This document presents a training plan for Özcan Bank A.Ş. It outlines roles and responsibilities for delivering training, including training consultants and project managers. It describes learning theories that will guide the training approach. The plan details techniques like DMADV methodology, classrooms, seminars, and audiovisual materials. It includes an annual training schedule and process for addressing ad-hoc training needs. Program evaluation will utilize Kirkpatrick's four-level model to assess reaction, learning, behavior change, and results. Key metrics like attendance rates will be tracked.
Micro, Small and Medium Enterprises (MSME) sector has emerged as a highly vibrant and dynamic sector of the Indian economy over the last five decades. MSMEs not only play crucial role in providing large employment opportunities at comparatively lower capital cost than large industries but also help in industrialization of rural & backward areas, thereby,
reducing regional imbalances, assuring more equitable distribution of national income and
wealth. MSMEs are complementary to large industries as ancillary units and this sector
contributes enormously to the socio-economic development of the country. The Sector
consisting of 36 million units, as of today, provides employment to over 80 million persons.
The Sector through more than 6,000 products contributes about 8% to GDP besides 45% to the total manufacturing output and 40% to the exports from the country. The MSME sector has the potential to spread industrial growth across the country and can be a major partner in the process of inclusive growth.
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.
Micro, Small and Medium Enterprises (MSME) sector has emerged as a highly vibrant and dynamic sector of the Indian economy over the last five decades. MSMEs not only play crucial role in providing large employment opportunities at comparatively lower capital cost than large industries but also help in industrialization of rural & backward areas, thereby,
reducing regional imbalances, assuring more equitable distribution of national income and
wealth. MSMEs are complementary to large industries as ancillary units and this sector
contributes enormously to the socio-economic development of the country. The Sector
consisting of 36 million units, as of today, provides employment to over 80 million persons.
The Sector through more than 6,000 products contributes about 8% to GDP besides 45% to the total manufacturing output and 40% to the exports from the country. The MSME sector has the potential to spread industrial growth across the country and can be a major partner in the process of inclusive growth.
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.
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.
GI Net 13 - Journey of Telkom CorpU | Telkom IndonesiaHora Tjitra
Materials presented during the 13th GI Net: "Corporate Learning and Development" on October 30, 2013, by Mr. Tonda Priyanto, Senior GM of Telkom Corporate University
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Internship Report on Square Pharmaceuticals Ltd.Mahfuz Tushar
The internship report primarily focuses on the Recruitment and Selection process of the
company. This report points out the existing conditions regarding employee recruitment and
selection that means find out the best personnel for the organization.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
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.
GI Net 13 - Journey of Telkom CorpU | Telkom IndonesiaHora Tjitra
Materials presented during the 13th GI Net: "Corporate Learning and Development" on October 30, 2013, by Mr. Tonda Priyanto, Senior GM of Telkom Corporate University
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Hi Friends
This is supa bouy
I am a mentor, Friend for all Management Aspirants, Any query related to anything in Management, Do write me @ supabuoy@gmail.com.
I will try to assist the best way I can.
Cheers to lyf…!!!
Supa Bouy
Internship Report on Square Pharmaceuticals Ltd.Mahfuz Tushar
The internship report primarily focuses on the Recruitment and Selection process of the
company. This report points out the existing conditions regarding employee recruitment and
selection that means find out the best personnel for the organization.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
Mamushka Social Club: El Marketing desde adentro.Nextperience
A partir del trabajo que realizo en Nextperience, como responsable de marketing y desarrollo de nuevos negocios, empecé a pensar en cómo se interpretaría la relación que existe hoy en día entre las diferentes capas del marketing y la actividad de Community Management, entendiendo que esta última es de alguna manera, o debiera ser, un output de la gestión del marketing de las organizaciones.
Así nació la noción de Mamushka Social Club, que no es otra cosa que dar una mirada diferente a la complejidad del marketing actual.
Designing a training module and analysing its effectiveness a study in hinda...ShreeAyush
Training and development module project report for MBA students.
for get latest technology news, reviews & unboxing to subscribe
TECHJOB NEWS YOUTUBE channel.
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.
CONSTRUCTIVE TRAINING IMPLEMENTATION METHODOLOGIES FOR CORPORATE EMPLOYEESIAEME Publication
Every organization needs to have well trained and experienced people to perform the activities that have to be done. Thus employees’ training is not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force. The concept of Training has changed from the time it got evolved. The delivery methodology is extremely important, as the success of the training is directly related to the methodology handled in the training program.
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.
Top mailing list providers in the USA.pptxJeremyPeirce1
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
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.
[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
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
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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. 📊
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%