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ABSTRACT:
The process of financial development in India has hinged
effectively on the development of banking system. The
Indian banking industry is continuously going through a
process of transformation since nineties, due to the
introduction of Liberalization, Privatization and
Globalization (LPG), Information and Communication
Technology (ICT). The first objective of present paper is to
study existing status of training and development
programmes banks for their employees. The second
objective is to examine the effectiveness of training and
development programmes for employees in fulfillment of
their duties. Present research paper is of descriptive type
and based on primary data collected through
questionnaire filled by the bank employees. The present
paper explained some suggestions to enhance training and
development strategies, and to cope up with the existing
challenges in the wake of severe competition in the
training and development. The findings of the study
suggest that training and development is inevitable and
unavoidable in any sector.
Keywords:
Training and Development, Banks, Human Resource
Management, Employees.
Area
Content
Purpose
Duration
For
Whom
Table No. 1
Training
Development
Technical skills and
knowledge
Managerial Behavioral
skills and knowledge
Conceptual
and
General Knowledge
Long term
Managerial personnel
LITERATURE REVIEW
In every study a good literature review does not only
provide knowledge about what has been done in the
research area but also strengths and weaknesses upon
which one can also build an insightful and purposeful
study.
Jadhav (2013) studied the training and development
programmes undertaken by banks for their employees.
The main objectives of the present study were to analyze
effectiveness of training and development programmes for
employees to discharge their duties and to study how
training and development programmes helps to achieve
customer satisfaction. For this study primary data was
collected through questionnaire filled by the bank
employees. A sample of 40 employees is selected by the
use of random sampling from different banks like HDFC,
ICICI, Vijaya bank, Bank of Baroda, and Dena Bank
located in suburban area of Mumbai. It is concluded that
private and public Indian banks undertake training and
development programmes for their employees to increase
their efficiency. Banks provide training programmes to
enhance their knowledge and skills to satisfy the
customers. Growth of banking sector in India is the result
of skilled manpower which is the outcome of training and
development.
Ramakrishna et al. (2012) have studied that Human
Resource Development department has to play a more
proactive role in shaping the employees to fight out the
challenges. The banks not only have to make plans and
policies and devise strategies, the actual functionaries have
to show competence and effectiveness in executing the
said policies and strategies. A sample of 85 employees
covering all Canara bank branches in Kurnool District has
been considered for the study at random. The study
revealed that the employees have attended more training
and development programmes, employees strongly agreed
about the necessity of training and development
programmes, majority of the employees rated trainers
preparation as good, employees rated trainers creating
OBJECTIVES
1. To study existing status of training and development
programmes banks for their employees.
2. To examine the effectiveness of training and
development programmes for employees in
fulfillment of their duties.
RESEARCH METHODOLOGY
Present research paper is of descriptive type and based on
primary data collected through questionnaire filled by the
bank employees. The secondary data includes reference
books, journal, research papers and internet. Random
sampling of 40 respondents from employees from different
banks like SBI, Oriental Bank of Commerce and Punjab
National Bank located in urban area of Kurukshetra.
%Response of
employees
86% Very Good
89% Very Good
71% Very Good
80% Good
79% Good
65% Good
89% Very Good
76% Very Good
CONCLUSIONS
There is enough evidence to show that employees who
were trained on a regular basis are the ones who provide a
higher quality services to the customers. To develop an
integrated and proactive training and development strategy
there is requirement of coherent corporate culture rather
than ad-hoc programs. In a service oriented industry such
as banking, people are among the most important assets
and a bank must efficiently manage its employees during
every phase of employment in this competitive arena. It is
concluded that public sector banks undertake training and
development programmes for their employees to increase
their efficiency. Banks provide training programmes to
enhance their knowledge and skills to satisfy the
customers. Growth of banking sector in India is the result
of skilled manpower which is the outcome of training and
development.
REFERENCES
Books
[1] Kunjukunju Benson (2008), Commercial Banks in
India New Century Publication, New Delhi.
[2] Jankiraman B. (2009),Training and Development
Biztantra.
[3] Sangwan D. S. (2009),Human Resource
Management in Banks National Publishing House.
[4] Jyothi P. and Venkatesh D.N. (2006),Human
Resource Management Oxford University Press.
[5] Pande Sharon and Basak Swapalekha (2012),
Human Resource Management Pearson.
[6] Raj Aparna (2011),Training and Development
Kalyani Publisher.
[7] Haldar Uday Kumar and Sarkar Juthika
(2012),Human Resource Management Oxford
University Press.
[8] Rao P.L. (2004),Human Resource Management
Excel Publishing House.
[9] Shah et.al.(1984))Human Resource Management
in Banking Industry South Asian Publisher New
Delhi,.
Journals
[10] Jadhav Ajit (2013),A Study on Training and
Development in Indian Banks, ABHINAV National
Monthly Refereed Journal of Research in
Commerce & Management, Vol.1, No.1, pp34-39.
[11] Ramakrishna G., Kamleshwari, Kumar, M. Girdhar,
Krishnudu CH. (2012),Effectiveness of Training
and Development Programmes- A Case Study of
Canara Bank Employees in Kurnool District,
International Journal of Multidisciplinary Research,
Vol.2 No 4. Pp 150-162.
[12] Purohit Manisha (2012), An Evaluation of HRD
Practices Followed in Co-operative Banks in Pune
Region,
ACADEMICIA: An International
Multidisciplinary Research Journal, Volume 2,
Issue 8, pp 186-195.
[13] Gopal (2008),Effectiveness of Executive Training
Programs, The Indian Journal of Commerce,
Vol.6, No.3, pp143-150.
[14] Pathak Neetu (2008), Corporate Training
Programme- An Effective Instrument for
Organization, The Indian Journal of Commerce,
Vol.61, No.3, pp113-119.
[15] Saharan Teena (2010), Training for Employees
Major Constraints Automobile Industries are
Facing, Optimization, Vol.3 No.1, pp.88-99.
[16] Nagar Vaishali (2009),Measuring Training
Effectiveness, The Indian Journal of Commerce,
Vol.62, No.4, pp.86-90.
[17] Srimannarayana M. (2011), Measuring Training
and Development, The Indian Journal of
Industrial Relations, Vol.47, No.1, pp. 117-125.
[18] Sthapit Arhan (2012), Strategic factors in
evaluation of Induction Training Effectiveness an
exploratory study of Nepali bank managers
EXCEL International Journal of Multidisciplinary
Management Studies, Vol.2. Issue 8, pp.16-32.
Websites
[19] www.iba.org
[20] www.rbi.org
[21] www.bis.org
APPENDIX
Questionnaire on Training and Development in Banks
Dear Respondents,
Kindly go through this questionnaire and you are requested to answer by placing a tick(
) mark in the
appropriate response column on the right side of the questions .
Tick the option
Poor
(1)
Fair
(2)
Good
(3)
Very good
(4)
Excellent
(5)
This information is meant for only research purpose and I assure that the response recorded by you will be kept strictly
confidential.
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