This document discusses a study on the effect of training and development programs on employee performance in Punjab National Bank and HDFC Bank in India. It analyzes the current training practices in these banks and assesses the link between training and productivity. The study uses statistical techniques to analyze data collected on training programs and perceptions of employees. The results show that training in these banks is average and needs improvement. Employee perceptions of training differ based on gender and designation. The study recommends conducting thorough needs assessments to improve the value and effectiveness of training programs in the banking sector.
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
Evaluation of Training and Development in Banking Sector of India: Perspectiv...AI Publications
Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees’ turnover intention is proportionally higher. But in the other case, Indian private sector banks employees’ turnover intentions are quite low. This study also exposed that job satisfaction in public sector bank was comparatively lower than private sector bank. Additionally, this study also shows that public banks are very less interested in the general employees’ development programs. But, the private sectors banks employees of India believed that their banks are properly arranging employee’s good training and development programs every year as per their requirement. Finally, this research argues that employees of the public-sector banks of India got the training which was not good enough, unplanned and not systematically administered, but the training for employees of the private sector banks of India was well planned and systematically administered.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
Evaluation of Training and Development in Banking Sector of India: Perspectiv...AI Publications
Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees’ turnover intention is proportionally higher. But in the other case, Indian private sector banks employees’ turnover intentions are quite low. This study also exposed that job satisfaction in public sector bank was comparatively lower than private sector bank. Additionally, this study also shows that public banks are very less interested in the general employees’ development programs. But, the private sectors banks employees of India believed that their banks are properly arranging employee’s good training and development programs every year as per their requirement. Finally, this research argues that employees of the public-sector banks of India got the training which was not good enough, unplanned and not systematically administered, but the training for employees of the private sector banks of India was well planned and systematically administered.
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Relationship of Human Resource Management Practices and Perception of Perform...Dr. Amarjeet Singh
The aim of this research was to find the relationship of human resource management practices and Perception of performance among employees of selected small and medium enterprises in the Kingdom of Bahrain by studying the status of human resource management practices in terms of career planning, compensation and benefits, performance appraisal, training and development, and employee relations and then study the level of Perception of performance in small and medium entrepreneurship in the Kingdom of Bahrain in terms of productivity, flexibility and quality. Employee performance plays a major part in any organization, it is important to increase the productivity of employees; the population of the research are employees of small and medium enterprises in the Kingdom of Bahrain. A simple random sampling was used. The questionnaire was distributed to employees and then the data converted to excel sheet and then analysed using statistical package for social scientists (SPSS). The result shows there is a relationship between independent variables (statues of human resource management practices on employees’ performance) and dependent variable (level of Perception of performance).
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Effects of Business Training Needs Analysis on Competencies of Trainees: The ...iosrjce
Human resource development practitioners have employed systematic training cycle approach to
build competencies of the business trainees over the years. In this approach training needs analysis forms the
principle components of the training as it strengthens foundation for the effective delivery of training
programmes. In Marsabit Central and South Districts of Marsabit County, Kenya, business training providers
have tried applying training needs analysis in their training programmes with mixed levels of successes and
failures. Consequently this study was carried out to establish the effects of training needs analysis on the
competencies of business trainees in the study areas. Using descriptive survey design and simple random
sampling techniques, 345 trainees and 81 trainers were surveyed. The study established that at 95% level of
confidence, target group analysis (p=0.000), man analysis (p=0.002) and ad hoc analysis (p=0.000) had
significant effects on the competencies of the business trainees. However, operational analysis (p=0.720) and
community analysis (p=0.945) did not have significant effects on the competencies of the business trainees in
the study areas. The study therefore recommends that business training providers should enhance use of target
group analysis, man analysis and ad hoc training needs analysis techniques. Further studies are also
recommended to establish why the operational and target community analysis did not have effect on the
competencies of the business trainees in the study areas.
Dissertation Skills Development and training Importance SampleDissertationFirst
Purpose of the Research: The given dissertation is mainly aimed to analyze the importance of training and skills development for efficient HRM. This dissertation is particularly focused on Hospitality sector.
Methodology: This research is conducted with the implication of the mixed method approach. Primary data method is used under which both survey through questionnaire and interview method is used. The critical literature review is used for secondary data collection.
Data Analysis and Results: The data analysis is conducted from the results generalized from interview with Holiday Inn Hotel managers and survey with employees. Further, all the results are critically discussed with evidences.
Conclusion: It has been concluded that training and skills development is very important HRM tools through which performance of the employees and organization as a whole can easily be improved.
Impact of Training and Development, training design and on the job training ...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Human resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The main objective of this study was to determine whether training has an outcome on employee performance and organizational effectiveness. This study is both qualitative and quantitative in nature. In order to address the objective of the study, descriptive study design was used in which data was collected across a sample population through simple random sampling. Two hundred thirty-four (234) questionnaires were distributed for the collection of data and 223 were filled and returned back. The methodologies that were used to collect the data were questionnaire and interview augmented by different literature's found in the organization. Results show that training and delivery style have effect on employees performance and also training design have positively affect the overall organizational performance, the organizations predominantly used on-the-job training method, though there is a trade-off between the two methods and less emphasis has been given to off-the-job training methods, the major challenges of human resource training programs of organizations are shortage of training materials, shortage of budget for employee training's, absence of training needs assessment. Hence, it is better if organizations design a training program based on the need assessment result or the requirements of the job and employee deficiency of ability for the job in order to increase individual as well as the overall organization performance.
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Effects of Business Training Needs Analysis on Competencies of Trainees: The ...iosrjce
Human resource development practitioners have employed systematic training cycle approach to
build competencies of the business trainees over the years. In this approach training needs analysis forms the
principle components of the training as it strengthens foundation for the effective delivery of training
programmes. In Marsabit Central and South Districts of Marsabit County, Kenya, business training providers
have tried applying training needs analysis in their training programmes with mixed levels of successes and
failures. Consequently this study was carried out to establish the effects of training needs analysis on the
competencies of business trainees in the study areas. Using descriptive survey design and simple random
sampling techniques, 345 trainees and 81 trainers were surveyed. The study established that at 95% level of
confidence, target group analysis (p=0.000), man analysis (p=0.002) and ad hoc analysis (p=0.000) had
significant effects on the competencies of the business trainees. However, operational analysis (p=0.720) and
community analysis (p=0.945) did not have significant effects on the competencies of the business trainees in
the study areas. The study therefore recommends that business training providers should enhance use of target
group analysis, man analysis and ad hoc training needs analysis techniques. Further studies are also
recommended to establish why the operational and target community analysis did not have effect on the
competencies of the business trainees in the study areas.
Dissertation Skills Development and training Importance SampleDissertationFirst
Purpose of the Research: The given dissertation is mainly aimed to analyze the importance of training and skills development for efficient HRM. This dissertation is particularly focused on Hospitality sector.
Methodology: This research is conducted with the implication of the mixed method approach. Primary data method is used under which both survey through questionnaire and interview method is used. The critical literature review is used for secondary data collection.
Data Analysis and Results: The data analysis is conducted from the results generalized from interview with Holiday Inn Hotel managers and survey with employees. Further, all the results are critically discussed with evidences.
Conclusion: It has been concluded that training and skills development is very important HRM tools through which performance of the employees and organization as a whole can easily be improved.
Impact of Training and Development, training design and on the job training ...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Human resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The main objective of this study was to determine whether training has an outcome on employee performance and organizational effectiveness. This study is both qualitative and quantitative in nature. In order to address the objective of the study, descriptive study design was used in which data was collected across a sample population through simple random sampling. Two hundred thirty-four (234) questionnaires were distributed for the collection of data and 223 were filled and returned back. The methodologies that were used to collect the data were questionnaire and interview augmented by different literature's found in the organization. Results show that training and delivery style have effect on employees performance and also training design have positively affect the overall organizational performance, the organizations predominantly used on-the-job training method, though there is a trade-off between the two methods and less emphasis has been given to off-the-job training methods, the major challenges of human resource training programs of organizations are shortage of training materials, shortage of budget for employee training's, absence of training needs assessment. Hence, it is better if organizations design a training program based on the need assessment result or the requirements of the job and employee deficiency of ability for the job in order to increase individual as well as the overall organization performance.
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
Presenting, Analysis and Interpretation of Findings Regarding Training and De...paperpublications3
Abstract: No organization has a choice of whether to train its employees or not, the only choice is that of methods. The primary concern of an organization is its viability, and hence its efficiency. There is a continuous environmental pressure for efficiency, and if the organization does not respond to this pressure, it may find itself rapidly losing whatever market share it has. Training imparts skills and knowledge to the employees in orders that they contribute to the organization’s efficiency and be able to cope with the contract pressures of changing environment. The viability of an organization depends, to a considerable extent on the skills of different employees, especially that of its managerial cadre, to align the organization successfully within its environment. Three factors have been identified which necessitate continuous training in the organization. These factors are technological advancements, organizational complexity, and Human Relations. All these factors are related to each other Example Technological advancements tend to increase the size of the organization, which increases its complexity, similarly ,increasing organizational complexity and technological advancements also a creates human Relations.
Importance of Skill development and Training Sampledissertationprime
The research planned is based on the human resource management. HRM is the most important area of concern for each and every business organizations. This is because organizations depend on the entrepreneurial behavior at a great extent that calls for a high degree of motivation and achievement to engender business excellence. The organizational performance has greatly been affected by the human resources and thereby, it is essential to follow right training and proper skills development. The extent to which the employees are committed to their work and organization has a significant on a performance of the organizations.The effective training and skills development not only bring required change in the human behavior, but also enhance employee‟s willingness to work and the desire to constantly improve his performance.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
This study investigated training and development strategies on career growth of employees in
commercial banks in Nigeria via survey research design. Specifically, the units of analyses are employees of
four (4) commercial banks in four cities in Delta State. The instrument of data collection was questionnaire
which was administered to one hundred and nine (109) respondents, out of which one hundred and three (103)
were fully retrieved. T
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
https://viralsocialtrends.com/vat-registration-outlined-in-uae/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
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1. A Study of Training Need Analysis Based Training and
Development: Effect of Training on Performance by Adopting
Development Based Strategy
Aarti chahal (HR, MBA, DCRUST, India) ABSTRACT: Training and development enables employees to
develop skills and competencies necessary to enhance bottom-line results for their organization. It is a key
ingredient in banking sector for organizational performance improvement. It ensures that randomness is reduced
and learning or behavioral change takes place in structured format. Training and Development helps in increasing
the job knowledge and skills of employees at each level and helps to expand the horizons of human intellect and an
overall personality of the employees. This paper analyzes the status of various need analysis based training and
development practices in Punjab National Bank and HDFC bank and explores the proposed link between the
training and employees’ productivity by adopting development based theory. The study makes use of statistical
techniques such as percentage, mean, standard deviation, standard error and coefficient of variation in analysing
the data for finding the result. The result shown that the Training in PNB & HDFC is average and there is scope for
improvement in training. The perception of employees regarding the Training and Development somewhat differs
significantly on the basis of gender and designation. Consequently the recommendations support for the noteworthy
of needs assessment of training which will bring a constructive worth in banking sector. Keywords - Training and
Development, Training Need Analysis, PNB, HDFC, Employees Performance
I. INTRODUCTION
Training and Development is an attempt to improve current or future employee
performance by increasing an employee‟s ability to perform through learning,
usually by changing the employee‟s attitude or increasing his or her skills and
knowledge. Since the beginning of the twentieth century and especially after
World War II, training programs have become widespread among organizations,
involving more and more employees and also expanding in content. In India the
banking industry becoming more competitive than ever, private and public sector
banks are competing with each other to perform well. The executives of the bank
are now in the position to modify their traditional human resources practice in to
innovative human resources practices in order to meet the challenges from other
competitive banks.
This study is build upon the previous training literatures by providing a detailed
examination of training needs assessment and organizational effectiveness based
upon development based strategy. The question of the amount of training needs
assessment and the effect of training is answered through evaluation process. The
purpose of training need assessment is to add value to an organization. Hence,
evaluation measures the progress in achieving this goal by purposefully improving
training programs and measuring their worth. The training programs are
established by the needs assessment of training. A thorough needs assessment
leads to effective and efficient training, which increases the likelihood that
evaluation will demonstrate successful value added outcomes (Armstrong, 2007).
2. In today‟s complex and fast changing organizational environment, developing
human resources is of paramount importance and training has now become one of
the important segments of Human Resource Development (HRD) process. That is
why the efficiency of any organization depends directly on how well its employees
are trained. Training motivates employees to work efficiently and it is widely
accepted as a problem solving tool. The Human Resource Development
department has to play a more proactive role in shaping the employees to fight out
the challenges. The banks not only have to make plans and policies and devise
strategies, the actual functionaries have to show willingness, competence and
effectiveness in executing the said policies and strategies. Both training and
development are necessary for any organization. In the opinion of Dr. Leonard(1),
Nadler development is concerned with providing learning experience to employees
so that they may be ready to move into a new direction that organizational change
may require. So it is evident that training and development forms an integral part
of human resources development process and should be in unison. In commercial
organizations like banks, HRD departments have the advantages of not being
excessively burdened with day–to–day problems of running the banks or ensuring
profitability of individual transactions. They are in positions to take strategic and
long term view of the competitive advantage A Study Of Training Need Analysis
Based Training And Development: Effect… www.ijbmi.org 42 | P a g e
3. of the human resources as well as identify areas of professional weaknesses to
rectify well before any damage takes place in the organization. According to
Flippo(1), “Training is the act of increasing knowledge and skill of an employee
for doing a particular job”. Dale S. Beach(2) “Training is the organized procedure
by which people learn knowledge and or skills for a definite purpose”. Berger
(2000) states the expenditure on human resource is imperatively high rising. Given
the role of training as a business strategy it is important that any training effort be
targeted and relevant. Thus, the process by which training needs are identified and
addressed becomes a critical issue for organizations. It will introduce basic needs
assessment terminology and discuss potential options for the process.
II. LITERATURE REVIEW
Sharma (1974) “The expansion of banking facilities was uneven and lopsided, and
banks were concentrating their operations in metropolitan cities and towns. A
fairly large number of rural and semi urban centers with reasonable potentialities
of growth failed to attract the attention of commercial banks. As far as the deposit
mobilization in the rural areas is concerned, much remains to be done. Sampat,
Vaghul and Varde (1977) clearly state that, the training system will have to be
aimed at providing professional banking education to the employees in the
industry. On the job experience should be a necessary part of the training strategy.
Agrawal (1978) review the existing the training and education system and examine
whether the present arrangements would meet this challenge. The idea of Banking
Academy intended to integrate the entire training and educational programs within
a framework of interdependent units in the country is open to wide discussion by
the educationists, government authorities and the banking industry. Saxena (1978)
stated the “Improvement in the systems and procedures of inspection of stocks,
maintenance of stock register is required. Reforms should be initiated in extension
of sponsorship schemes, recovery and consultancy.” Bhatnagar (1983) the
immediate objective of the training should be to help the participants perform more
effectively the activities enrolls they are performing at presents. The training
programs for branch manager should be design around the specific skills required
by them. Patel (1984) many of the problems of the banking in rural areas and the
apprehensions arising from such problem were largely due to inadequate
understanding of the rural areas, activities and the people. Even the lack of
orientation in some quarters was largely due to this knowledge gap, the gap in the
information and knowledge had created a situation where in the banking norms
developed for other sectors which were not generally relevant to the rural areas
were applied blindly. Padwal and Naidu (1985) training needs help to identify
existing training gap, what type of training can be under taken by outside agencies,
and accordingly schedule the training programs for the bank staff.” Chandran
4. (1989) stated that “Legal action should not be the inevitable last step in the
process; branches should be educated to evaluate this option for recovery, like any
other option, objectively before launching the same. Building up an information
infrastructure at the apex level first and at the lower tiers subsequently should be
initiated.” Barthakur (1990) focuses on the information processing mechanism of
the mind, it cursorily touches upon the social psychological variables governing
the organize teaching learning process. Richards (1997) Management Training-the
Real Objectives views that while embarking upon a management program, the real
objective must be to focus on the individual manager, not the position in the
company. The author's discussion on training needs analysis i.e., about core
competencies, job profiling and identification of competencies gaps-either against
core competencies for individuals or against job profiles for generic roles is worth
mentioning. Badhu and Saxena (1999) role of Training in Developing Human
Resources is another work of relevance. In this, the authors concluded that an
organization should have well-defined training policy as well as training manual
and training should be made an ongoing process. Regarding the executive
development programs the authors have concluded that, these programs have been
found to be useful in improving the productivity, efficiency and effectiveness of
managers. The authors have suggested that these programs should be included as
an integral part of the training program. Kaufman and Valentine (1999) refer to
needs assessment as the process for identifying and prioritizing gaps in
performance. In contrast, they define needs analysis as the process for attributing
cause to identify performance gaps. Hence, the entire process will be referred as
needs assessment. So, once training has been conducted, a comprehensive
evaluation should follow. However, Goldstein (2001) claims that, of all of the best
practices, needs assessment is probably the most important part of the process.
Therefore, training needs assessment is the foundation of the entire instructional
design process. It establishes the content of subsequent training. If not done
correctly, or at all, the job-relatedness, effectiveness and validity of any training
program is jeopardized. In addition, needs assessment provides a database to
support or justify resource allocation for other human resource functions.
Therefore, Rothwell (2002) indicates effective training as systematically designed
learning, based on a complete analysis of job requirements and trainee
compatibility. This clarification implies a definite training process, one highly
regarded model for describing the systematic development of training programs is
the instruction design process. A Study Of Training Need Analysis Based Training
And Development: Effect… www.ijbmi.org 43 | P a g e
5. Debnath (2003) indicates that productivity of manpower in the banking sector of
Bangladesh will have to be increased by proper training both on the job and off the
job. Moreover, Decenzo & Robins (2003) state “training brings about the changes
in ability, awareness, approach and behavior”. Besides, Griffin (2003) supports
training usually in human resources management perspective refers to teaching
operational and technical employees as to how to do the job for which they were
hired. Kozlowski & Salas (2003) training needs assessment is traditionally
regarded as a diagnostic process that occurs before training. The purpose of formal
needs assessment is to identify the training targets. In the past, there has been
disagreement about the appropriate terminology to describe this process. Some
authors choose to distinguish needs assessment from needs analysis. Das and
Ghosh‟s (2004) sample study conducted “to know the performance of bank CEOs
in the era of corporate governance, tried to identify the adaptability characteristics
of CEOs in terms of technology. The study also states that CEOs of poorly
performing banks are likely to face higher turnover than CEOs of well performing
ones.” Glaveli and Rainaye (2004) in their study empirically examined the training
policy in two commercial banks, namely, State Bank of India and Jammu &
Kashmir Bank Limited. The focus is on the various facets of training including
Management‟s attitude towards training, training inputs, quality of training
programs and transfer of training to the job. Furthermore, Mathis & Jackson (2004)
state „training as a procedure whereby people obtain capabilities to assist in the
accomplishment of organizational objectives‟. Rohmetra (2004) conclude that an
unimpressive HRD climate and a weak IT perspective has been able to contribute
towards each other .A good training and development climate could possibly boost
up the technology environment or a good technology environment could facilitate
development of human resources. Kufidu (2005) in their paper analyzed the
changes that took place in the Greek banking industry in the last years, their impact
on the role of employees training and development for strategy implementation and
success, using four case studies to investigate the effect of the environmental
changes on these particular banks and the role of their training and development
strategies in adjusting themselves to the changing industry environment. Ford
(2006), training effectiveness is a broad construct that identifies situational or
contextual factors impacting learning, retention and transfer. This focus is critical
for uncovering whether a training program was effective or ineffective due to
characteristics of the program or to factors outside the control of the training
system. Tyson (2006) training function for most organizations is not as effective or
efficient as it could be. To truly be effective or successful, training programs must
incorporate more of the established best practices. Lincoln, Krishna and Rao
(2008) conducted a study on “HRM Practices in Public Sector and Private Sector
6. Banks” and has suggested that HR policies of Public Sector Banks should be
revised there by making them more competitive in this challenging era of
globalization”. The Man Power Services Commission‟s glossary of training terms
defines „training‟ as a planned process to modify attitude, knowledge, skill,
behavior through learning experience, to achieve effective performance in an
activity or range of activities‟‟. Karthikeyan, Karthi and Shyamala (2010) Graf
assess the effectiveness of the various facets of training i.e. employee‟s attitude
towards training inputs; quality of training programs; training inputs and
application of training inputs to the actual job.
III. TRAINING STRATEGIES USED IN BANKS
Training program should be repeated at regular intervals for individuals to provide
reinforcement of learning. At present the following types of programs will be
designed and conducted by the training centers. 3.1 Standard program on repetitive
basis. 3.2 Role orientation courses in functional areas. 3.3 Special courses and
seminars. 3.4 Sales training for supervisory and field personnel. The first category
should be attended by all employees at predetermined intervals. A course will also
be given to all officers when they move from one level of job to another. When an
officer is appointed as Branch, Divisional or Zonal Managers for the first time, he
would be assigned to a program to help him understand the demands of his new
role. This will also apply to persons who are appointed as Heads of a Department
in Branch office. The second and third category of courses will be arranged
regularly for officers as they enter into that function at the Divisional, Zonal of
Central office level in case they have not attended a program in that function
earlier. No officer should hold a post in functional area for more than six months
unless he has attended a program in that function. The third categories of courses
are special program depending on the specific requirements of the particular level
or the group. The fourth categories of courses are meant for field staffdevelopment officers and agents.
Training at HDFC is based on up gradation of competencies and skills. It is an
integral part of their business strategy. Almost all employees have undergone
training to enhance their technical skills or the softer behavioral skills to be able to
deliver the service standards that the company has set for itself. Besides the
mandatory training that Financial Consultants have to undergo prior to being
licensed, they have developed and implemented various training modules covering
various aspects including product knowledge, selling skills, objection handling
skills and so on. New training initiatives includes Lead Management, rural housing
and cross A Study Of Training Need Analysis Based Training And Development:
Effect… www.ijbmi.org 44 | P a g e
7. selling of financial products. Training programs on Personal Effectiveness,
Leadership Excellence and Art of Living are delivered by Guest Lecturers.
IV. OBJECTIVES OF THE STUDY
4.1 To study the Training practices prevailing in PNB and HDFC bank. 4.2 To
know the satisfactory level of the employees regarding the training and
development programs. 4.3 To associate employees personal factors like gender,
designation and the employee‟s attitude on Training. 4.4 To study the effect of
Training and Development on organizational performance. 4.5 To study the
differences in the effectiveness of training program between commercial and
private banks.
V. RESEARCH METHODOLOGY AND DESIGN
Research methodology comprises a number of alternative approaches and interrelated and frequently overlapping procedures and practices. Since there are many
aspects of research methodology, the line of action has to be chosen from a variety
of alternatives the choice of suitable method can be arrived at through the objective
assessed and comparison of various competing alternatives. A research design is
the basic plan, which guides the data collection and analyses the phases of the
research project. The research design of the present study was mainly
“explanatory” in nature as the main purpose of the study was to explore nature and
extent of deterioration in the quality of training and thereby to find out whether the
employees were satisfied with the training of “Commercial banks (PNB) and
Private banks (HDFC)”. When competitive environment highly influenced by the
quality of product available in market heavily depend upon the efficiency and
effectiveness of manpower i.e. the human resource. 5.1 Primary and secondary
data To carry out the objectives, the researcher has used both primary and
secondary data. The secondary data and information have been collected from
various sources like business newspapers, journals, magazines, RBI Reports and
publications etc. Primary data has been collected through structured questionnaire
from the employees of PNB Bank (public sector bank) and HDFC Bank (private
sector bank). 5.2 Sample design For the purpose of the study, the researcher
selected the branches of PNB and HDFC on the basis of random and stratified
technique. Random and stratified sampling is the least expensive and least time
consuming of all sampling techniques. The sampling units are accessible, easy to
measure and cooperative. The researcher personally contacted 200 employees of
PNB and HDFC bank (100 each) in NCR region. They were appraised about the
purpose of the study and request was made to them to fill up the questionnaire with
correct and unbiased information.
5.3 Selection of sample respondents