1. The document describes the induction and training system at the Commonwealth Bank of Australia. The training was rigorous but rewarding, helping the author gain skills and understanding of financial markets, banking, and the bank's goals. 2. The induction process provided an overview of departmental goals, strategy, and how individual roles contribute. It outlined the organizational structure, performance reviews, and compensation. Employees are expected to share responsibility for becoming valuable team members through two-way communication. 3. Throughout training, the author felt valued through challenging assignments and social activities building relationships. Frequent reviews and communication helped address any issues. While initial training was helpful, subsequent support varied depending on workload.

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Induction and training system

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Introduction
I had undergone training in the Commonwealth Bank of Australia. The training within the bank
was to a great degree tough and along these lines remunerating. The goals laid were important,
and fitting. They permitted me to create different abilities, expand my insight into monetary
markets, the banking industry and Commonwealth Bank as a whole as having an effect and
adding to the achievement of the group.
The induction process was a great help to be aware of the Big Picture. At the bank, it furnished
me with a brief outline of the departmental targets, the strategy for success, and how my
employment adds to both. It likewise furnished me with a brief outline of the corporate society
and your main goal/vision explanation and qualities. Amid induction, I got a duplicate of the org
charts, the execution appraisal instruments and structures, and also the rewarding framework so
that I could see how I would be appraised and compensated.
I had been clarified in regards to "shared obligation." (About Commonwealth bank, 2015) I
discovered it very helpful as I understood that I had a "share" in the obligation of ending up
being a profitable individual from the group. Two-way correspondences were set up at the very
begin. It all began by clarifying that the worker (I and other new hires) have an obligation to be
of assistance to the new director comprehending both what it takes to inspire me and what
disappoints me.
At the beginning of training, I felt like an intern, however as the time passed, I felt I was a
genuinely esteemed representative inside of the group. The colleagues did not waver to depend
on me with some difficult assignments all through the training. Group get-togethers like meals,
BBQ, beverages, rocking the bowling alley, and football were incredible and assisted me to
enhance my associations with the individuals.
As per my experience, the bank invests highly in training of the employees. There had been a set
of significant trainings and a considerable amount of speakers' sequence with senior
administration who were sharing their encounters and were opened for inquiries (Who we are?,
2015). The online trainings prior to joining were extremely significant. There had been
consistent and formal surveys with the held frequently. This helped with keeping the

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correspondence streaming and dealt with to whichever concerns, training or responsibility issues
and gave clarity on needs.
I think the training at Enterprise is great in the initial two weeks, and helped me to sink into my
role. On the other hand subsequent to that one is left to it and for my situation a few days were
busier than others, yet generally I felt that the parity was great. We were constantly involved
with somewhat, be it anything increasing the worth of the business or assisting us learn.
Suggestions
As per the managers, in the Bank’s induction program the candidate raises the majority of
queries at the same time as they are in HR and usually they are raised merely on the initial day
(The Sydney Morning Herald, 2015). Conceivable inquiries can be expected and replied before the
new-joiner gathers the guts to really pose the query. The bank can extend the time for inquiries,
giving adjustment facility more than a few weeks and making it less demanding to get answers.
By this, bank will enhance new worker output and bring down their dissatisfaction level. Indeed,
even the administration can post the new contracts with their latest business cards to their house
before they begin so as to strengthen the way that they are imperative and that they have settled
on a decent choice. It can likewise orchestrate a telephone call or appointment from the GM
inviting them to the association or organize a welcome by the GM to stopover their workplace on
their initial day.
References
Who we are?, 2015. Extracted from https://www.commbank.com.au/about-us/careers/our-benefits.html
[Assessed on 1st Sep’15].
AMP, Commonwealth Bank support ethics drive for advisers
(Jul 2015) extracted from http://www.smh.com.au/business/banking-and-finance/amp-commonwealth-bank-
support-ethics-drive-for-advisers-20150726-gil1eo [Assessed on 1st Sep’15].

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About Commonwealth bank extracted from
http://careers.commbank.com.au/commbank/en/listing/?jobnotfound=true [Assessed on 1st Sep’15].