Beruflich Dokumente
Kultur Dokumente
By
Group 11
Mohit Kumar Sethy
Deeptapran Sonowal
Gourab Ghosh
Satadru Chakraborty
PGDHRM (2016-18)
IIM Ranchi
February 2017
3 Training and development of CBI | Group-11
4 Training and development of CBI | Group-11
Table of Contents
I. Training Need Analysis ................................................................................................................... 5
Organizational Support ...................................................................................................................... 5
1. Establish relationship with branch manager ......................................................................... 5
2. Establish relationship with other organizational members .................................................. 5
3. Form Liaison team ................................................................................................................. 5
Requirements ..................................................................................................................................... 5
1. Target job .............................................................................................................................. 5
2. Understanding and defining the target job .......................................................................... 6
3. Choosing methods/tools of data collection .......................................................................... 6
4. Determine the points of contact ........................................................................................... 6
5. Anticipate problems .............................................................................................................. 6
6. Protocol followed .................................................................................................................. 6
Organizational Analysis ...................................................................................................................... 7
1. Organizational goals .............................................................................................................. 7
2. Job goals ................................................................................................................................ 7
3. Transfer climate assessment ................................................................................................. 7
Task Analysis ...................................................................................................................................... 9
1. Developing task statements .................................................................................................. 9
2. Creating task clusters .......................................................................................................... 10
KSA Analysis ..................................................................................................................................... 11
1. Developing KSA statements ................................................................................................ 11
2. Choosing and Linking relevant Task and KSAs .................................................................... 12
Person Analysis ................................................................................................................................. 13
1. Choosing personal assessment tools .................................................................................. 13
2. Administering the tools ....................................................................................................... 13
3. Determining the gap ........................................................................................................... 13
4. Confirm the training needs ................................................................................................. 14
5. Non training issues :- .......................................................................................................... 14
II. Objective Setting .......................................................................................................................... 15
III. Designing the program ............................................................................................................ 15
IV. Training Evaluation .................................................................................................................. 17
Stage 1 (Reaction) ............................................................................................................................ 17
Stage 2(Learning evaluation) ............................................................................................................ 19
Stage 3 & 4 (Application and Business results) ................................................................................ 20
Stage 5 (ROI) ..................................................................................................................................... 20
5 Training and development of CBI | Group-11
Requirements
1. Target job
6 Training and development of CBI | Group-11
The venue and time frame were chosen as per the availability of the employees. So we preferred the
time frame after the busy hours of bank.
5. Anticipate problems
The anticipated problems are listed below-
6. Protocol followed
To resolve the problems we followed the following protocols-
Established a good rapport with the branch manager to gain confidence with the employees
7 Training and development of CBI | Group-11
Organizational Analysis
1. Organizational goals
To have a brief knowledge about the specific goals of the organization we interviewed Ms.
Meena Khadiya who is the branch manager of the CBI. As we got to know below are the
mentioned goals
a. Increasing market share in Ranchi (CASA Current Accounts Savings Accounts)
b. Decreasing NPA (Non Profitable Assets)
c. Increasing deposits
d. Expanding digital banking services
2. Job goals
As the jobs of clerical staffs were supervised by the assistant manager, we interviewed the clerical
staffs and the assistant manager about their job goals.
1. Time required
2. Knowledge Sharing
3. Achieving Perfection
4. Hand Holding Culture
5. Additional Training Aid
6. Feedback System in the Bank
7. Amiable Environment
8. Promotion/Salary Hike
9. More Responsibility
We framed the questionnaire in accordance with these factors. We also linked one or more related
questions and coded them to the corresponding to these factors. We collected the data from the
responses and analysed them. The required data are mentioned in Exhibit1. The findings of the
analysis is shown in the following graph.
8 Training and development of CBI | Group-11
Chart Title
80 80
80 60
70 50
60 47
50 40 40 40 40 4040
40 30
30 20 20 2020 20 20 20 20 2020 20 20
10 10 13
20
10
0
Strongly Agree Agree Neither agree nor disagree Disagree Strongly disagree other
From this we got know about some positive aspects and some negative aspects of the transfer
climate-
Positive Aspects
1. Majority of the employees agree upon the fact that there is sufficient time for
implementation of the training in their duties.
2. Theres a scope for knowledge sharing among the employees.
Negative Aspects
1. The organization does not promote a hand holding culture in the work environment.
2. Theres no proper feedback system in the organization.
3. Theres no salary hike on the basis of their training.
4. Employees are given training as per requirements and schedule of bank.
5. The management gives assignments as per the requirements.
Taking all these negative aspects into account we concluded that the transfer climate is not
suitable for implementation of training. In addition to this we were also able to find out the the
loop hole of the existing system leading to training failure.
9 Training and development of CBI | Group-11
Task Analysis
1. Developing task statements
The task statements as identified are listed below
1. Acknowledgement of the inward mails received daily
2. Successful handling of cheques receipt, drafts, dividend warrants, pay orders and
other like instruments other than bills and acknowledging the same in the
counterfoil effectively
3. Managing the authorization of the cheque books and plan their delivery accordingly
4. Handle the cash received efficiently and issue the cash receipt accordingly
5. Issue of ESI stamps wherever applicable
6. Efficient handling of currency notes by cash
7. Ensuring proper content in the envelope including registered ones and their smooth
dispatch
8. Carrying out the steps to open the account smoothly and facilitating the customer
with all the required papers efficiently
9. Effective background check and quick processing of home and education loan
10. Effective and efficient maintenance of daily record of balance
11. Effective marketing of financial products of the Bank such as loans, mutual funds,
deposits, schemes, etc. to gain larger market share
12. Smooth execution of back office jobs i.e. Receipts collection, ledger maintenance,
balance tally & other transactions to be keyed in the digital banking systems after
office hours
13. Facilitate customers in the online banking enrolment process and setup of pending
applications
14. Process business applications for Internet Banking including verification of owners
and system setup
15. Help customers in effectively addressing their queries and issues regarding online
banking and bill payment
16. Smooth facilitation of process E-Statement requests and forward stop payments to
customer service
17. Smooth handling of fund transfer through RTGS/NEFT requests
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11 Training and development of CBI | Group-11
KSA Analysis
1. Developing KSA statements
Knowledge
K1. Thorough knowledge about various schemes offered by the bank
K2. Solid background knowledge about the banking policies regarding the
financial instruments
K3. Knowledge about internet banking protocols
K4. Sound knowledge on the banking circular
K5. Knowledge about basic financial accounting
K6. Functional knowledge about the bank link software
K7. Knowledge about banking law and loan recovery process
K8. Thorough knowledge about NEFT/RTGS operations and regulations
Skills and Abilities
SA1. Efficient and effective processing of KYC documents
SA2. Smooth operating Bank link software
SA3. Usage of note counting machine
SA4. Ability to persuade customers
SA5. Ability to work diligently
SA6. Attention to detail
SA7. Ability to handle pressure handling
SA8. Active Listening skills for understanding customer queries
SA9. Managing the essential tasks within the stipulated timeframe
SA10. Ability to grasp knowledge on new technologies
SA11. Ability to apply the knowledge imparted in training
SA12. Ability to understand the customers requirements effectively
SA13. Effective co-ordination and collaboration with co-workers
SA14. Ability to facilitate the customers in a friendly manner
SA15. Ability to think critically
SA16. Ability to work neatly and accurately
SA17. Good written and verbal communication skills
SA18. Good numeracy and calculation skills
SA19. Good IT skills and computer literacy
SA20. An honest and trustworthy and flexible nature
SA21. Regular and predictable attendance and punctuality.
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13 Training and development of CBI | Group-11
Person Analysis
a. To determine the gap in the knowledge skills and abilities possessed by the
employees first of all we determined the minimum level of proficiency required for
performing the tasks. From our research and understanding we decided a minimum
proficiency level of the knowledge, skill and abilities required for carrying out the
task smoothly. Post that we confirmed the same from the supervisor as well and
finally concluded that the minimum proficiency would be different for different
tasks.
b. The composite score is compared with the minimum proficiency level required for
each job and the difference is the existing gap in the knowledge and skill.
(The below table contents the composite scores and the minimum proficiency level)
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Based on our assessment we finally conclude that level of following KSAs are not up to the
proficiency levels as required by the supervisor-
Knowledge-
K1. Solid background knowledge about the banking policies regarding the financial
instruments
K6. Functional knowledge about the bank link software
Skills and abilities-
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Basics
Immediate Focus Communication Skills, Basic computer
operation skills, use of bank links software
Time Frame 2 Months training in Training Institute Patna
Composition Team
Location On-the-job training in Central Bank of India,
Kanke Road, Off-the-job(Training Institute)
Space Face to face
Timings Intermittent phases
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17 Training and development of CBI | Group-11
Stage 1 (Reaction)
Action plan 2 (Design Questionnaire)
Program content:
o Is the training content effective and up to date?(open ended question)
o Is the training content easy to understand? (Two way question)
Relevance of the training content and the objective:
o Will this training help to improve your performance? (Two way Question)
Sequence of the content:
o Did you find the sequence of contents effective? (Open ended question)
Methods of delivery:
o Did you find the method of delivery interesting?(Two way question)
o How well you were able to relate yourself to the delivery of the training?(Open
ended question)
Effectiveness of Facilitator:
o Was the facilitator good at explaining the concepts? (Open Ended question)
o Were you able to learn from the modes of the delivery of the training?
o Was the instructor effective in clarifying your doubt? (Two way question)
Facilities:
o Did you face any problem regarding the existing facilities of the training
centre?(Open Ended)
o Would you like to suggest any substantial improvement in the existing facility?
(Open Ended question)
Openness of the instructor :
o Were you given enough opportunity by the instructor to get your doubts
clarified?(Two way question)
18 Training and development of CBI | Group-11
Instructional materials :
o Were you given instructional materials before the commencement of the training?
(Two way question)
o Were the instruction materials strictly followed throughout the training? (Two way
question)
Motivation to learn :
o Would you like to attend advanced training module for this course? (Open Ended
question)
Pre-training material :
o Were you given pre training materials before the commencement of the training?
(Two way question)
o Did the pre training material help you to grasp the training content easily ? (Two
way question)
Assignments :
o Were you given assignments? (Two way question)
o Did the assignments help you gain more insights about the content?(Open ended
question)
o Were able to solve the assignments on your own?(Open ended question)
Planned improvements :
o Would you like to suggest any improvement in program? (Open ended question)
The questionnaire formed will help us to assert the effectiveness of the training program. It will
help us further to capture insights about the efficiency of the facilitator, appropriateness of the course
content and its relevancy with the training objectives. Moreover, we will also be able to gain insight
about any improvements needed in the existing training structure.
The Feedback will be taken within two day window just after the completion of the training
program.
Post collection of data well conduct a qualitative analysis to gain more insights about the
loopholes of the present training process and incorporate the required changes to make it more
effective. The key areas of analysis would be-
19 Training and development of CBI | Group-11
Justify the selection- The objective test will be able to capture an overall picture of the intricacies
regarding the knowledge imparted during the training session. It will be less time consuming the
evaluate the participants and cost effective as well.
We will have a pool of 1000 question which will be uploaded in the central server and a three days
window will be given to the employees within which they can take the test and clear the training
module. The test will be an adaptive one where each employee will get a different set of questions
and the difficulty level will be dynamic.
The test will be administered within two days of completion of the training.
Action plan 4 (What is the mode of administration?)
The test will be an online test and it will be administered in the training center itself. The
administrative staff will take care of the disciplinary matters during the test.
Action plan 5 (Scoring pattern?)
The scoring will be based on the difficulty level of each question and there will be three difficulties
level- Easy, Medium, Difficult.
The weightage assigned to each level are as follows-
Easy- 1 marks per question
Medium- 2 marks per question
Difficult- 3 Marks per question
The test will contain negative marking which is 1/4 of the maximum weightage assigned to each
question
20 Training and development of CBI | Group-11
Level 3(application)-Observation
Level 4(Business Results)-Performance monitoring
Justification of the methods- The supervisor is well versed with the task to be performed by the
subordinate so his observation will provide valuable input for evaluating the training program. So he
will be given a few parameters on which the newly trained employees will be evaluated.
In case of Business results continuous performance monitoring is used for collecting data as it would
help us to capture a clear picture about the growth of the market share. Apart from that it is also a
cost effective method to evaluate how the employees are helping to achieve the organizational goals
in the post training environment.
Stage 5 (ROI)
Action Plan 2 (Decide the method/s of isolating the effects of the program)
For isolating the effect of training we have chosen Trend line analysis. The historical data will provide
us the average number of customers served per day. The next step would be to estimate the
average number of customers per day post training environment for a time frame of three months.
21 Training and development of CBI | Group-11
From secondary research we can conclude that 75% of the revenue can be attributed to the training
program. So the actual monetary benefits of the training are- (0.75 * 5,79,129) =4,34,346
Item Costs
Cost of Needs Assessment Rs 1,00,000
Fee of the trainer Rs. 60,000
Facilities (Classroom, White Board, markers, Paper & writing pad) Rs. 5000
Clerks time (5 Clerks)(Rs.9090)(2months) Rs. 90,909
Evaluation Rs. 10,000
Travel Expenses Rs. 25,000
Accommodation Expense Rs. 50,000
Training Design Rs. 50,000
Administration Cost Rs. 30,000
Miscellaneous Expenses Rs. 30,000
Total Expenses Rs. 4,50,909
=(4,34,346/4,50,909) *100
= 96 %
Conclusion:
So based on our ROI assessment it seen that the training package design is effective in enhancing the
performance of the organization.