, and return on investment. The study found training to be generally effective but identified areas for improvement. 2) A live project where the author processed reimbursements, allowances, and statutory contributions for employees at the Bank's Pune West Zonal Office and gained experience with its HRIS system. 3) Suggestions from employees to enhance training, such as incorporating more case studies, improving teaching methods, increasing

1. “Effectiveness of Officer’s Training” & “Study
of Functionality of H.R.M of Pune- West Zonal
Office”, in Bank of Maharashtra.
UNDERTAKEN AT SUBMITTED BY
BANK OF MAHARASHTRA, PUNE NEHA NAGENDRA MOHABEY
(PGDM0053/15-HR)
EXTERNAL GUIDE:
 C.Mgr. HEMANT DEODHAR - (STC, PUNE).
 S.Mgr. P.D KALASKAR- (PWZ, BANK OF MAHARASHTRA).

2. Executive Summary
• Industry & Company Profile – Sector/Location/Department/Major Player/Vision.
• REGULATORY FRAMEWORK: RBI Act, 1934 & Banking Regulation Act, 1949
• Project-work consists of two sections :-
 Section A - Research Project:
 Talks About.
 Research Methodology :
 Research Design- ‘Descriptive Research-Cross Sectional Study’.
 Sampling Design- Disproportionate stratfied Random Sampling
 Size and Sample Population.
 Primary data – Questionnaire (feedback- Paper & Google Form).
 Secondary Data – Collection from STC, Case Studies, Research papers and training-effectiveness models.
 Process of Analysis & Interpretation.
 Section B – Live Project:
 Talks About.
 Process

3. OBJECTIVES :
• OBJECTIVES OF THE PROJECT:
1. To study STC training FUNCTIO undertaken by the Bank of Maharashtra for their
employees.
2. To examine the effectiveness of training programs on employees of the organization.
3. To gain on-the job learning and deliver the delegated work on the Reimbursement of
allowances and Statutory Contributions.
4. To study Payroll format and HRIS System in Bank of Maharashtra.

4. ACTION PLAN :
Research Project
Formation of
Questionnaire
& Approval
Distribution of
Feedback Forms
& Collection of
the filled-in
forms
Compilation of the
data.
Data Analysis &
Interpretations
Key Findings-
Conclusions-
Recommendations

5. BASE MODEL :
The Kirkpatrick Model
A Tool to check the effectiveness of ‘Training Programs imparted at STC’.
ROI
Impact on
Organization
Behavioral Changes
Achieving Learning
Objectives
Emotional Reaction
Imparted training worth the Cost Invested
Reflects the Organizational Culture,
Profitability/Safety.
Require Some Time Lag
Set initial Targets & evaluate the target
achieved. Workplace Behavioral Changes.
Survey/Observation/Interviews/Self-
Appraisals.
Post Training Evaluation
Degree to which Training has impacted on
employees; Pre & Post Training Methods.
Attitude at the End of Session
Expectations; Content; Presentation
Style; Overall Course; Interaction etc.

6. GIST OF ANALYSIS!
0.75%
5.88%
24.26%
42.65%
22.05%
2.94% 1.47%
"To what extend the training benefits
employees to achieve given targets"
1 1 1 1 1
22
1 1 1 1 2
19
2 1
18
4
29
1 1 1 1
8
1 3 11 2 2 1 2 1
4
Training Titlewise Subject Coverage
Adequate Inadequate More than Adequate NA
Emotional
Reaction
Achieving
Learning
Objectives

7. Strongly
Agree
Agree Neutral Disagree NA Unanswered
17.65%
61.76%
15.44%
1.47% 2.94% 0.74%
Statement: "Training has improved my working technique,Accuracy and
Confidence in exhibiting my duties and speed to fulfill my duties at
workplace."
"Take on given statement" : Strongly Agree, Agree, Neutral, Disagree, NA
60%
9%
27%
3% 1%
Training Needs - Discussion & Incorporation
Needs were discussed
and incorporated.
Needs were discussed
but not incorporated.
Never discussed.
NA
Unanswered*
Behavioral
Change
Impact on
Organization

8. Sr.
No.
Particulars 2013-2014 (in INR) 2014-2015 (in INR)
1. Net Profit 386 crore 451 crore
1. Cost of Investment
for Training
53, 56, 300 48, 34, 600
1. ROI
(Calculation)
ROI = (Net
Profit/Cost of
Investment)*100
=(386cr./5356300)*
100
= 72064.67 (INR)
=(451cr./4834600)*
100
= 93285.90 (INR)
386
14.39 2.68
297
225
451
15.74 3.18
350 338
Annual Financial
Performance of Bank of
Maharashtra
Business Per Employee (in
Crore)
Profit Per Employee (in
Lakhs)
Number of proposed training
programs, annually
Number of training programs
Actually conducted annually
(in Numbers)
Comparison among different Factors with organisational financial
results
2013-2014 2014-2015
ROI
Additional
Information

9. ACTION PLAN:
Live Project
Collection
of
Application
Scrutinize
corresponding
produced bills
Calculation
s as Per HR-
Policy
Sanctioning
the amount
w.r.t limits
Stamps and
Signature
Dispatch the
copy/Payment
of
Reimbursement
Respective
Register
Maintenance
THE PROCESS OF SANCTIONING VARIOUS ALLOWANCES
 Conveyance allowance
 Mobile/Telephone/Data allowance
 Newspaper Allowance
 House Rent Allowance
 Medical Allowance
 Traveling Allowance/Transport allowance
 Curtain Allowance
 Furniture Allowance

10. Continue…
Collection of
Application
dully signed
by Branch
Head.
Scrutinize
corresponding
produced bills and
block
Preparation of
sanction letter
Sanctioning
the amount
w.r.t limits
Stamps and
Signature of
Dy. Zonal
Manager
Dispatch the
copy/ Payment of
Reimbursement.
THE PROCESS FOR SANCTIONING FURNITURE ALLOWANCE:
Collection
of Form C
& Form D
submitted
by each
BRANCH
HEADS
(a)
w.r.t to
Forms,
analysis of
salary of
eligible
employee
for bonus.
(b)
Following
Bonus
Circular
terms
(c)
Preparation
of Salary
arrears chart
of employees
from HRIS
(d)
Calculation
of Bonus
w.r.t to
Salary for
the year on
Excel
Formula.
(e)
Attachment
of prepared
chart with
PF No. &
Excel
Formula
Sheet with
application.
(f)
Preparation
of Voucher
for payment.
(g)
Payment
on HRIS
(h)
PROCEDURE FOR GIVING BONUS BENEFITS TO EMPLOYEES, BRANCHES OF PWZ:

11. Some More!!
ON-THE-JOB LEARNING INCLUDES-
• Maintenance forwarding of hospitality & domiciliary claims of employees.
• Study the bifurcation of salary slip of the employees of Pune West Zonal Office.
• Salary updation for PWZ staff and workforce of 70 branches coming under PWZ.
• Leave recordings and related calculations.
• Work on HRIS system of the department.

12. CONCLUSIONS DRAWN…
Sr. No. Kirkpatrick Factors Conclusions Drawn
 Emotional Reaction  26% found session insufficient. Need to make certain changes in Schedule to gain employee
satisfaction.
 Scope of Improvement as majority found design of program ‘Good’ or ‘Very Good’.
 Influential 13%+ mentioned subject coverage inadequate. NA Category need to be given adequate
training.
 18%+ responded that teaching technique was not interesting and sometimes not active interaction
takes place.
 Require to induce better Teaching Technique (mono-act) etc.
 Generally use Bilingual language but 39.71% wants training in English Language.
Overall: Very Effective
 Achieving Learning Objectives  5.88% found training unproductive. Rate training for helping in achieving targets- 42% rated “51-
75%”.
 None registered himself decline in their PRE AND POST TEST Performance. Majority have met
Moderate Change…scope for Drastic.
Overall: Effective
 Behavioral Change  1.5%- disagreed with given statement about improvement. Need to focus on employees who are
stagnated at rating ‘Neutral’.
 80% employees looking for certain training to get help at workplace.
 52%+ looking for external institutional training.(RBI/FEDAI…)
 Majority of PWZ branches: able to achieve the given targets.
Overall: Effective
 Impact on Organization  60% says training needs were discussed and incorporated BUT 27% disagreed on the same.
 Feedback culture is adopted signify effort of making training effective.
 18% mentioned STC don’t work on feedback collected.
75% mentioned about it positively.
Overall: Very Effective
 ROI 22% rise in ROI from 2013 to 2015.
Overall: Effective

13. SUGGESTIONS
Sr. No. Suggestions and perception of workforce of this organization towards Training Programs.
Particular Factors
Respective Suggestions
 Pedagogy Case Studies & GDs:
 Include case studies happened in this organization to avoid fraud.
 More Case Studies and Group Discussions.
 Case Study benefits for the real time experience.
Teaching-Technique:
 Innovation in teaching methods is required.
 Content  Give complete and detailed knowledge on bank products, Stepwise
processes for concerned working.
 Start from basics.
 Must match with the market trend.
 Include more technical aspects as persuasive subjects were covered.
 Practical/Theoretical  More practical approach as compare to theoretical sessions is required.
 Individual should be allowed to do whatever is taught in class practically on
their system.
 For Specific Training Program(s)  Relationship Managers - More focus on Marketing Strategies and skills e.g.
How to break the market rather discussing products and services.
 NPA Mgt. and TDS Related Issues - More sessions should be included to
schedule.
 Time/No. of Sessions  Sufficient time should be allotted for analytical based sessions and those
with wide subject coverage.
 Sessions should be short and productive rather than long and boring.
 More days of training but less per day hours to train.
 Industrial Visit More industrial visits must be arranged.
 Frequency of Training Programs  More External Training should be deployed.
 More training is required to be given to new officers.
 Faculty  More internal faculty with innovation in teaching is needed.
 Experts from different banks should be called to share experience.
 External professionals may be called for imparting training on specific topics.
 TNA  Need based Training of corporate & employees must be given.
 Training Program should be designed considering trainees expectations.
 Requirement of trainees must be considered before beginning the sessions.
 Infrastructure Residential Automation needs improvement or residential arrangement choice

14. Sr. No. Suggestions and perception of workforce of this organization towards Training Programs.
Particular Factors Respective Suggestions
 Cost-Cutting Video conferencing can be organized to save hotel and other
costs. It would help to train more employees with low cost,
save time and to deal with distance limitations.
 Compulsion Training should be made compulsory.
 Other There should have dialogue with the participants after training
gets completed.
 Complaints  Not given training since joined to company.
 Not imparted training for a long time of working in this
organization.
 Have not got training since last 5 years.
 Appreciation  It was already very fruitful.
 Praised for educating the employees.
 Everything was covered, good topic, interactive and
knowledgeable faculties.
 Training was very beneficial.
 Training was quite good and up to date.
 Efforts of training staff were very good.
 STC always conduct useful workshop for officers.
Fig.Tabulation of Suggestions of trainees/employees for making training more fruitful.

15. Achievement
• Section (A) - Research Project:
 Key Findings are counted helpful in drawing certain conclusions by STC, Pune for its workforce.
 Accomplished the motive of carrying research using the Kirkpatrick Model, covering employees of all
the 35 zones of Bank of Maharashtra, all over India.
 Appreciation from the Chief Manager of STC, Pune for the analysis done for this research.
• Section (B) - Live Project:
 Sanctioned Reimbursement of all the allowances & contributions like Bonus and Increments of 70
branches coming under PWZ & its staff as well.
 Achieved access & Opportunity to work on HRIS of the department for salary updation, payment
process and other relevant task under the supervision of the internal mentor.
 Gained praise and satisfaction of my internal guide and employees of PWZ for my work and clearing
seven months of backlog of the office.

16. Thank You!!
