The document discusses employee training and development at State Bank of India. It begins by defining training and development, explaining their purposes and differences. It then discusses the need for and importance of training and development in improving employee skills, motivation, productivity and the organization. It outlines the objectives and types of training, including e-learning. Specifically, it describes State Bank of India's e-learning portal called Gyanodaya, which employees can use to access training materials, updates and other work-related information online.
A STUDY ON EMPLOYEE RETENTION IN EDUCATION SECTOR IN INDIAIAEME Publication
The research project entitled ‘Employee retention’ is an attempt to understand the opinion and attitudes of the various categories of employees of the SriSairam Hr. Sec. School, Prof Dhanapalan College for Arts and Science, Sri Krishna Engineering College towards the employee retention in the institution. It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of education sector. This inquiry however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching personnel are the respondents.
This document provides an overview of women entrepreneurs in India. It defines women entrepreneurs as women who own and control business enterprises. It outlines the qualities, functions, problems and remedies related to women entrepreneurs. It also discusses the growth of women entrepreneurs in India, steps taken by the government to support them, important associations, statistical data, and stories of successful women entrepreneurs. The recent trend is that more women are participating in business and decision making in India.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
The document discusses women entrepreneurship in India. It defines women entrepreneurs and their characteristics, including being imaginative, hard working, and able to take risks. It outlines the importance of promoting women entrepreneurs for economic and social development. Common reasons women become entrepreneurs include a desire for independence, confidence, and freedom. The document also discusses challenges faced by women entrepreneurs in India as well as government and private support programs available.
Projec report on training and development project from reliance moneyVipul Sachan
The document provides an overview of training and development at Reliance Money. It discusses traditional and modern approaches to training, defining training as a learning process to enhance employee performance. The scope of the study is on training practices and modules at Reliance Money to judge knowledge enhancement and feedback effectiveness. The objectives are to examine the impact of training on skill development, changes in behavior and output.
This document discusses the rise of internet banking in India. It provides background on drivers of change like improving customer access and reducing costs. It notes that while internet banking is growing in India, many banks still only offer basic services. Emerging challenges include growing customer expectations and global competition. Key concerns for internet banking are security and privacy. The current scenario in India sees banks adopting more IT solutions to meet customer needs in the growing market.
This document is a study on employee absenteeism conducted at Seoyon E-Hwa Automotive India Private Limited. It was submitted by Sangavi P to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce Honours degree. The study examines the causes and costs of absenteeism as well as measures that can be taken to control it. It provides background on absenteeism and defines it as the failure of an employee to report to work when scheduled. High absenteeism can decrease productivity and increase costs through lost work time and overtime pay. Common causes include job dissatisfaction, personal issues, and medical problems. The study aims to understand absenteeism at Seoyon E
the women are creating a new world where they can say that yes we are the one who also start there business and become a successful entrepreneur or start up..
A STUDY ON EMPLOYEE RETENTION IN EDUCATION SECTOR IN INDIAIAEME Publication
The research project entitled ‘Employee retention’ is an attempt to understand the opinion and attitudes of the various categories of employees of the SriSairam Hr. Sec. School, Prof Dhanapalan College for Arts and Science, Sri Krishna Engineering College towards the employee retention in the institution. It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of education sector. This inquiry however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching personnel are the respondents.
This document provides an overview of women entrepreneurs in India. It defines women entrepreneurs as women who own and control business enterprises. It outlines the qualities, functions, problems and remedies related to women entrepreneurs. It also discusses the growth of women entrepreneurs in India, steps taken by the government to support them, important associations, statistical data, and stories of successful women entrepreneurs. The recent trend is that more women are participating in business and decision making in India.
A STUDY ON EFFECTIVENESS OF EMPLOYEE’S TRAINING AND DEVELOPMENT IN RANE BRAK...IAEME Publication
This paper deals with “A Study On Effectiveness Of Employee’s Training And Development In Rane Brake Lining Limited, Viralimalai, Trichy” Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, behavior etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc. Employee training is important sub-system of Human Resource Development. Employee training is specialized function and is one of the fundamental operative functions for human resource management. Training is the art of increasing the knowledge for doing a particular job. Training is a planned process to modify the attitude, knowledge skill, etc. Through learning to acquire effective performance on activity on range of activities like investment in plant, machinery, and equipment etc., an organization improves its effectiveness to a large extent by investing in its HR for developing their skill, efficiency and motivation.
The document discusses women entrepreneurship in India. It defines women entrepreneurs and their characteristics, including being imaginative, hard working, and able to take risks. It outlines the importance of promoting women entrepreneurs for economic and social development. Common reasons women become entrepreneurs include a desire for independence, confidence, and freedom. The document also discusses challenges faced by women entrepreneurs in India as well as government and private support programs available.
Projec report on training and development project from reliance moneyVipul Sachan
The document provides an overview of training and development at Reliance Money. It discusses traditional and modern approaches to training, defining training as a learning process to enhance employee performance. The scope of the study is on training practices and modules at Reliance Money to judge knowledge enhancement and feedback effectiveness. The objectives are to examine the impact of training on skill development, changes in behavior and output.
This document discusses the rise of internet banking in India. It provides background on drivers of change like improving customer access and reducing costs. It notes that while internet banking is growing in India, many banks still only offer basic services. Emerging challenges include growing customer expectations and global competition. Key concerns for internet banking are security and privacy. The current scenario in India sees banks adopting more IT solutions to meet customer needs in the growing market.
This document is a study on employee absenteeism conducted at Seoyon E-Hwa Automotive India Private Limited. It was submitted by Sangavi P to the University of Madras in partial fulfillment of the requirements for a Bachelor of Commerce Honours degree. The study examines the causes and costs of absenteeism as well as measures that can be taken to control it. It provides background on absenteeism and defines it as the failure of an employee to report to work when scheduled. High absenteeism can decrease productivity and increase costs through lost work time and overtime pay. Common causes include job dissatisfaction, personal issues, and medical problems. The study aims to understand absenteeism at Seoyon E
the women are creating a new world where they can say that yes we are the one who also start there business and become a successful entrepreneur or start up..
Introduction, features of women entrepreneurship, why women become entrepreneurs, qualities, tips for women entrepreneurs, facilitating factors, opportunities, challenges, problems, remedial measures, steps taken by government, training programs, supporting agencies and about some famous women entrepreneurs
Employee motivation is necessary to increase employee performance and help organizations achieve their objectives. As personnel management's basic job is to effectively utilize human resources, managers must motivate employees by ensuring their needs and aspirations are satisfied through their work. Motivation involves harnessing employees' latent needs in a way that benefits the organization. It is crucial for managers to motivate subordinates and create a willingness to work, as nothing can be achieved if employees are unwilling despite their capabilities. Managers must appropriately use motivation techniques to enthuse employees to follow them.
A project report on training and developmentProjects Kart
This document discusses training and development in organizations. It begins by defining training and development as processes for imparting skills, knowledge, and abilities to employees. It distinguishes between training, education, and development. Training refers to specific skills, education is theoretical classroom learning, and development provides general knowledge and attitudes to help employees grow into higher positions. The document outlines the objectives of training as developing competencies, helping employees grow within the organization, and reducing learning times for new roles. It discusses various inputs that should be included in training, such as skills, education, development, ethics, and decision-making skills. Finally, it outlines the benefits of training and development for both organizations and individuals.
The document discusses training and development programs and their impact on employee performance and productivity. It begins by defining training and development and their objectives for both employees and organizations. It then outlines the research methodology used in a study, which included questionnaires distributed to 25 employees. The analysis found that most employees are actively involved in training and feel it helps boost skills, morale, and achieve goals. Training sessions typically last 1-3 hours and include both on-the-job and off-the-job components. The document concludes that regular training leads to improved employee performance and productivity.
Capital structure Analysis of Indian Oil Corporation Limited (IOCL)Kangkan Deka
The document discusses the capital structure analysis of Indian Oil Corporation Limited (IOCL). It provides background information on IOCL, describing it as India's largest company by sales. The document outlines IOCL's vision, mission and values. It then discusses the methodology used for the capital structure analysis, which involves analyzing data from IOCL's annual reports. Various components of IOCL's capital structure are examined, including share capital, paid-up capital, long-term debt and leverage ratios.
Comparative Analysis of Financial Products and Services at Standard Chartered...Abhishek Sharma
This document provides information about Standard Chartered Bank, including its history and operations. Some key points:
- Standard Chartered was formed through the merger of The Standard Bank of British South Africa (founded in 1863) and The Chartered Bank of India, Australia and China (founded in 1853).
- It has over 1,200 branches across 56 countries in Asia Pacific, South Asia, Middle East, Africa, UK and Americas.
- The bank serves both consumer and wholesale banking customers, combining local expertise with global reach.
- Standard Chartered has a long history in banking, dating back over 150 years, and is a leading international bank primarily focused on Asia, Africa and the Middle East.
The Institute of Chartered Accountants of India (ICAI) was established in 1949 under the Chartered Accountants Act to regulate the profession of accountancy and provide education and training for chartered accountants; ICAI has over 150,000 members and 520,000 students and works to maintain accounting standards, provide continuing education and engage in other professional development activities; ICAI also aims to align Indian accounting standards with international standards and play an advisory role to the Indian government on financial and economic policy matters.
Challenges Faced By Women Entrepreneurs In IndiaLatha setna
In the current business world, women entrepreneurs are playing a vital role and they have become important part of the economic development and social progress. Development Compared to other countries the development of women entrepreneurship is very low in India. The educated women have to go a long way to achieve equal rights and position because traditions are deep rooted in Indian society where the sociological set up has been a male dominated one. Despite all the social hurdles, Indian women entrepreneurs stand tall from the rest of the crowd and are applauded for their achievements in their respective field. This paper focuses on women entrepreneurs, reasons women become entrepreneurs, the challenges faced by women entrepreneurs and suggestions for the growth of women entrepreneurs.
Project on women enterpreneurship in indiaPoorvee Batra
This document discusses women entrepreneurship in India. It provides background on the history and development of women entrepreneurs in India. Specifically, it notes that women are increasingly participating in business ownership and professional careers. It discusses key traits of successful women entrepreneurs in India, including being ambitious and innovative. The document aims to study women entrepreneurship in India and provide suggestions to further support its growth.
A research on effectiveness of training & development programme at t. t. min...Projects Kart
The document discusses the effectiveness of training and development programs at T.T. Minerals Pvt. Ltd. It begins with an introduction to human resource management and the importance of training employees. It then states the problem as evaluating the effectiveness of T.T. Minerals' training programs. The objectives are to understand the skills needed by employees, evaluate current training programs, understand their impact, and analyze employee satisfaction levels. The scope is the employees of T.T. Minerals and how the study can help the organization. It describes the research design, data sources, sampling methodology, and tools for data collection. Finally, it notes limitations of the study such as constraints of time, cost and sample size.
The impact of employee engagement on organizationVIT-MMS
This document is a research project submitted by Supriya Prakash Dhuri to Vidyalankar Institute of Technology in partial fulfillment of an MMS degree. The project examines the impact of employee engagement on organizational productivity. It includes an introduction, research methodology, company profiles of Ugam, Maxspare Pvt Ltd, Wipro and Larsen & Toubro, a literature review, objectives of the study, data analysis, the impact of employee engagement, reasons to invest in engagement activities, the engagement process, engagement initiatives, conclusions and recommendations. The primary goal is to improve employee retention and build a high performance culture through increased engagement.
The document is a questionnaire about employee attrition. It contains 20 multiple choice and open-ended questions about attrition trends, reasons for attrition, consequences of attrition, and strategies to counter attrition. The questions are aimed at understanding attrition from the perspective of employees at different levels and departments within an organization.
Project on training and development by karan k kamdi (2)Akshay Bhagat
The document is a project report submitted by Karan K Kamdi to his university on a study of training and development of employees at Indorama Synthetics (India) Ltd located in Butibori, Nagpur. The report includes an introduction, certificate of completion signed by his project guide and university director, declaration by the author, acknowledgements, table of contents, and initial chapters on introduction to human resource management, training and development, types of training, and methods of training. The report was submitted to fulfill requirements for an MBA degree at DMIMS university in Nagpur, India.
The document discusses training and development practices at MONDOVI PVT ltd. It finds that the company provides both induction training and soft skills training to employees. Questionnaires are commonly used to evaluate training programs. Post-training evaluations focus on assessing the results and value of training. Most participants feel training benefits them by improving performance and motivation. The evaluations also help identify effective aspects of training and ways to improve.
The document discusses a summer training project report submitted by Keyur M Upadhyay to Shree Sahajanand Institute of Management on the topic of customer perception of gold loans as a source of short-term financing. It includes sections on declarations, certificates, executive summaries, prefaces, acknowledgements, tables of contents, company overviews, descriptions of gold and gold loans, research objectives and methodologies.
A study on stress management of employees at syndicate bankProjects Kart
The document provides an overview of a study on stress management conducted among employees of Syndicate Bank in Hassan, India. The study aimed to [1] assess current stress levels, [2] identify stressors, [3] increase knowledge of stress reduction techniques, [4] apply stress reduction techniques, [5] understand employee stress, and [6] identify effects of stress. A descriptive research methodology was used, collecting primary data through questionnaires and secondary data from various sources. The organizational structure of Syndicate Bank is also outlined.
A study on stress among the employees with special reference to steroid softjohnmathewjpmba
The document discusses stress among employees in the IT industry, specifically at Steroidsoft in Coimbatore. It provides background on human resource management and defines stress. Research was conducted through surveys and interviews to identify sources of stress for employees, especially those aged 20-35. Common causes included long work hours, lack of work-life balance, insufficient involvement in decision making, and an unclear work environment. High stress can negatively impact employee performance, health, and retention. The study aimed to evaluate Steroidsoft's efforts to manage stress and identify additional techniques to help employees better cope with stress.
This document discusses a study on stress management conducted at National Thermal Power Corporation Ltd in Ramagundam, India. It was submitted by K. Rekha Reddy in partial fulfillment of an MBA degree at Kakatiya University, under the guidance of Mr. E. Manohar. The study examines sources of stress both within the organization and for individuals, and consequences of stress. It provides definitions of stress and models for understanding stress and the stress response, including identifying potential stressors at the environmental, organizational, and individual level.
This powerpoint demonstrates a successful internship for Commerce Bank in Kansas City, Missouri. This gives an overall synopsis of the marketing internship. Enjoy!
This document discusses employee motivation in human resource management. It defines motivation as the complex forces that start and keep employees working in an organization. Motivation refers to the urges, drives, and needs that direct and control human behavior. The document outlines the managerial and operative functions of human resource management, including planning, organizing, directing, controlling, employment, development, compensation, and human relations. It emphasizes that motivation is important for effective management and high performance at both the organizational and individual levels.
Training report on Training & Development at VSIPLsunil pandey
This document is a report on summer training at Visual Soft India Private Limited submitted for a Master's degree. It includes declarations by the author and acknowledgements. The report contains 5 chapters that discuss the need for training and development in organizations. It examines the effectiveness of training programs at Visual Soft India Private Limited in developing employee skills. The report analyzes data from a training needs assessment survey and provides findings on the impact of training on employee performance, behavior, and productivity. It also evaluates the cost-effectiveness of training methods used by the company.
Introduction, features of women entrepreneurship, why women become entrepreneurs, qualities, tips for women entrepreneurs, facilitating factors, opportunities, challenges, problems, remedial measures, steps taken by government, training programs, supporting agencies and about some famous women entrepreneurs
Employee motivation is necessary to increase employee performance and help organizations achieve their objectives. As personnel management's basic job is to effectively utilize human resources, managers must motivate employees by ensuring their needs and aspirations are satisfied through their work. Motivation involves harnessing employees' latent needs in a way that benefits the organization. It is crucial for managers to motivate subordinates and create a willingness to work, as nothing can be achieved if employees are unwilling despite their capabilities. Managers must appropriately use motivation techniques to enthuse employees to follow them.
A project report on training and developmentProjects Kart
This document discusses training and development in organizations. It begins by defining training and development as processes for imparting skills, knowledge, and abilities to employees. It distinguishes between training, education, and development. Training refers to specific skills, education is theoretical classroom learning, and development provides general knowledge and attitudes to help employees grow into higher positions. The document outlines the objectives of training as developing competencies, helping employees grow within the organization, and reducing learning times for new roles. It discusses various inputs that should be included in training, such as skills, education, development, ethics, and decision-making skills. Finally, it outlines the benefits of training and development for both organizations and individuals.
The document discusses training and development programs and their impact on employee performance and productivity. It begins by defining training and development and their objectives for both employees and organizations. It then outlines the research methodology used in a study, which included questionnaires distributed to 25 employees. The analysis found that most employees are actively involved in training and feel it helps boost skills, morale, and achieve goals. Training sessions typically last 1-3 hours and include both on-the-job and off-the-job components. The document concludes that regular training leads to improved employee performance and productivity.
Capital structure Analysis of Indian Oil Corporation Limited (IOCL)Kangkan Deka
The document discusses the capital structure analysis of Indian Oil Corporation Limited (IOCL). It provides background information on IOCL, describing it as India's largest company by sales. The document outlines IOCL's vision, mission and values. It then discusses the methodology used for the capital structure analysis, which involves analyzing data from IOCL's annual reports. Various components of IOCL's capital structure are examined, including share capital, paid-up capital, long-term debt and leverage ratios.
Comparative Analysis of Financial Products and Services at Standard Chartered...Abhishek Sharma
This document provides information about Standard Chartered Bank, including its history and operations. Some key points:
- Standard Chartered was formed through the merger of The Standard Bank of British South Africa (founded in 1863) and The Chartered Bank of India, Australia and China (founded in 1853).
- It has over 1,200 branches across 56 countries in Asia Pacific, South Asia, Middle East, Africa, UK and Americas.
- The bank serves both consumer and wholesale banking customers, combining local expertise with global reach.
- Standard Chartered has a long history in banking, dating back over 150 years, and is a leading international bank primarily focused on Asia, Africa and the Middle East.
The Institute of Chartered Accountants of India (ICAI) was established in 1949 under the Chartered Accountants Act to regulate the profession of accountancy and provide education and training for chartered accountants; ICAI has over 150,000 members and 520,000 students and works to maintain accounting standards, provide continuing education and engage in other professional development activities; ICAI also aims to align Indian accounting standards with international standards and play an advisory role to the Indian government on financial and economic policy matters.
Challenges Faced By Women Entrepreneurs In IndiaLatha setna
In the current business world, women entrepreneurs are playing a vital role and they have become important part of the economic development and social progress. Development Compared to other countries the development of women entrepreneurship is very low in India. The educated women have to go a long way to achieve equal rights and position because traditions are deep rooted in Indian society where the sociological set up has been a male dominated one. Despite all the social hurdles, Indian women entrepreneurs stand tall from the rest of the crowd and are applauded for their achievements in their respective field. This paper focuses on women entrepreneurs, reasons women become entrepreneurs, the challenges faced by women entrepreneurs and suggestions for the growth of women entrepreneurs.
Project on women enterpreneurship in indiaPoorvee Batra
This document discusses women entrepreneurship in India. It provides background on the history and development of women entrepreneurs in India. Specifically, it notes that women are increasingly participating in business ownership and professional careers. It discusses key traits of successful women entrepreneurs in India, including being ambitious and innovative. The document aims to study women entrepreneurship in India and provide suggestions to further support its growth.
A research on effectiveness of training & development programme at t. t. min...Projects Kart
The document discusses the effectiveness of training and development programs at T.T. Minerals Pvt. Ltd. It begins with an introduction to human resource management and the importance of training employees. It then states the problem as evaluating the effectiveness of T.T. Minerals' training programs. The objectives are to understand the skills needed by employees, evaluate current training programs, understand their impact, and analyze employee satisfaction levels. The scope is the employees of T.T. Minerals and how the study can help the organization. It describes the research design, data sources, sampling methodology, and tools for data collection. Finally, it notes limitations of the study such as constraints of time, cost and sample size.
The impact of employee engagement on organizationVIT-MMS
This document is a research project submitted by Supriya Prakash Dhuri to Vidyalankar Institute of Technology in partial fulfillment of an MMS degree. The project examines the impact of employee engagement on organizational productivity. It includes an introduction, research methodology, company profiles of Ugam, Maxspare Pvt Ltd, Wipro and Larsen & Toubro, a literature review, objectives of the study, data analysis, the impact of employee engagement, reasons to invest in engagement activities, the engagement process, engagement initiatives, conclusions and recommendations. The primary goal is to improve employee retention and build a high performance culture through increased engagement.
The document is a questionnaire about employee attrition. It contains 20 multiple choice and open-ended questions about attrition trends, reasons for attrition, consequences of attrition, and strategies to counter attrition. The questions are aimed at understanding attrition from the perspective of employees at different levels and departments within an organization.
Project on training and development by karan k kamdi (2)Akshay Bhagat
The document is a project report submitted by Karan K Kamdi to his university on a study of training and development of employees at Indorama Synthetics (India) Ltd located in Butibori, Nagpur. The report includes an introduction, certificate of completion signed by his project guide and university director, declaration by the author, acknowledgements, table of contents, and initial chapters on introduction to human resource management, training and development, types of training, and methods of training. The report was submitted to fulfill requirements for an MBA degree at DMIMS university in Nagpur, India.
The document discusses training and development practices at MONDOVI PVT ltd. It finds that the company provides both induction training and soft skills training to employees. Questionnaires are commonly used to evaluate training programs. Post-training evaluations focus on assessing the results and value of training. Most participants feel training benefits them by improving performance and motivation. The evaluations also help identify effective aspects of training and ways to improve.
The document discusses a summer training project report submitted by Keyur M Upadhyay to Shree Sahajanand Institute of Management on the topic of customer perception of gold loans as a source of short-term financing. It includes sections on declarations, certificates, executive summaries, prefaces, acknowledgements, tables of contents, company overviews, descriptions of gold and gold loans, research objectives and methodologies.
A study on stress management of employees at syndicate bankProjects Kart
The document provides an overview of a study on stress management conducted among employees of Syndicate Bank in Hassan, India. The study aimed to [1] assess current stress levels, [2] identify stressors, [3] increase knowledge of stress reduction techniques, [4] apply stress reduction techniques, [5] understand employee stress, and [6] identify effects of stress. A descriptive research methodology was used, collecting primary data through questionnaires and secondary data from various sources. The organizational structure of Syndicate Bank is also outlined.
A study on stress among the employees with special reference to steroid softjohnmathewjpmba
The document discusses stress among employees in the IT industry, specifically at Steroidsoft in Coimbatore. It provides background on human resource management and defines stress. Research was conducted through surveys and interviews to identify sources of stress for employees, especially those aged 20-35. Common causes included long work hours, lack of work-life balance, insufficient involvement in decision making, and an unclear work environment. High stress can negatively impact employee performance, health, and retention. The study aimed to evaluate Steroidsoft's efforts to manage stress and identify additional techniques to help employees better cope with stress.
This document discusses a study on stress management conducted at National Thermal Power Corporation Ltd in Ramagundam, India. It was submitted by K. Rekha Reddy in partial fulfillment of an MBA degree at Kakatiya University, under the guidance of Mr. E. Manohar. The study examines sources of stress both within the organization and for individuals, and consequences of stress. It provides definitions of stress and models for understanding stress and the stress response, including identifying potential stressors at the environmental, organizational, and individual level.
This powerpoint demonstrates a successful internship for Commerce Bank in Kansas City, Missouri. This gives an overall synopsis of the marketing internship. Enjoy!
This document discusses employee motivation in human resource management. It defines motivation as the complex forces that start and keep employees working in an organization. Motivation refers to the urges, drives, and needs that direct and control human behavior. The document outlines the managerial and operative functions of human resource management, including planning, organizing, directing, controlling, employment, development, compensation, and human relations. It emphasizes that motivation is important for effective management and high performance at both the organizational and individual levels.
Training report on Training & Development at VSIPLsunil pandey
This document is a report on summer training at Visual Soft India Private Limited submitted for a Master's degree. It includes declarations by the author and acknowledgements. The report contains 5 chapters that discuss the need for training and development in organizations. It examines the effectiveness of training programs at Visual Soft India Private Limited in developing employee skills. The report analyzes data from a training needs assessment survey and provides findings on the impact of training on employee performance, behavior, and productivity. It also evaluates the cost-effectiveness of training methods used by the company.
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.
The Importance of Training Courses Provided by the Department of Human Resour...inventionjournals
This document summarizes a study on the importance of training courses provided by human resources departments and how they can improve employee performance. The study finds that while UAE organizations offer training, the implementation has not been effective. Many employees are unaware of available training programs. Financial constraints also limit training budgets. The study aims to investigate training courses and practices to enhance human resource development. Its goals are to identify the best training for sustainability and examine challenges in implementing training.
a project work on training & development at singerani colliers.this is about training strategies followed there,budget allocated for training & development activities.making analysis on how training sessions are conducted,through questionnaire observing employees satisfaction levels towards training & development activities. at last making reports & submitting the suggestions & recommendations analysis about the project work done on training & development.
Training and development refers to improving employee performance through learning and development opportunities. It aims to develop employee competencies, improve performance, and meet future organizational needs. The key aspects of training and development include needs assessment, designing training programs, delivering instruction, and evaluating impact. Training improves employee and organizational performance, leads to competitive advantage, and benefits both employees and employers.
Training and development refers to improving employee performance through learning and developing skills, knowledge, and attitudes. The goal is to minimize performance gaps and meet future needs of the organization. Training provides specific skills for current jobs, while education involves theoretical learning. Development helps employees grow into higher positions through general knowledge and attitudes. Effective training and development programs provide skills, education on concepts, development opportunities, and focus on ethics, attitudes, decision-making, and problem-solving skills. This helps organizations gain competitive advantages like removing performance deficiencies, increasing employee retention, and meeting future needs from within.
Training and development refers to improving employee performance through learning and development opportunities. It aims to develop employee competencies, improve performance, and meet future organizational needs from within. Training needs are assessed through analyzing individual and group performance deficiencies. Methods to assess needs include performance appraisals, interviews, and analyzing organizational goals. The training process involves assessing needs, designing instructional programs, delivering training, and evaluating impact on performance. Training benefits both employees through skill development and the organization through improved productivity, quality, and competitive advantage.
HRM project on Training And developmentjaygadhia0701
This document provides an overview of training and development at Essar Oil Limited in Vadinar, Jamnagar, Gujarat. It begins with a preface acknowledging the importance of practical experience to supplement theoretical knowledge for management students. It then provides an acknowledgements section thanking various individuals and departments for their support and cooperation. The document includes several chapters that discuss training and development concepts, literature reviews, research methodology, data analysis, and recommendations. It aims to provide a comprehensive project on training and development practices at Essar Oil Limited.
The document discusses employee training and development. It defines training as increasing an employee's knowledge and skills for a particular job. New employees receive onboarding training to learn their roles and the company culture. Training methods include on-the-job and off-the-job training. Development refers to broader skills enhancement over an employee's career through education and professional growth opportunities. The purpose of training and development programs is to facilitate learning and improve employee performance to benefit both individuals and the organization.
This document outlines different types of training provided in organizations: induction/orientation training introduces new employees; job training increases skills for current roles; safety training minimizes accidents; promotional training prepares for advancement; refresher training updates skills; remedial training addresses issues; and internship training provides practical experience. It also provides examples of training programs from companies like Infosys, Siemens, and Motorola that improved employee productivity and performance through continuous learning initiatives.
The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
This document discusses training and development in organizations. It begins by defining training and development as formal efforts to improve employee performance and self-fulfillment through educational methods. It emphasizes that ongoing training is vital for business success. The document then covers the philosophy, concepts, definitions, objectives, importance and process of training. It distinguishes between training, which improves current job skills, and development, which enhances conceptual skills for future roles. The overall goal of training is to reduce gaps between required and actual employee performance.
Training & development Suggestions and connclusions Refkin
The document discusses suggestions and conclusions from a study of training and development at MONDOVI MOTORS Ltd. It suggests that the company provide regular training programs for all employees periodically and in all departments. Training should include on-the-job and off-the-job components as well as computer, motivation, and skills-based programs. Evaluation of training effectiveness should utilize multiple methods. The conclusion is that regular training and development is needed to develop professional competence and meet changing business needs, but MONDOVI MOTORS Ltd's current programs are positive and beneficial, though still needing improvement.
This document discusses training and development programs. It begins by stating that future employee needs will be met through such programs, and that organizations take on fresh graduates as apprentices or trainees. It then discusses how training and development has become more important for maintaining a skilled workforce and adapting to changes. The document provides an overview of different training methods, including on-the-job training approaches like job instruction training and coaching as well as off-the-job methods like simulations, case studies, and role playing. It also covers the importance, benefits, and needs for training.
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The document provides an overview of training and development at Infosys. It discusses:
- Infosys was rated the world's best in employee training and development for three consecutive years by the ASTD.
- Infosys established the Global Education Centre in 2005, one of the largest corporate training centers in the world, to provide generic, technical, and soft skills training to new hires over 14.5 weeks.
- The training center had a capacity to train around 15,000 new hires per year across various technology areas.
- Training at Infosys is divided into programs for band B and C employees, focusing on areas like induction, process training, quality certification, leadership,
Leveraging Generative AI to Drive Nonprofit InnovationTechSoup
In this webinar, participants learned how to utilize Generative AI to streamline operations and elevate member engagement. Amazon Web Service experts provided a customer specific use cases and dived into low/no-code tools that are quick and easy to deploy through Amazon Web Service (AWS.)
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1. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 1
INTRODUCTION OF TOPIC
TRAINING & DEVELOPMENT
Training and development refers to educational activities within a company created to enhance
the knowledge and skills of employees while providing information and instruction on how to
better perform specific tasks.
Training is a short-term reactive process meant for operatives and process while development
is designed continuous pro-active process meant for executives. In training employees' aim is
to develop additional skills and in development, it is to develop a total personality.
In training, the initiative is taken by the management with the objective of meeting the present
need of an employee. In development, initiative is taken by the individual with the objective to
meet the future need of an employee.
Employee Training and Development helps in updating employees’ skills and knowledge for
performing a Job which at the end results in increasing their work efficiency and increase the
productivity of an organization. It ensures that Employees oddness or eccentricity is reduced
and learning or behavioural change should take place in a very structured format. Training
development or learning and development are official ongoing educational activities designed
for goal fulfilment and enhance the performance of employees.
The activities linked with employee Training & Development is created to convey the
employee to perform better in assigned job which also motivate employee to give his/her best
so that at the time of performance appraisal, employee can show the eligibility
for promotion and salary increment. It refers as the skill and knowledge enhancing bustle
which is a source of additional information as well as instruction required to improve the
quality of performance. HR Training and Development are two different activities which goes
hand-in-hand for the overall betterment of the employee. The short term and reactive process
is training which is used for operational purpose while the long term process of development
is for executive purpose. The aim of training in HRM is to improvement of required skills in
the employee whereas aim of development is to improve overall personality of the employee.
Management takes the initiative of training to fill up the skill gap in the organization; the
development initiative is generally taken with the objective of future succession planning.
2. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 2
What is the Need of Training and Development?
o The training and development activity is required when company revises its objectives
and goal to adjust the changing market conditions.
o Companies often endorse training and development programs to improve the
performance of the employees.
o The HR training and development is needed to set up a benchmark of performance
which employees are expected to achieve in a financial year.
o There is always a need of training and development efforts to teach the employee new
skills such as team management, communication management and leadership behavior.
o Training and development is also used to test new methods of enhancing organizational
productivity.
What is the Importance of Training and Development?
o In Human Resource Management (HRM) Training and development is important
aspect when company wants optimum utilization of their manpower.
o Training and development is a key for the succession planning of the organization as it
helps in improvement of skills like team management and leadership.
o HR Training and development activities are vital to motivate the employee and to
increase their productivity.
o Training and development in HRM is significant aspect to develop a team spirit in the
organization.
o Training and development programs are also important from the safety point of view
as it teaches employee to perform job properly without any life risk.
o From the organizational point of view the HR training and development programs are
important performance management tool to increase profitability and enhance
corporate image.
Objective and Purpose of Training & Development
1. One of the most effective methods to show your employees that you value them is to
provide them with training. It demonstrates that you care as much about their well-
being and development as they do about your company's. Employees that are well taken
care of will never desire to work somewhere else.
2. Training can be used as a preventative measure to prepare people for expected and
unforeseen changes and challenges in the workplace. It only makes sense to keep our
3. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 3
staff prepared in times like ours, when trends are always changing due to online
innovation.
3. There is no better way to produce future leaders than to train the most talented
individuals available. Employees will have a clear career path, resulting in lower
attrition and discontent.
4. Employees are a significant and most important component of a company's assets, and
caring for them entails caring for the firm as a whole. Therefore, any business
organization that invests their time and money in its employees' education or Training
& development can only succeed in achieving their business goals and advance further.
Types of Training and Development
Find below few important types of training in HRM:
1. Technical training is a form of instruction that teaches new employees about the
technology components of their jobs.
2. Quality training is the process of familiarizing personnel with the methods for
preventing, identifying, and removing non-quality goods in a manufacturing
environment.
3. Skill Training is the next type of training, which involves developing the ability to
execute the job.
4. Soft skills training is another form of training requires to improving the employee’s
soft skills that are personality traits, social graces, communication skills, and personal
routines that are used to define interpersonal interactions.
5. Professional training is the sort of professional education necessary to stay current in
one's line of work.
What are Benefits of Training and Development in HRM?
o Investing in staff training and development boosts work satisfaction and morale.
o Employee turnover is reduced.
o Inspires employees to work harder.
o Improves process efficiency, resulting in financial benefit.
o Aids in the adoption of new technology and processes.
o Increases strategy and product innovation
4. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 4
E-LEARNING
What is E-Learning?
To get started, let’s establish an E-Learning definition. So, what is eLearning? E-Learning, or
electronic learning, is the delivery of learning and training through digital resources. Although
eLearning is based on formalized learning, it is provided through electronic devices such as
computers, tablets and even cellular phones that are connected to the internet. This makes it
easy for users to learn anytime, anywhere, with few, if any, restrictions. Basically, eLearning
is training, learning, or education delivered online through a computer or any other digital
device.
Types of E-Learning Training
People use eLearning for a variety of reasons. Whether it’s to develop new skills or learn
remotely, the convenience and accessibility eLearning offers is huge. Here, we’ll explain the 4
types of eLearning training that Learn. Upon helps you deliver.
Employee Training
Employee training is the most frequent type of eLearning organizations use an LMS for.
Organizations utilize employee training for numerous reasons, such as on boarding new hires
and improving employee performance. Training employees using an LMS formalizes training
delivery and makes it more efficient. Compared to traditional training, eLearning more
effectively encourages professional development by promoting knowledge and an eLearning
culture. Furthermore, your LMS should allow you to create exams, run reports and gather
feedback so that you can continuously assess and improve training performance.
SBI EMPLOYEES E-LEARNING
The SBI bank is among the popular banks in India. It’s privileged having many branches across
the country offering various services. The bank takes pride in its employees having all possible
ways to make them comfortable. State Bank of India bank employees can learn about their
salaries, changes and new updates. This happens through a unique e-learning web portal.
5. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 5
SBI Gyanodaya e-learning portal was launched to cater to employees’ details. The platform
was officially opened by the SBI bank in honor of the employees, all details pertaining to an
employee is described here. Employees have to log in to access the information.
SBI Gyanodaya E Learning Online Login at Egyanshala.sbi.co.in
The platform is secure each employee logs in with different HRMS (Human resource
management system) details. The banking services and updates don’t have to be announced to
employees. They are posted on the website for them to follow up. This being a professional
move and helps solve employee issues without strain. The SBI e-learning Gyanodaya website
is free to register and access. In the past employees needed to have complete certification of
the Gyanodaya. However, the bank has made changes, thus requesting for one certificate only.
The certificate comes in handy when bidding for job promotion through the e-learning portal.
Employees need to link the certificate to the Gyanodaya portal.
How to Login to the SBI Gyanodaya e Learning Portal?
The e-learning platform has an easier process of access. Through your state bank of India
HRMS details employees can check all the updates and services here. The login information is
provided by the SBI bank. Username and password are unique to all employees. For new
employees or individuals without the login details. They should contact the HR office to receive
login details for the e-learning web page.
SBI E Learning Portal Login Page Procedure (Step by Step):
1. Visit the SBI Gyanodaya e-learning portal “https://egyanshala.sbi.co.in/ “
2. On opening click the SBI e-learning login tab on the menu.
3. A new page will show, enter the login details.
4. Key in the username and password.
5. Recheck the details then click on the sign-in tab.
6. The system will open the SBI e-learning Gyanodaya account.
SBI E-learning Certificate Acquisition:
Employees need to apply for the e-learning certificate. They are to attend training for the same.
The certificate helps get job promotions at the bank. A maximum of one certificate is needed
while applying for promotion.
6. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 6
Award staff
Employees at the cash in charge and those working outside the office. All belong to the award
staff grouping. The employees have to officially apply for a certificate and training sessions.
Then we need to go to a seminar and workshops organized by the bank physically. The classes
teach on the role one plays bases on the certification.
Officers
The category holds officers scaling from level 1 to level 5. The employees also need to apply
online for certification and training. After applying the officers have to take offline/physically
appear for classes and workshops. This helps in learning the role of their work based on the
certification. The officers will take an examination based on what you were learning. There are
set pass mark for each test, to get the e-learning certificate. Employees can learn about the test
and certificate through the Gyanodaya e-learning portal.
Benefits of SBI E-learning:
Online Portal Egyanshala.sbi.co.in
The E-learning portal is packed with a lot of benefits for employees and the bank. The bank
services and updates are only contained in the portal without outside interference.
Education Upgrade and Certification
The bank provides opportunities for learning. They offer certificates after completion thus
growing the know-how of each employee. They have different services and changes that need
more knowledge and skills. The portal is constantly updated and new learning models updated.
Employees get certificates which help them in the future.
Job Promotion
The SBI bank caters to the wellbeing and growth of the employees. Ensuring they promote
employees who apply and have at least one certification. This encourages employees to learn
and gain knowledge about their jobs. It also encourages employees to work without the thought
of job searching.
7. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 7
INTRODUCTION TO THE COMPANY
The State Bank of India or the SBI is a public-sector bank and financial service statutory
body. It is the largest commercial bank in India in terms of assets, profits, deposits, number of
branches and employees. The SBI came into existence on July 1, 1955. It has its headquarters
in Mumbai, Maharashtra.
The bank became the banker to all classes of people through its wide expansion of business
and has maximum outreach. This is why RBI put SBI on the list of Domestic Systemically
Important Banks or D-SIBs (D-SIBs are banks that are too big to fail). Presently SBI is headed
by Mr Dinesh Kumar Khara
History of SBI
The roots of the State Bank of India lie in the 19th century when the Bank of Calcutta (later
renamed as Bank of Bengal) was established on June 2, 1806. The Bank of Bengal was one of
three Presidency banks, the other two being Bank of Bombay and Bank of Madras. These three
Presidency banks were incorporated as joint-stock companies. They have the exclusive right to
issue paper currency until 1861 when the right was taken over by the Government of India.
The three Presidency banks amalgamated on January 27, 1921 and were named Imperial Bank
of India. The Imperial Bank of India remained a joint-stock company without Government
participation. All in all, the SBI was formed after the merger of approximately twenty banks.
According to the State Bank of India Act of 1955, the Reserve Bank of India, acquired a
controlling interest in the Imperial Bank of India and the Imperial Bank of India became the
State Bank of India on July 1, 1955. But the Indian Government acquired the Reserve Bank of
India’s stake in SBI in 2008 to remove any conflict of interest because the RBI is the country’s
banking regulatory authority. In 1959, the government passed the State Bank of India
(Subsidiary Banks) Act thus making the eight banks that had belonged to princely states
subsidiaries of SBI. But now all the subsidiaries have been merged with SBI.
8. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
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At present the logo of SBI is a blue circle with a small cut at the bottom and is said to be
inspired by Kankaria Lake (Ahmedabad) which resembles this on Google Maps. The blue
circle symbolizes unity and completeness while the white one represents the common man
as a vital part of the bank, despite the huge size of the bank. The logo also suggests a
keyhole which is the symbol of safety, security and strength. Some also interpret the white
circle as the bank’s branch and the vertical line stands for the streets and lanes of any city
which leads to the bank’s branch reflecting that wherever one goes, the SBI is there to
serve.
SBI BANK EXAMS
If you want to work with the SBI as a Bank PO/Bank Clerk, you will have to clear the
recruitment exam conducted annually. For this, we strongly advise you to begin your
preparation right away. Begin by taking a look at the Ultimate Bee Banker Online
Course to understand how you can prepare for the SBI PO exam and SBI Clerk exam
simultaneously. Moreover, this course will also help you prepare for other Bank PO/Bank
Clerk exams as well all at the same time.
SBI provides a range of banking products through its network of branches in India and
overseas, including products aimed at non-resident Indians (NRIs). SBI has 16 regional
hubs and 57 zonal offices that are located at important cities throughout India.
9. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 9
Domestic
Samriddhi Bhavan, Kolkata
SBI has over 24000 branches in India. In the financial year 2012–13, its revenue
was ₹2.005 trillion (US$25 billion), out of which domestic operations contributed to
95.35% of revenue. Similarly, domestic operations contributed to 88.37% of total profits
for the same financial year.
Under the Pradhan Mantri Jan Dhan Yojana of financial inclusion launched by Government
in August 2014, SBI held 11,300 camps and opened over 3 million accounts by September,
which included 2.1 million accounts in rural areas and 1.57 million accounts in urban areas.
10. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 10
INDUSTRY PROFILE
As per the Reserve Bank of India (RBI), India’s banking sector is sufficiently capitalised and
well-regulated. The financial and economic conditions in the country are far superior to any
other country in the world. Credit, market and liquidity risk studies suggest that Indian banks
are generally resilient and have withstood the global downturn well.
The Indian banking industry has recently witnessed the rollout of innovative banking models
like payments and small finance banks. In recent years India has also focused on increasing its
banking sector reach, through various schemes like the Pradhan Mantri Jan Dhan Yojana and
Post payment banks. Schemes like these coupled with major banking sector reforms like digital
payments, neo-banking, a rise of Indian NBFCs and fintech have significantly enhanced India’s
financial inclusion and helped fuel the credit cycle in the country.
The digital payments system in India has evolved the most among 25 countries with India’s
Immediate Payment Service (IMPS) being the only system at level five in the Faster Payments
Innovation Index (FPII).* India’s Unified Payments Interface (UPI) has also revolutionized
real-time payments and strived to increase its global reach in recent years.
Modern banking in India originated in the mid of 18th century. Among the first banks were
the Bank of Hindustan, which was established in 1770 and liquidated in 1829–32; and
the General Bank of India, established in 1786 but failed in 1791.[1][2][3][4]
The largest and the oldest bank which is still in existence is the State Bank of India (SBI). It
originated and started working as the Bank of Calcutta in mid-June 1806. In 1809, it was
renamed as the Bank of Bengal. This was one of the three banks founded by a presidency
government, the other two were the Bank of Bombay in 1840 and the Bank of Madras in 1843.
The three banks were merged in 1921 to form the Imperial Bank of India, which upon India's
independence, became the State Bank of India in 1955. For many years, the presidency banks
had acted as quasi-central banks, as did their successors, until the Reserve Bank of India[5]
was
established in 1935, under the Reserve Bank of India Act, 1934.[6][7]
In 1960, the State Banks of India was given control of eight state-associated banks under the
State Bank of India (Subsidiary Banks) Act, 1959. However the merger of these associated
banks with SBI went into effect on 1 April 2017. In 1969, the Government of
India nationalised 14 major private banks; one of the big banks was Bank of India. In 1980, 6
11. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
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more private banks were nationalised.[8]
These nationalised banks are the majority of lenders
in the Indian economy. They dominate the banking sector because of their large size and
widespread networks.[9]
The Indian banking sector is broadly classified into scheduled and non-scheduled banks. The
scheduled banks are those included under the 2nd Schedule of the Reserve Bank of India Act,
1934. The scheduled banks are further classified into: nationalised banks; State Bank of
India and its associates; Regional Rural Banks (RRBs); foreign banks; and other Indian private
sector banks.[7]
The SBI has merged its Associate banks into itself to create the largest Bank in
India on 1 April 2017. With this merger SBI has a global ranking of 236 on Fortune 500 index.
The term commercial banks refers to both scheduled and non-scheduled commercial banks
regulated under the Banking Regulation Act, 1949.[10]
Generally the supply, product range and reach of banking in India is fairly mature-even though
reach in rural India and to the poor still remains a challenge. The government has developed
initiatives to address this through the State Bank of India expanding its branch network and
through the National Bank for Agriculture and Rural Development (NABARD) with facilities
like microfinance.
The banking sector is a major segment of the U.S. and world economies. While some might
define it more broadly, the U.S. Department of Commerce considers it a subsector of the
larger financial services industry, which also includes subsectors focusing on asset
management, insurance, venture capital, and private equity.
The U.S. banking system alone had $17.9 trillion in assets and a net income of $236.8 billion
as of the end of 2018, the Commerce Department notes, and “supports the world’s largest
economy with the greatest diversity in banking institutions and concentration of private credit
anywhere in the world.”1
The principal economic functions of the banking sector are to take deposits and make loans.
Holding financial assets is at the core of all banking, and where it began in ancient times—
though it has expanded far beyond the days of storing gold coins for wealthy patrons.
At the most basic level, a bank takes deposits from individuals or businesses, with the promise
that the money can be withdrawn when the depositor wants it (though sometimes with a
12. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
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penalty for early withdrawal). Depending on the type of account, the bank also may pay
interest on the depositor’s money.
The bank then lends the money it has on deposit to other individuals and businesses and
receives interest payments from the borrower in return. Banks make a profit on the difference
between the interest rate that they pay depositors for the use of their money and the higher
interest rate that they charge borrowers.
By law, banks cannot lend out all of the money in their possession, but are required by
regulators to keep a certain amount of capital in reserve to cover withdrawals and other needs.
The rules change from time to time and vary by the size of the bank, but many large U.S.
banks recently were required to keep 8% of their capital in reserve.
13. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
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GES’ Dept. of Management Technology, NMD College, Gondia Page 13
OBJECTIVES
1. To study about Training Process at SBI.
2. To study about the Development Opportunity at SBI.
3. To Study about the E-Learning & its Importance.
4. To Conduct the E-Learning Program for Training & Development of Employees.
5. To keep a track on Employees Performance at E-Learning Program.
6. To monitor the Examination of E-Learning Program.
14. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 14
ACTUAL WORK DONE
1. Worked for the Training & Development Process at SBI.
Training and Development initiatives are educational activities within an
organization that are designed to improve the job performance of an individual
or group.
These programs typically involve advancing a worker’s knowledge and skill
sets through E-Learning.
2. Task Assigned: Study about the E-Learning through E-Books.
Learn New Topics of E-Learning:
a. -SBI YONO App
b. -KYC
c. -Cyber Security
d. -Money Laundering
3. Task Allotted: Conduct the E-Learning Program for Training & Development of
Employees.
Conducted E-Learning Program for the Employees of SBI.
It helps Employees to Develop.
It is helpful for Performance Appraisal of Emploees.
4. Task Assigned: Keep a track on Employees Performance at E-Learning Program.
Keep a track on Employee Performance through Messages, Email and Personal
Meet.
Update the Employee time to time about Course, Assignment, Exam Forms and
the last date of assigned Work of E-Learning.
Keep a check on each employee that how many Chapters are done, their courses,
Certification etc.
5. Task Allotted: Monitor the Examination of E-Learning Program.
Exam-monitoring also known as remote invigilation. It allows the results,
processes and experiences to be documented and used as a basis to steer
decision-making and learning process.
Help organization in conducting the exam, monitor each employee who give
exam help them to find their PC for exams.
Collect their attendance sheet and handled to Senior Authority.
15. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
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ACADEMIC LEARNINGS
1. Learnt how Training and development program works.
These programme helps advancing the knowledge and skills of Employees &
Interns through E-learning.
2. Learnt how to Conduct, Guide and Monitor the E-learning program
This program helps Employees to Develop their performance.
It is helpful for Promotion of Employees.
3. Computer Skills
Learnt about MS-Excel program as the information of employee work
recorded in excel sheet.
4. Learnt importance of E-learning through E-BOOKS.
E-books were provided for detail learning of Chapters of E-learning Program.
16. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
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GES’ Dept. of Management Technology, NMD College, Gondia Page 16
PROFFESIONAL LEARNINGS
1. Communication Skills
2. Time Management
3. Learning New Topic of E-Learning
4. Adapt Experience
5. Growth
6. Self Confidence
7. Listening Skill
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FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS
1. SBI Bank gives you efficient and effective service to their Employees.
2. There is a communication gap between Employees.
3. Due to the major problem of network issue, there is a lack of work efficiency as
website not work properly.
SUGGESTIONS
1. It is suggested that to conduct awareness program as customers are unaware of
various E-banking services and their benefits and their official banking app YONO.
2. SBI should create awareness for the importance of E-learning program of training and
development for performance appraisal.
3. They need to provide proper trainer to interns.
4. They need to give more work to interns to enhance their skills.
5. Give interns a regular opportunity to ask question.
CONCLUSION
1. Learns process of Training and Development and help to conduct the same.
2. The E-learning program helps to major the performance and further the promotions.
3. Conducting E-learning program provided great learnings about Human resources
management, training and development process and performance appraisal through E-
learning program.
18. “A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 18
BIBLOGRAPHY
www.Indiaclear.com
www.ixambee.com
https://hrms.onlinesbi.com