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.
Employees perception towards training conducted at hamulProjects Kart
The document provides an overview of the dairy industry in India and the company profile of Hassan Co operative Milk Producers Societies Union. It discusses the origin and history of dairying in India and how organized milk handling began. It then describes the scope and operations of the Union, which was established in 1977 and procures and processes over 386,000 liters of milk per day from local dairy cooperative societies. The Union's mission is to pay fair prices to members and produce high quality milk and milk products for consumers.
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.
A Study on Training and Development at Bharathi AssociatesProjects Kart
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
Employee perception towards effective training program a study on some select...Alexander Decker
This document discusses a study on employee perceptions of effective training programs at some selective private commercial banks in Bangladesh. The study aims to understand how existing training and management development programs are perceived by employees and identify any flaws to recommend improvements. Researchers surveyed employees from five private banks using a 5-point scale to assess their views on topics like the adequacy of training, trainer knowledge, timeliness of training, and ability to apply learning on the job. The findings suggest that while banks provide training, most respondents felt they were failing to contribute maximum value to their organizations due to issues with the training and development systems.
This document summarizes a research paper on the impact of training and development on organizational performance. The paper reviews literature on how training and development, on-the-job training, training design, and delivery style can positively impact organizational performance. The study uses secondary data from a comprehensive literature review to develop hypotheses about the relationship between these independent variables and overall organizational performance. The literature review found that training and development, on-the-job training, training design, and delivery style all significantly affect organizational performance by increasing employee performance and effectiveness.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Newly appointed people must be first trained in the organization. This training has to be done properly, clearly and neatly. The new process of training is to analyze the new people who have joined the organization for working. Analyzing the new people may help to what actually training the people required for working. This will stop the waste of time as people may know the same thing earlier. Nishad Nitin Vairagi | Smitil Dattatrey Patil | Pratibha M. Deshmukh"Training Needs Analysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-5 , August 2018, URL: http://www.ijtsrd.com/papers/ijtsrd15759.pdf http://www.ijtsrd.com/computer-science/other/15759/training-needs-analysis/nishad-nitin-vairagi
The document appears to be a project report submitted by Harjeet Kaur to Lovely Professional University on training and development at Lumax Industries Ltd. It includes an introduction outlining the objectives of studying training effectiveness. It also provides background on the company's history, establishing Lumax in 1945 and its growth over decades to become a leader in automotive lighting in India.
Level of job satisfaction h r final projectProjects Kart
The document provides an overview of a study on job satisfaction among quality department employees at GO GO International Pvt. Ltd. in Hassan. [1] The objectives of the study are to understand current job satisfaction levels and identify measures to improve satisfaction. [2] The document outlines the research methodology, limitations, company and industry profiles, and departments within the organization. [3] It aims to analyze satisfaction with various job factors and provide suggestions.
Employees perception towards training conducted at hamulProjects Kart
The document provides an overview of the dairy industry in India and the company profile of Hassan Co operative Milk Producers Societies Union. It discusses the origin and history of dairying in India and how organized milk handling began. It then describes the scope and operations of the Union, which was established in 1977 and procures and processes over 386,000 liters of milk per day from local dairy cooperative societies. The Union's mission is to pay fair prices to members and produce high quality milk and milk products for consumers.
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.
A Study on Training and Development at Bharathi AssociatesProjects Kart
Employee training tries to improve skills, or add to the existing level of knowledge so that employee is better equipped to do his present job, or to prepare him for a higher position with increased responsibilities. However individual growth is not and ends in itself. Organizational growth need to be measured along with individual growth. Training refers to the teaching/learning activities done for the primary purpose of helping members of an organization to acquire and apply the knowledge skills, abilities, and attitude needed by that organization to acquire and apply the same. Broadly speaking training is the act of increasing the knowledge and skill of an employee for doing a particular job.
Employee perception towards effective training program a study on some select...Alexander Decker
This document discusses a study on employee perceptions of effective training programs at some selective private commercial banks in Bangladesh. The study aims to understand how existing training and management development programs are perceived by employees and identify any flaws to recommend improvements. Researchers surveyed employees from five private banks using a 5-point scale to assess their views on topics like the adequacy of training, trainer knowledge, timeliness of training, and ability to apply learning on the job. The findings suggest that while banks provide training, most respondents felt they were failing to contribute maximum value to their organizations due to issues with the training and development systems.
This document summarizes a research paper on the impact of training and development on organizational performance. The paper reviews literature on how training and development, on-the-job training, training design, and delivery style can positively impact organizational performance. The study uses secondary data from a comprehensive literature review to develop hypotheses about the relationship between these independent variables and overall organizational performance. The literature review found that training and development, on-the-job training, training design, and delivery style all significantly affect organizational performance by increasing employee performance and effectiveness.
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Newly appointed people must be first trained in the organization. This training has to be done properly, clearly and neatly. The new process of training is to analyze the new people who have joined the organization for working. Analyzing the new people may help to what actually training the people required for working. This will stop the waste of time as people may know the same thing earlier. Nishad Nitin Vairagi | Smitil Dattatrey Patil | Pratibha M. Deshmukh"Training Needs Analysis" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-2 | Issue-5 , August 2018, URL: http://www.ijtsrd.com/papers/ijtsrd15759.pdf http://www.ijtsrd.com/computer-science/other/15759/training-needs-analysis/nishad-nitin-vairagi
The document appears to be a project report submitted by Harjeet Kaur to Lovely Professional University on training and development at Lumax Industries Ltd. It includes an introduction outlining the objectives of studying training effectiveness. It also provides background on the company's history, establishing Lumax in 1945 and its growth over decades to become a leader in automotive lighting in India.
Level of job satisfaction h r final projectProjects Kart
The document provides an overview of a study on job satisfaction among quality department employees at GO GO International Pvt. Ltd. in Hassan. [1] The objectives of the study are to understand current job satisfaction levels and identify measures to improve satisfaction. [2] The document outlines the research methodology, limitations, company and industry profiles, and departments within the organization. [3] It aims to analyze satisfaction with various job factors and provide suggestions.
Training and development programs aimed at improving employee performance can bridge the gap between current and desired performance. Training methods like coaching, mentoring, and peer participation enable employees to actively participate and improve both individual and organizational performance.
Previous studies show a strong positive relationship between training and development programs and employee performance. Training improves employee knowledge, skills, and abilities, leading to better job performance and overall organizational performance. A 2011 study found a positive correlation between training and employee performance.
Proper training is necessary to develop employees and improve performance through increased motivation, job satisfaction, and organizational commitment. Training should be planned to increase commitment and support career development. Human resource practices like training opportunities positively impact employee performance.
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.
Training & development survey at bsnl mba hr project reportBabasab Patil
The document outlines a survey on training and development at BSNL. It includes an introduction on the importance of training and an executive summary. The survey had the objectives of evaluating the effectiveness of training, studying different training methods, and how performance appraisals identify training needs. Primary and secondary data was collected through surveys, interviews and company reports. Statistical analysis tools like frequency tests and correlation were used to analyze the data and identify significant factors related to effective training. The findings provide insight into employee attitudes towards training and how skills are applied. In conclusion, training at BSNL is found to be effective but some aspects could be improved.
Revolutionary effect of training on employees perfomance in scbProfesseur Javed
Dear Students, Bonjour, Here It's me Prof.Saghir Javed. How are you? How are the things? I hope that everyone is going fantastic with his everyday appointment and commitment to his destined life. I wanted to bring your attention over my trivial but impressive achievement that I have endeavoured to write a research report regarding the caption of my MPhil Research Paper which is based on Revolutionary Effect of Training on Employees Performance of SCB so that I can get acquainted to the process of training and can get the school of thought of applying all these strategies effectively to mart Analysis Matrix.
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.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
This document summarizes a study on employee motivation at Bharath Sanchar Nigam Limited (BSNL), a state-owned telecommunications company in India. The study used a survey methodology with a questionnaire to collect primary data from 100 BSNL employees in Kadapa. The findings showed that employees are highly motivated by job security, relationships with coworkers, safety measures, and a congenial work environment. However, financial incentives and opportunities for career growth provided somewhat lower motivation. The document concludes with suggestions to improve employee empowerment, benefits, and career planning to further enhance motivation.
The document is a project report on measuring the effectiveness of training at Surat People's Co-operative Bank Ltd. It includes an introduction to the banking industry and company profile. The research methodology section outlines a study conducted through questionnaires to evaluate various aspects of training such as topics covered, quality, and usefulness. Data analysis uses tools like percentage and charts. The findings suggest that training meets objectives of improving employee skills, knowledge, and motivation. Recommendations are made to further enhance training effectiveness.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
- The document discusses a study comparing performance appraisal and organizational climate dimensions between ICICI Bank and Punjab National Bank in India.
- The study found that employees at ICICI Bank perceived the organizational climate to be better than at Punjab National Bank.
- Perceptions of whether the appraisal system helped identify training needs differed significantly based on age and qualifications but not work experience.
- Perceptions of the preferred type of appraisal (trait-based vs. performance-based) differed significantly based on qualifications but not age or work experience.
This document summarizes a study on stress among employees in the business process outsourcing (BPO) sector in Ahmadabad, India. It finds that the rapid growth of the BPO sector has provided many job opportunities but also subjects employees to long hours, repetitive tasks, and strict deadlines, leading to increased stress, health issues, and absenteeism. A literature review shows previous studies found high stress levels linked to performance reviews and incentives. The document also discusses the impact and growth of the BPO sector in India, finding it contributes significantly to the economy and employment but also places pressure on workers.
The Effect of Human Resources Practice on the Job Satisfaction of Employees a...inventionjournals
HRM practices are factors that need attention in the organization, and fundamental to be able to create work and achievement of organizational goals. Policies and practices that were able to overshadow every member of the organization will bring members of the organization or employee satisfaction. Otherwise, with the satisfaction of members of the organization to the policies and practices that can reduce absenteeism, lower turnover rate of employees, and can increase the productivity of the organization as a result of increasing individual productivity. The demand for the development of human resources are getting more quality driven by advances in technology, trade and so are likely to require professionalism and quality of human resources of the organization. For the Human Resources management presence is needed by organizations both governmental organizations and private organizations. This research is use a primary research are including data collected by the researchers, research instruments were questionnaires. This research was conducted during October 2012 to January 2013, where the object of this study is LPMP in North Maluku Province was located in the city of Tidore Islands and the subjects of this study were employees. The population in this study is amounted on 57 people. The results also show that the compensation has a dominant influence on employee satisfaction. HRM practices in LPMP North Maluku province, such as placement, remuneration, career opportunities, training and development, then performance assessment are good enough and simultaneously significant effect on employee satisfaction LPMP in North Maluku provinces
The document summarizes a study on the recruitment and selection process at Coromandel International Limited, an India-based fertilizer company. It includes an introduction describing the importance of recruitment and selection for organizational success. It then outlines the objectives, methodology, data analysis, findings, and recommendations of the study focused on evaluating Coromandel's current processes and identifying areas for improvement.
Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia...YogeshIJTSRD
To improve the performance of company employees, it is also necessary to increase the ability to work through increased education, both formal education and training planned by the company for employees.Employees who have good potential value can come from within the company and from outside the company so that employee performance can be maintained in the future.Partially it can be explained that the effect of the incentive variable X1 on performance Y is 23.60 and it is still influenced by the motivation factor X2 and other factors not included in this study called the epsilon factor e .Partially it can also be explained that the motivation variable X2 has an influence on the performance variable Y by 5.44 and there are still other variables not included in this study besides the incentive variable X1 .Based on the results of data analysis, it can be explained that the effect of the incentive variable X1 and the motivation variable X2 simultaneously or together can be explained as having an effect of 36.61 which can be seen from the magnitude of F. count of 3.661. Helmud Fransiscus Sitanggang | Silvia Winda Sari Lbn. Raja | Edward A. Lbn. Raja "Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38748.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/38748/effect-of-incentives-and-motivation-on-employee-performance-in-pt-sinar-asia-medan/helmud-fransiscus-sitanggang
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
The document reviews literature on employee attrition and retention. It discusses how some turnover can be functional by replacing senior employees with junior ones. While turnover has costs, some solutions to problematic turnover include improving selection and training, increasing pay and benefits, and enhancing job satisfaction.
This document is a report submitted by Sindhuja V to fulfill requirements for a Master of Business Administration degree. The report focuses on employee absenteeism at Coromandel International Limited in Visakhapatnam, India. It examines the issue of absenteeism based on employee motivation levels. The report includes an introduction, company profile, literature review, data analysis, findings, and recommendations. The objective is to analyze the impact of motivation on employee absenteeism at Coromandel International Limited.
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
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
This study analyzed the effectiveness of employee training and development at Ahill Apperal exports (p) limited in Tirupur, Tamilnadu. A survey was conducted of 50 employees to understand their satisfaction with training programs and how training helps communication and improves productivity. Statistical analysis found a significant relationship between how training aids communication and its importance. While employees were satisfied overall, management could improve training practical sessions to better develop skills. The study aims to help management design effective training to enhance employee performance.
Training and development programs aimed at improving employee performance can bridge the gap between current and desired performance. Training methods like coaching, mentoring, and peer participation enable employees to actively participate and improve both individual and organizational performance.
Previous studies show a strong positive relationship between training and development programs and employee performance. Training improves employee knowledge, skills, and abilities, leading to better job performance and overall organizational performance. A 2011 study found a positive correlation between training and employee performance.
Proper training is necessary to develop employees and improve performance through increased motivation, job satisfaction, and organizational commitment. Training should be planned to increase commitment and support career development. Human resource practices like training opportunities positively impact employee performance.
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.
Training & development survey at bsnl mba hr project reportBabasab Patil
The document outlines a survey on training and development at BSNL. It includes an introduction on the importance of training and an executive summary. The survey had the objectives of evaluating the effectiveness of training, studying different training methods, and how performance appraisals identify training needs. Primary and secondary data was collected through surveys, interviews and company reports. Statistical analysis tools like frequency tests and correlation were used to analyze the data and identify significant factors related to effective training. The findings provide insight into employee attitudes towards training and how skills are applied. In conclusion, training at BSNL is found to be effective but some aspects could be improved.
Revolutionary effect of training on employees perfomance in scbProfesseur Javed
Dear Students, Bonjour, Here It's me Prof.Saghir Javed. How are you? How are the things? I hope that everyone is going fantastic with his everyday appointment and commitment to his destined life. I wanted to bring your attention over my trivial but impressive achievement that I have endeavoured to write a research report regarding the caption of my MPhil Research Paper which is based on Revolutionary Effect of Training on Employees Performance of SCB so that I can get acquainted to the process of training and can get the school of thought of applying all these strategies effectively to mart Analysis Matrix.
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.
The document discusses a study on job satisfaction of employees at Barath Building Construction (I) Pvt Ltd. It includes an introduction, objectives of the study, research methodology and limitations. The theoretical outlook discusses factors determining job satisfaction like nature of work, pay, relationships and growth opportunities. It also outlines consequences of job dissatisfaction like increased turnover and conflicts.
This document summarizes a study on employee motivation at Bharath Sanchar Nigam Limited (BSNL), a state-owned telecommunications company in India. The study used a survey methodology with a questionnaire to collect primary data from 100 BSNL employees in Kadapa. The findings showed that employees are highly motivated by job security, relationships with coworkers, safety measures, and a congenial work environment. However, financial incentives and opportunities for career growth provided somewhat lower motivation. The document concludes with suggestions to improve employee empowerment, benefits, and career planning to further enhance motivation.
The document is a project report on measuring the effectiveness of training at Surat People's Co-operative Bank Ltd. It includes an introduction to the banking industry and company profile. The research methodology section outlines a study conducted through questionnaires to evaluate various aspects of training such as topics covered, quality, and usefulness. Data analysis uses tools like percentage and charts. The findings suggest that training meets objectives of improving employee skills, knowledge, and motivation. Recommendations are made to further enhance training effectiveness.
This document is a summer training report submitted by Amrinder Singh, an MBA student at Surajmal College of Engineering and Management, for their internship at Axis Bank. The report includes declarations by the student and faculty guide, acknowledgements, preface, and outlines of upcoming chapters which will cover the introduction, literature review, company profile of Axis Bank, training and development practices at Axis Bank, research methodology, data analysis, findings, suggestions and conclusions.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
- The document discusses a study comparing performance appraisal and organizational climate dimensions between ICICI Bank and Punjab National Bank in India.
- The study found that employees at ICICI Bank perceived the organizational climate to be better than at Punjab National Bank.
- Perceptions of whether the appraisal system helped identify training needs differed significantly based on age and qualifications but not work experience.
- Perceptions of the preferred type of appraisal (trait-based vs. performance-based) differed significantly based on qualifications but not age or work experience.
This document summarizes a study on stress among employees in the business process outsourcing (BPO) sector in Ahmadabad, India. It finds that the rapid growth of the BPO sector has provided many job opportunities but also subjects employees to long hours, repetitive tasks, and strict deadlines, leading to increased stress, health issues, and absenteeism. A literature review shows previous studies found high stress levels linked to performance reviews and incentives. The document also discusses the impact and growth of the BPO sector in India, finding it contributes significantly to the economy and employment but also places pressure on workers.
The Effect of Human Resources Practice on the Job Satisfaction of Employees a...inventionjournals
HRM practices are factors that need attention in the organization, and fundamental to be able to create work and achievement of organizational goals. Policies and practices that were able to overshadow every member of the organization will bring members of the organization or employee satisfaction. Otherwise, with the satisfaction of members of the organization to the policies and practices that can reduce absenteeism, lower turnover rate of employees, and can increase the productivity of the organization as a result of increasing individual productivity. The demand for the development of human resources are getting more quality driven by advances in technology, trade and so are likely to require professionalism and quality of human resources of the organization. For the Human Resources management presence is needed by organizations both governmental organizations and private organizations. This research is use a primary research are including data collected by the researchers, research instruments were questionnaires. This research was conducted during October 2012 to January 2013, where the object of this study is LPMP in North Maluku Province was located in the city of Tidore Islands and the subjects of this study were employees. The population in this study is amounted on 57 people. The results also show that the compensation has a dominant influence on employee satisfaction. HRM practices in LPMP North Maluku province, such as placement, remuneration, career opportunities, training and development, then performance assessment are good enough and simultaneously significant effect on employee satisfaction LPMP in North Maluku provinces
The document summarizes a study on the recruitment and selection process at Coromandel International Limited, an India-based fertilizer company. It includes an introduction describing the importance of recruitment and selection for organizational success. It then outlines the objectives, methodology, data analysis, findings, and recommendations of the study focused on evaluating Coromandel's current processes and identifying areas for improvement.
Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia...YogeshIJTSRD
To improve the performance of company employees, it is also necessary to increase the ability to work through increased education, both formal education and training planned by the company for employees.Employees who have good potential value can come from within the company and from outside the company so that employee performance can be maintained in the future.Partially it can be explained that the effect of the incentive variable X1 on performance Y is 23.60 and it is still influenced by the motivation factor X2 and other factors not included in this study called the epsilon factor e .Partially it can also be explained that the motivation variable X2 has an influence on the performance variable Y by 5.44 and there are still other variables not included in this study besides the incentive variable X1 .Based on the results of data analysis, it can be explained that the effect of the incentive variable X1 and the motivation variable X2 simultaneously or together can be explained as having an effect of 36.61 which can be seen from the magnitude of F. count of 3.661. Helmud Fransiscus Sitanggang | Silvia Winda Sari Lbn. Raja | Edward A. Lbn. Raja "Effect of Incentives and Motivation on Employee Performance in Pt. Sinar Asia Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38748.pdf Paper URL: https://www.ijtsrd.com/management/organizational-behaviour/38748/effect-of-incentives-and-motivation-on-employee-performance-in-pt-sinar-asia-medan/helmud-fransiscus-sitanggang
This document provides information about Price & Buckland India Pvt Ltd, including:
1. Price & Buckland is a leading school uniform and sportswear manufacturer based in Delhi, India and partnered with their parent company in the UK, having over 50 years of experience.
2. They design, produce, and supply customized uniforms and sportswear to schools and universities across India, the Middle East, and Europe from their factory in Delhi.
3. Their core principles are providing high quality, affordable uniforms with excellent customer service while being socially responsible.
The document reviews literature on employee attrition and retention. It discusses how some turnover can be functional by replacing senior employees with junior ones. While turnover has costs, some solutions to problematic turnover include improving selection and training, increasing pay and benefits, and enhancing job satisfaction.
This document is a report submitted by Sindhuja V to fulfill requirements for a Master of Business Administration degree. The report focuses on employee absenteeism at Coromandel International Limited in Visakhapatnam, India. It examines the issue of absenteeism based on employee motivation levels. The report includes an introduction, company profile, literature review, data analysis, findings, and recommendations. The objective is to analyze the impact of motivation on employee absenteeism at Coromandel International Limited.
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
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
This study analyzed the effectiveness of employee training and development at Ahill Apperal exports (p) limited in Tirupur, Tamilnadu. A survey was conducted of 50 employees to understand their satisfaction with training programs and how training helps communication and improves productivity. Statistical analysis found a significant relationship between how training aids communication and its importance. While employees were satisfied overall, management could improve training practical sessions to better develop skills. The study aims to help management design effective training to enhance employee performance.
A LITERATURE REVIEW ON TRAINING DEVELOPMENT AND QUALITY OF WORK LIFELisa Brewer
The document discusses training and development and its relationship to quality of work life. It begins by defining training as the systematic development of knowledge, skills, and attitudes needed to perform a job adequately. Development is described as a continuous process that leads to qualitative and quantitative advancements, especially at the managerial level. Training and development programs help improve employee behavior and attitude, and boost morale. They are important for organizations to study as they positively impact growth. The literature review then examines objectives of training and development for individuals, organizations, functional areas, and society.
A study on_the_factors_influencing_the_effectiveness_of_internship_traininSheham Aliyar
The document discusses a study on the factors influencing the effectiveness of internship training programs for students at an Advanced Technological Institute in Colombo, Sri Lanka. It aims to measure the effectiveness of the internship program and identify factors leading to ineffectiveness. Data was collected through questionnaires and interviews with 50 past interns and analyzed using statistical methods. The findings show the factors influencing effectiveness were at a moderate level, with variables like training need analysis, resource personnel, trainer/trainee commitment, training methods, and evaluation all contributing. The key recommendation is to focus more on these factors when designing internship programs to achieve a higher level of effectiveness.
The document is a study that analyzes training practices and their impact on employee productivity at Life Insurance Corporation (LIC) in India. It reviews literature on training and development. LIC provides various training programs for employees, including standard programs, role orientation courses, and sales training. The study aims to examine differences in employee perceptions of training based on gender, designation, and education level. A questionnaire was administered to 250 LIC employees, and statistical analysis was used to analyze the data. The results show that employee training at LIC is average and perceptions do not differ significantly based on demographics. Recommendations include ensuring all employees receive necessary training and properly analyzing training's contribution to organizational effectiveness.
This document provides an overview of training need analysis (TNA) in organizations. It begins with an acknowledgement section thanking various parties for their support and contributions. It then includes an executive summary, introduction on TNA, purpose of TNA in organizations, objectives of the study, training methods, research methodology, data analysis, limitations and conclusion sections. The introduction defines TNA and discusses its importance in identifying training gaps. The purpose section outlines how TNA helps prioritize training, improve performance, and justify training investments. The document also reviews relevant literature on approaches and challenges to TNA.
- The document discusses a study on the impact of training on worker motivation and job involvement in banks in Pakistan. It analyzes data collected through questionnaires from bank employees in Multan.
- Statistical analysis found a positive relationship between training and both motivation and job involvement. Training explained 28.4% of the variation in motivation and 6.7% of the variation in job involvement.
- The study concludes that training programs help inspire workers and improve their ability to achieve goals in the banking sector. Regular training is important for both employees and organizational performance.
A Study of Performance Appraisal and Dimensions of Organizational climate in ...paperpublications3
Abstract: The business organizations are attaching great importance to human resource because human resources are the biggest source of competitive advantage and have the capability of converting all the other resources in to product / service. The effective performance of this human resource depends on the type of HRD climate that prevails in the organization, if it is good the employee’s performance will be high but if it is average or poor than the performance will be low. The study of performance appraisal and HRD climate is very important for all the organization and the banking sector is not an exception, especially in the present situation of financial recession. The present study is an attempt to find out the importance of performance appraisal and the types of HRD climate that is prevailing in ICICI Bank and Punjab National Bank. The Researcher has also tried to find out the difference in the perception of the employees regarding performance appraisal and HRD climate on the basis of age, qualification and work experience. The researcher collected the data from the employees of the officer cadre of ICICI Bank and Punjab National Bank through a structured questionnaire. The data were analyzed using several statistical tools such as Chi-square test, Z test, Percentage, T test. The result shown that the HRD climate in ICICI Bank is better than the Punjab National Bank. The perception of the employees regarding appraisal system helps in identifying training needs do not differs significantly on the basis of work experience but it differs significantly on the basis of age and qualifications .The perception of the employees regarding kinds of appraisal preferred do not differs significantly on the basis of age and work experience but it differs significantly on the basis of qualifications.
1) The document reviews a study on training and development practices at NTPC Ltd in Ramagundam, India. It discusses how training helps employees better perform their jobs and develop skills that are useful to the organization.
2) The authors find that NTPC conducts mandatory training for all employees and has an employee development center that provides training. Employees agree that the training improves their skills and abilities to perform tasks.
3) The conclusion suggests that on-the-job training is valuable for clear understanding of roles. Regular training attendance benefits both employees and the organization.
Study on effectiveness of training and developmentAnoop Voyager
The document discusses the effectiveness of training and development programs at SV ltd. It begins by introducing the topic and defining key terms like training and development. It then states the research problem as analyzing and evaluating the effectiveness of training programs at Srivirad Systems and Services in Chennai. The objectives of the study are then outlined. The methodology, concepts, need for the study, and chapter outline are also summarized.
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
This document outlines a survey conducted on training and development at Bharat Sanchar Nigam Limited (BSNL), a state-owned telecommunications company in India. It includes an introduction to the importance of training and development in the telecom sector and at BSNL specifically. The document then describes the methodology of the survey, which involved collecting both primary and secondary data. Statistical tools like frequency tests and correlation were used to analyze the data. The findings identified factors that positively and negatively impacted the effectiveness of training at BSNL. In conclusion, the training programs were found to be effective but in need of some improvements.
This document summarizes a research paper that examines training and development practices in public and private banks in Kenya and India. The paper aims to analyze problems in training and development and suggest improvements. It reviews literature on training and development and establishes the need for the study. The objectives are to examine the role of training in empowering employees, compare policies for human resource development, study training methods, and understand employee attitudes toward training. Hypotheses are that employee characteristics are unrelated to training empowerment and sectors differ in human resource policies. The research design is an exploratory survey comparing managers and employees in both countries' banking industries. Data collection methods include questionnaires, interviews, and documents. Statistical analysis includes measures of central tendency, t-tests
Importance of Skill development and Training Sampledissertationprime
This summary provides an overview of the key points from the document in 3 sentences:
Training and skills development are important for improving employee and organizational performance according to the literature. It enhances self-efficacy, motivation, knowledge and skills, which leads to higher quality services, customer satisfaction, and financial benefits. The literature establishes that training is crucial for efficient human resource management, corporate reputation, and long-term organizational sustainability in competitive environments.
The document discusses the importance of training and development for employees and organizations. It makes the case that in a rapidly changing society, training and development are necessary for organizations to maintain a knowledgeable workforce. It defines key terms like training, which aims to improve current job performance, and development, which helps individuals grow and prepares them for larger responsibilities. An effective training system is systematic, improves skills for new technologies/methods, and improves employee performance and productivity. Regular needs assessments are important to identify what training is needed. The goals of training and development programs are to improve workforce quality, enhance employee growth, prevent obsolescence, assist new employees, and improve health and safety.
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.
Effective Training Creates People And OrganizationA Study On NALCO.Gagan Gouda
The document discusses training and development in organizations. It notes that learning organizations develop their workforce through training programs focused on creativity and innovation. Training provides an opportunity to expand all employees' knowledge. The document outlines various analyses organizations conduct regarding training, including needs assessments. It discusses evaluating training for efficiency and effectiveness. Training benefits include intangible rewards for employees and increased retention. The conclusion proposes researching the differential impact of training on supervisors versus subordinates and male versus female employees through a survey at NALCO.
This document provides an overview of training and development at Bharat Sanchar Nigam Ltd (BSNL), an Indian state-owned telecommunications company. It includes sections on the importance of training in the telecommunications sector due to rapid technological changes. It also describes BSNL's training programs, objectives, and importance. The document outlines that BSNL spends over 100 crore annually on training through various regional training institutes to develop employees' technical and managerial skills to meet goals and adapt to an evolving industry.
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Presenting, Analysis and Interpretation of Findings Regarding Training and Development in ICICI Bank and Punjab National Bank
1. ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management
Vol. 2, Issue 1, pp: (1-8), Month: January - March 2015, Available at: www.paperpublications.org
Page | 1
Paper Publications
Presenting, Analysis and Interpretation of
Findings Regarding Training and
Development in ICICI Bank and Punjab
National Bank
1
Subhash Chander, 2
Dr. Suresh Dhaka
Assistant Professor (Business Administration Department) – Faculty of Commerce,
SNKP Govt. P.G. College Neem Ka Thana (Sikar), Rajasthan, India.
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.
Keywords: Human Resources Development, Training and Development
I. INTRODUCTION
Training and development is the most important subsystem or element of human resource development. It concerns
increasing improving, enhancing and modifying employees and managers skills, abilities capabilities and knowledge to
enable current and future jobs to be more effectively conducted these desirable achievements are likely to increase an
individual‟s as well as an organization‟s growth and performance. Generally there are two main ways for conducting
training and development programmes. first in house training and development designed initiative that are conducted
within the organization which could be directly on the job experience .A second way for conducting training and
development programmes is off the job or out of house training and development designed that is conducted outside the
organizations through external providers who will be responsible for evaluating training and development effectiveness
through many objectives. These outcomes are likely to embrace such topics as developing the skills and abilities of
employees and managers to improve their performance, familiarizing employees and managers with new systems,
procedures and methods of working helping employees and new starters to become familiar with the requirements of
particular jobs in the organizations and guiding the organization to improve customers service satisfaction and total
quality in the organization. According to ARMSTRONG (1996) “Training is the systematic modification of behaviour
through learning which occurs as a result of education, instruction, development and planned experienced”.
2. ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management
Vol. 2, Issue 1, pp: (1-8), Month: January - March 2015, Available at: www.paperpublications.org
Page | 2
Paper Publications
II. REVIEW OF LITERATURE
According to the Michel Armstrong, “Training is systematic development of the knowledge, skills and attitudes required
by an individual to perform adequately a given task or job”. (Source: A Handbook of Human Resource Management
Practice, Kogan Page, 8th Ed., 2001)
According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an employee for doing a
particular job.” (Source: Personnel Management, McGraw Hill; 6th Edition, 1984)
The term „training‟ indicates the process involved in improving the aptitudes, skills and abilities of the employees to
perform specific jobs. Training helps in updating old talents and developing new ones. „Successful candidates placed on
the jobs need training to perform their duties effectively‟. (Source: Aswathappa, K. Human resource and Personnel
Management, New Delhi: Tata Mcgraw-Hill Publishing CompanyLimited, 2000, p.189)
The principal objective of training is to make sure the availability of a skilled and willing workforce to the organization.
In addition to that, there are four other objectives: Individual, Organizational, Functional, and Social.
Riozual Hasan Siddiqui “Measures or making training and development programmes more effective and efficient in
human resource development.” In this paper he discussed that the most valuable assets of an organization consists of its
human resources. Every aspect of a firm‟s activities is determined by the competency, motivation and general
effectiveness of its human organization of all the tasks of management managing etc. Recruiting, maintaining and
developing the human component is the central and most important task, because all else depend upon how well it is done.
In this paper an attempt is made as how to ensure the right kind of people at the right place, at the right time through
proper selection and training to do the things, which result in both the organization and individual receiving the maximum
long range benefit.
Raman and Jeelan Bush, Study attempts to know the most important human resource management practices such as
employee training and development programmes , wage and salary administration practices, employee welfare measures
and also employer –employee relations prevailing in the bank. Studies indicated that the majority of selected personal
stated a favorable opinion about training methods, materials, quality of faculty in the institutes where the employees
underwent training. However the physical facilities at different training centers were not up to expectation of few people.
In case of the opinion about method of salary fixation, majority of respondents were under dilemma and hence expressed
that method of salary fixation was neither too good nor too bad.
III. RESEAERCH OBJECTIVE
* To study the training and development system in both the banks.
* To know the training set up in ICICI Bank.
* To know the training set up in Punjab National Bank.
* To know the perception of the officers of both the banks about training and development.
IV. RESEARCH METHODOLOGY
The present study is focusing on training and development in ICICI Bank and Punjab National Bank. The present study is
based on primary data collected from the 200 officer‟s cadre employees respondent of ICICI Bank and Punjab National
Bank through questionnaire. A set of four questions were asked from respondents to determine their satisfaction from
training activities. The respondents were asked to give an account of their satisfaction from training activities and their
performance regarding inside or outside training. They were asked to rate the usefulness of the training and how training
helps in job enrichment. The collected data is duly edited, classified and analyzed by using Hypothesis Technique.
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V. ANALYSIS OF DATA
The analysis is done on the responses of the sampled employees working in ICICI Bank and PNB. The data was analyzed
on the basis of age, qualification and work experience of the respondents.
Table No. 1 Satisfaction with the training activities on the basis of age in ICICI Bank and Punjab National Bank
Age Response Total
Yes No
Below 45 years ICICI Bank
PNB
Total
184(100%) 0(.0%) 184(100%)
44(97.8%) 1(2.2%) 45(100%)
228(99.6%) 1(.4%) 229(100%)
Above 45 years ICICI Bank
PNB
16(100%) 0(.0%) 16(100%)
136(87.7%) 19(12.3%) 155(100%)
Total 152(88.9%) 19(11.1%) 171(100%)
Sources: - Data collected through Questionnaire.
Table No.1 shows the perception of the respondents of ICICI Bank and PNB about satisfaction with the training activities
on the basis of age below 45 years and above 45 years. The fisher test is applied in this table .The fisher‟s exact test value
in the below 45 years age group is .197. The significant value is > 0.05 so there is no significant difference in the opinion
of the respondents of ICICI Bank and PNB about satisfaction with the training activities. The fisher‟s exact test value in
above 45 years age group is .222. The significant value is > 0.05 so this is indicate that there is no significant difference in
the opinion of the respondents of ICICI Bank and PNB about satisfaction with the training activities.
Table No. 2 Satisfaction with the training activities on the basis of qualifications in ICICI Bank and Punjab National Bank
Age Response Total
Yes No
Graduate ICICI Bank
PNB
Total
56(100%) 0(.0%) 56(100%)
78(85.7%) 13(14.3%) 91(100%)
134(91.2%) 13(8.8%) 147(100%)
Postgraduate ICICI Bank
PNB
144(100%) 0(.0%) 144(100%)
102(93.6%) 7(6.4%) 109(100%)
Total 246(97.2%) 7(2.8%) 253(100%)
Sources: - Data collected through Questionnaire.
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Table No.2 shows the perception of the respondents of ICICI Bank and PNB about satisfaction with the training activities
on the basis of qualification. The fisher test is applied in this table .The fisher‟s exact test value is .002 who have graduate
qualification. The significant value is < 0.05 so there is significant difference in the opinion of the respondents of ICICI
Bank and PNB about satisfaction with the training activities. The fisher‟s exact test value is .002 who has postgraduate
qualification. The significant value is < 0.05 so this is indicate that there is significant difference in the opinion of the
respondents of ICICI Bank and PNB about satisfaction with the training activities.
Table No. 3 Satisfaction with the training activities on the basis of work experience in ICICI Bank and Punjab National Bank
Age Response Total
Yes No
Less than 10 years
ICICI Bank
PNB
Total
160(100%) 0(.0%) 160(100%)
38(95%) 2(5%) 40(100%)
198(99%) 2(1%) 200(100%)
More than 10 years
ICICI Bank
PNB
40(100%) 0(.0%) 40(100%)
142(88.8%) 18(11.2%) 160(100%)
Total 182(91%) 18(9%) 200(100%)
Sources: - Data collected through Questionnaire.
Table No.3 shows the perception of the respondents of ICICI Bank and PNB about satisfaction with the training activities
on the basis of work experience. The fisher test is applied in this table .The fisher‟s exact test value is .039 who have work
experience less than 10 years. The significant value is < 0.05 so there is significant difference in the opinion of the
respondents of ICICI Bank and PNB about satisfaction with the training activities. The fisher‟s exact test value is .027
who have work experience more than 10 years. The significant value is < 0.05 so this is indicate that there is significant
difference in the opinion of the respondents of ICICI Bank and PNB about satisfaction with the training activities.
Table No. 4 Preference of types of training classified on the basis of age in ICICI Bank and PNB
Age Faculty Total
Inside Outside
Below 45 years ICICI Bank
PNB
Total
128(69.6%)
21(46.7%)
149(65.1%)
56(30.4%)
24(53.3%)
80(34.9%)
184(100%)
45(100%)
229(100%)
Above 45 years ICICI Bank
PNB
Total
12(75%)
118(76.1%)
130(76%)
4(25%)
37(23.9%)
41(24%)
16(100%)
155(100%)
171(100%)
Sources: - Data collected through Questionnaire.
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Table No.4 shows the opinion of the respondents of ICICI Bank and PNB about preference of types of training on the
basis of age. The chi-square test is applied in this table .The chi-square test value in the group of age below 45 years is
.005. The significant value is < 0.05 so there is significant difference in the opinion of the respondents of ICICI Bank
and PNB about preference of types of training .The chi-square test value in the group of age above 45 years is 1.000.
The significant value is > 0.05 so this is indicate that there is no significant difference in the opinion of the respondents
of ICICI Bank and PNB about preference of types of training.
Table No. 5 Preference of types of training classified on the basis of qualification in ICICI Bank and PNB
Age Faculty Total
Inside Outside
Graduate ICICI Bank
PNB
Total
28(50%)
55(60.4%)
83(56.5%)
28(50%)
36(39.6%)
64(43.5%)
56(100%)
91(100%)
147(100%)
Postgraduate ICICI Bank
PNB
Total
112(77.8%)
84(77.1%)
196(77.5%)
32(22.2%)
25(22.9%)
57(22.5%)
144(100%)
109(100%)
253(100%)
Sources: - Data collected through Questionnaire.
Table No. 5 shows the opinion of the respondents of ICICI Bank and PNB about preference of types of training on the
basis of qualification. The chi-square test is applied in this table .The chi-square test value in the group of graduate
qualification is .234. The significant value is > 0.05 so there is no significant difference in the opinion of the respondents
of ICICI Bank and PNB about preference of types of training. The chi-square test value in the group of postgraduate
qualification is 1.000. The significant value is > 0.05 so this is indicate that there is no significant difference in the
opinion of the respondents of ICICI Bank and PNB about preference of types of training.
Table No. 6 Preference of types of training classified on the basis of work experience in ICICI Bank and PNB
Age Faculty Total
Inside Outside
Less than 10 years ICICI Bank
PNB
Total
105(65.6%)
16(40%)
121(60.5%)
55(34.4%)
24(60%)
79(39.5%)
160(100%)
40(100%)
200(100%)
More than 10 years ICICI Bank
PNB
Total
35(87.5%)
123(76.9%)
158(79%)
5(12.5%)
37(23.1%)
42(21%)
40(100%)
160(100%)
200(100%)
Sources: - Data collected through Questionnaire.
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TableNo.6 shows the opinion of the respondents of ICICI Bank and PNB about preference of types of training on the
basis of work experience. The chi-square test is applied in this table .The chi-square test value is .004 who have work
experience less than10 years. The significant value is < 0.05 so there is significant difference in the opinion of the
respondents of ICICI Bank and PNB about preference of types of training. The chi-square test value is .193 who have
work experience more than 10 years. The significant value is > 0.05 so this is indicate that there is no significant
difference in the opinion of the respondents of ICICI Bank and PNB about preference of types of training.
Table No. 7 Usefulness of training program of ICICI Bank and Punjab National Bank classified on the basis of age
Age Response Total
Help in
discharging
duties
Help in
improving job
knowledge
Help in
promotion
None of
them
Below 45 years ICICI
Bank
PNB
Tot
13(7.1%)
1(2.2%)
14(6.1%)
149(81%)
36(80%)
185(80.8%)
22(11.9%)
5(11.1%)
27(11.8%)
0(.0%)
3(6.7%)
3(1.3%)
184(100%)
45(100%)
229(100%)
Above 45 years ICICI
Bank
PNB
Total
0(.0%)
21(13.5%)
21(12.3%)
16(100%)
123(79.4%)
139(81.3%)
0(.0%)
11(7.1%)
11(6.4%)
0(.0%)
0(.0%)
0(.0%)
16(100%)
155(100%)
171(100%)
Sources: - Data collected through Questionnaire.
Table No.7 shows the perception of the respondents of ICICI Bank and PNB about the usefulness of training program
conducted by the bank on the basis of age. The Fisher‟s exact test is applied in this table .The Fisher‟s exact test value in
the group of age below 45 years is .016 . The significant value is < 0.05 so there is significant difference in the opinion of
the respondents of ICICI Bank and PNB about the usefulness of training program conducted by the bank. The Fisher‟s
exact test value in the group of age above 45 years is .170. The significant value is > 0.05 so this is indicate that there is
no significant difference in the opinion of the respondents of ICICI Bank and PNB about usefulness of training program
conducted by the bank.
Table No. 8 Usefulness of training program of ICICI Bank and Punjab National Bank classified on the basis of qualifications.
Age Response Total
Help in
discharging
duties
Help in
improving job
knowledge
Help in
promotion
None of
them
Graduate ICICI Bank
PNB
Total
12(21.4%)
14(15.4%)
26(17.7%)
44(78.6%)
67(73.6%)
111(75.5%)
0(.0%)
7(7.7%)
7(4.8%)
0(.0%)
3(3.3%)
3(2%)
56(100%)
91(100%)
147(100%)
Postgraduate ICICI Bank
PNB
Total
1(0.7%)
8(7.3%)
9(3.6%)
121(84%)
92(84.4%)
213(84.2%)
22(15.3%)
9(8.3%)
31(12.3%)
0(.0%)
0(.0%)
0(.0%)
144(100%)
109(100%)
253(100%)
Sources: - Data collected through Questionnaire
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Table 5.11 shows the perception of the respondents of ICICI Bank and PNB about the usefulness of training program
conducted by the bank on the basis of educational qualification. The Fisher‟s exact test is applied in this table .The
Fisher‟s exact test value in the group of graduate qualification is .066. The significant value is >0.05 so there is no
significant difference in the opinion of the respondents of ICICI Bank and PNB about the usefulness of training program
conducted by the bank. The Fisher‟s exact test value in the group of postgraduate qualification is .005. The significant
value is < 0.05 so this is indicate that there is significant difference in the opinion of the respondents of ICICI Bank and
PNB about usefulness of training program conducted by the bank.
Table No. 9 Usefulness of training program of ICICI Bank and Punjab National Bank classified on the basis of work
experience.
Age Response Total
Help in
discharging
duties
Help in
improving job
knowledge
Help in
promotion
None of
them
Lessthan10years ICICI
Bank
PNB
Total
12(7.5%)
1(2.5%)
13(6.5%)
127(79.4%)
34(85%)
161(80.5%)
21(13.1%)
3(7.5%)
24(12%)
0(.0%)
2(5%)
2(1%)
160(100%)
40(100%)
200(100%)
More than 10years ICICI Bank
PNB
Total
1(2.5%)
21(13.1%)
22(11%)
38(95%)
125(78.1%)
163(81.5%)
1(2.5%)
13(8.1%)
14(7%)
0(.0%)
1(0.6%)
1(0.5%)
40(100%)
160(100%)
200(100%)
Sources: - Data collected through Questionnaire
Table No.9 shows the perception of the respondents of ICICI Bank and PNB about the usefulness of training program
conducted by the bank on the basis of work experience. The Fisher‟s exact test is applied in this table .The Fisher‟s exact
test value in the group of having work experience less than 10 years is .043. The significant value is < 0.05 so there is
significant difference in the opinion of the respondents of ICICI Bank and PNB about the usefulness of training program
conducted by the bank. The Fisher‟s exact test value in the group of having work experience more than 1o years is .092.
The significant value is > 0.05 so this is indicate that there is no significant difference in the opinion of the respondents
of ICICI Bank and PNB about usefulness of training program conducted by the bank.
VI. SUGGESTIONS
To improve the training program in the ICICI Bank and PNB the following steps should be taken immediately.
1. Training systems of banks to focus on creation of talent pool of officers in critical areas like Treasury, Corporate
Credit , International Banking , Social Banking , Technology , Risk Management , Marketing , Infrastructure
Financing , Financial Inclusion, etc. Internal certification of training programmes to be introduced to build talent
pool.
2. Training colleges of individual banks to be upgraded as centres of excellence with mandate to carry out in – house
research provide learning support to the management and are responsible for continuing education efforts.
3. Training strategy to focus on staff working in rural areas and women employees and priority to be accorded for
regular in –house training to rural staff.
4. E-Learning and other alternate delivery channels for learning to be extensively used for training and learning.
5. Linkage between training and operations to be improved by proper training need analysis and evaluation of
effectiveness of training , focus to understand world class practices and changing requirements of customers.
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6. Functional heads to be accountable for training and development of cadre of officers in their area.
7. Internal processes in training such as faculty selection process, training of faculty, introduction of core faculty in
some key areas of management, top management support, etc. to be improved.
8. Training of newly recruited officers to be strengthened and re-vitalized. Two years training to be made mandatory
for these officers to provide systematic exposure to all aspects of banking. During training period, they should not be
posted in regular jobs.
9. Role related training to be made compulsory for all executives in Scale IV and above. Objective is to develop
leadership, decision making, risk management skills, etc. Leadership training to precede posting to senior levels,
after the promotion decision is taken. This is meant for understanding the role, developing the skills and
competencies required to perform the role.
10. External and overseas training to be aligned to a clearly laid down talent management strategy.
11. Every bank to develop a training policy. Policy to include mechanisms for ensuring that training inputs are properly
used.
12. Performance of every employee undergone training should be evaluated so as to get improved quality of training
activities, improve ability of the trainers to relate inputs to outputs and know their understanding about the training
program conducted .
VII. CONCLUSION
The training system in banks plays a very important role in the success of organization. If the training system is good
than the employees will contribute their maximum for the achievement of the organizational objectives. The result of the
present study show that in both the banks the respondents are satisfied with training activities and they are also in favour
of outside faculty. The mostly respondents of both the banks are opinion that training helps in improving job knowledge.
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Communication and Leadership Skills.
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Development.
[3] Kurt Kraiger, (2001), Creating, implementing and managing effective training and development: State -of-the-Art
Lessons for practice.
[4] KaliyamA.Islam and EdwardA.Trolley,(2006), Developing and Measuring Training the six sigma way:A Business
Approach to Training and Development.
[5] C. S. Sanker, "HRD in Banking Industry", Indian Journal of Training and Development, Jan-March, 1984
[6] Len Nadler, "HRD Helping Managers to Solve Problems", Training and Development Journal, January, 1981.
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