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Human aspect plays an important part for achieving this goal. So SBI goes on a regular basis training of its employees throughout the country. With the change in the environment in the banking sector, SBI has revamped its training system recently. SBI has now a total of 60 training institute spread across the country which train around employees per day. Under the new training system, the bank will be reskilling their 2.
Apart from this, the bank has focused on specialisation as well, SBI have started their six Apex Training Institutes ATIs at Hyderabad, Kolkata, Gurugram and Indore centres which deals only into domain specific training to the employees. SBI have also entered into partnership with two executive education providing institutes for rolling out co-branded Leadership Development programmes for top level executives, at State Bank Institute of Leadership SBIL , Kolkata, which will be a flagship institute for training top executives in the BFSI sector.
It is meant as a support to the institutional training to meet branch specific and desk specific training needs of employees. The training in On-site is imparted by a visiting faculty appointed by the bank. The forum is headed by the Branch Manager, with him 2 to 3 officers and few senior awarded staff members are its other members.
The main purpose of this forum is to identify knowledge gap of the employees in the branch and discuss the same with others at a monthly meetings and suggest remedial measures. It is a mechanism for improving efficiency and productivity at branches on voluntary basis.
The objective of the program is to help the employees improve in the decision making process, Restoring purity in mind, holism and in the individual and then in the organization, value free professional management and its consequences in the long run.
So it is clear from the above discussion that SBI is well aware of the changing business environment in the economy and to deal with that they are spending a huge amount of money on the training and development of the employees in SBI by different ways and methods available in the market.
We can say that they are blindly investing huge sum of money on the training program of the employees, but are not able to get result out of it. So they need to look into this matter as soon as possible before it causes severe damage to the organization. Training of employees will have a significant impact on the performance of the organization; it is true for all enterprise. Hence, it cannot be said that they are just conducting training programs just for the sake of doing it.
There are other factors as well which impact the overall performance of the organization, but surely they have to look into the matter as the valuable funds of the company are just being wasted on the training and development of the employees Perhaps they need to make some changes if need be so that training initiatives impact the performance of employees positively and help the organization grow and expand in long run. Punjab National bank is a banking and financial service bank which is owned by government of India.
In terms of market share this is the 4th largest bank operating in the Indian market. An important part of, PNB bank is that they believe in the knowledge up-gradation and development of the employees in the organization, PNB BANK Academy, which was previously known as Institute of Management Development, has an ISO certification, along with 7 other training institutes, play a key role in keeping their workforce at pace with global standards.
The purpose of this type of training is to expose the employees to the various programme which plays an important role in their day to day operations. The type of training in under this process are principles of Management, corporate planning, project management, management of change, management of technology, team building and conflict resolution.
There are certain criteria which the employees must fulfil to get eligible for this programme which is clearly stated by PNB in their manuals. This type of training programme benefits both employees and the organization, as the employees are coming back to the organization after completing their higher studies. From the above graph we can see that the bank is incurring a huge amount of losses in most of the years.
This training and development is not the single factor that this is happening. In recent times, there have been some fraudulent activities which has been taking place in PNB which has caused a huge damage to the image of the company and along with that there is some part of poor training and development by the management of the bank.
PNB is investing a huge amount of money on the training and development of employees on a year on year basis but there is something wrong which the management have to look into.
Conclusion: To develop an integrated and a proactive training and development strategy there is a requirement of coherent corporate culture rather than ad-hoc programs. In a service oriented industry like banking, people are the most important assets and a bank must efficiently manage its employees during every phase of employment in this competitive environment.
In spite of the challenges and difficulties that occurs in the training and development of the employees, banks still goes for the training of the employees, because they know what difference the training programme can create for the employees in the organization. So now we have seen the training and development process which is undertaken by all the 4 banks in the Indian economy.
All the banks give almost equal importance to the training and development of the employees, because they are well aware of the fact is how competitive the market is nowadays and how difficult it is for an organization to survive in this competitive market. A good training and development setup of an organization give the organization a competitive edge over its competitors in the market. After studying the training programme of all the 4 banks, there is a clear difference in the training of the employees in private and public bank.
The difference is very basic, but in the current scenario it is the only element which is making the difference in the performance of the employees in the organization. The element which is making the difference is the use of technology in the training programmes by the public banks.
After a thorough study of the methods of public and private bank it is clear that public bank still gives importance on the traditional kind of raining to the employees that is classroom training to the employees, whether they are newly recruited or the existing employees.
The other difference which is seen is that public bank has their own training institute all over India,where they provide training to the employees as well as the high level executives of the organization, it is known that for building this type of training institute, banks are getting funds directly from the government, but instead of this they can invest these funds in some other areas to improve their training programme so that they can compete with the privatised banks in India.
The other things that public banks can do is that they can start using modern technology for the training and development of the employees.
Traditional training process is no doubt a good process but it is not helpful in all the situations. The process of E-Learning is simple and is beneficial for both, employees as well as for the organization. Instead of giving in-house training to the employees, they can hire a third party for providing the training, which will actually reduce the cost of the training of the employees. Training process does not end after imparting the training to the target group, but there should be a proper feedback session with the employees who have undergone the training programme.
Private Banks take this feedback process seriously and make necessary changes after doing a proper analysis. Learn as if you were to live forever.
Amir Elnaga, A. The Effect of Training on Employee Performance. European Journal of Business and Management. Berge, Z. Franklin Dang Kum, R. Mahbuba Sultana Joy P. Muhammad FarhanAkhtar, Email: heartlands ioniaisd. Web: www. Academic Credit. Articulation Guidelines. Articulation — Guidelines. How do I apply? Each college or university has a different process.
Make an appointment with the Student Services Coordinator to complete the process. Requirements: Complete a full year 2 semesters of a Heartlands program with a B 3. List of College Credits. Games offer a fun-filled, relaxed environment where they can practise using new words and are free to express themselves. Participating in recreational activities is an effective way to develop language and communication skills.
Educators and parents play a vital role in modelling the use of more complex language. Email: marketing aristo. However, formatting rules can vary widely between applications and fields of interest or study.
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