Bharti Kene
Student, Department of Business Management,
Jhulelal Institute of Technology.
Dr. Swati Rahate
Assistant Professor, Department of Business Management,
Jhulelal Institute of Technology, Nagpur
ABSTRACT:
Training means the planned and organized activity to impart skills, techniques andmethodologies to employees. It is a part of the HRD, along with the other HR activities, such as recruitment, selection and compensation. Therefore, Effective and efficient trainingprogram will improve the productivity of an employee. As training is an important part of Human Resource development process of an organization, banks are no exception to it. In India the banking industry becoming more competitive than ever, private and public sector banks are competing with each other to perform well. Since globalization, enormous amount of changes have taken place in banking industry in terms of its products and services.The aim of this study is to examine the effectiveness of training and how employees perceive training in the banking sector.
KEYWORDS: Training, Effectiveness of Training, HRD in Banking sector, SBI
INTRODUCTION
Training is a vital role in learning process in an organization wherein anemployee or worker acquires practical knowledge and skill to perform their assigned performing every activity of a job. Before designing an ideal training programme, athorough study of every job and its contents is necessary. A systematic comprehensive approach to find out the different ways and means of performing every task is necessary for designing an effective training programme.Since time, effort and materials are involved in carrying out every job, a training programme needs to concentrate on saving each of the above so as exercise control over the costs. Since labour cost is one of the significant ingredients of Prime Cost, every organization needs to concentrate on controlling cost of labour through effective training programmes
REVIEW OF LITERATURE
CASE STUDY: The case method is a means of stimulating experience in the classroom. Under this method, the trainee is given a problem or case which is more or less related to the concepts and principles already taught. They analyze the problem and suggest solutions which are discussed in the class. This method gives the trainee an opportunity to apply his knowledge to the solution of realistiproblems.
Objectives
To acquire a thorough knowledge base on subject of Training and Development.
To know process of Training and Development at SBI Bank. Nagpur.
To study the induction programmed at SBI Bank. Nagpur.
To study the effectiveness of Training and development in the organization.
HYPOTHESES OF THE STUDY
1. There is a significant increase in the effectiveness after the training program.
2. The satisfaction levelsofemployees are improved after training program.
METHODOLOGY OF THE STUDY
Research Design: The study is explorative as well as descriptive in nature.
SOURCES OF DATA
PRIMARY DATA:-
Internal data about working of HR department gathered from organization.
Interview. Observation. Sufficient data collected through feedback forms by the employees. [Questionnaires ].
SECONDRAY DATA:-
Magazines, journals, brochures , etc.
Website of the company. [www.hitwada.com ].
Books. Earlier researches on similar topic.
SAMPLES
METHOD OF SAMPLING USED: RANDOM SAMPLING METHOD
In the random sampling method, all items have some chance of selection that can be calculated. Random sampling technique ensures that bias is not introduced regarding who is included in the survey.
SAMPLE SIZE: The sample size taken is 20 employees from the Human Resource Department of SBI Bank.
Research Methodology
Research in common parlance refers to the search for knowledge. It can be also defined as a scientific and systematic search for pertinent information on specific topic. Infact, search is an art of scientific investigation. In simple terms, research means, ‘ a careful investigation or enquiry especially through search for new factsin any branch of knowledge.’
DATA COLLECTION: Survey-questionnaire:- Behaviors, beliefs and observations of specific groups are identified, reported and interpreted.
DATA ANALYSIS AND DATA INTERPRETATION
Q1. Your organization considers training as a part of organizational strategy. Do you agree with this statement?
According to the above data, it is clear that out of 100% employees 50% of employees consider training as a part of firms strategy. 40% of employees strongly agree with the statement.
5% of employees disagree with the statement.
Q.2 To whom training is given more in your organization?
According to the above data, out of 100% employees
40% of new staff are given training.
10% of junior staff are given training.
40% of senior staff are given training.
10% of employees are given training based on requirements.
Q.3 What are the barriers to training and development in your firm?
According to above data, out of 100% employees
35% of employees consider time as a barrier in their training.
40% of employees consider lack of interest as a barrier.
15% of employees consider money as a barrier.
10% of employees consider non availability of skilled trainer as a barrier.
Q.4 What mode of training method is used in your firm?
According to the above data, out of 100% employees
30% of employees said job relation is used as a mode of training.
40% of employees said conference/discussion is used as mode of training.
15% of employees said external training is done.
15% of employees said programmed instruction is used as a mode of training.
CONCLUSIONS
On the basis of the analysis made, the following conclusions are drawn:
Maximum number of the employees finds healthy environment at the work place.
Lack of interest in employees act as a barrier in training programmes.
Maximum employees said that they get help whenever they require.
Employees are satisfied with the training and development programmes given to them. The training programmes has helped in developing skills of the employees.
RECOMMENDATIONS AND SUGGESTIONS
Some advanced training is required in technology department. The company should adopt some other ways for nominating the trainees like training need identification survey, self nomination, personal analysis, organisational analysis, etc. Training should be a continuous process i.e., it should be imparted at regular intervals. The duration of training program should be less and details should be precise and accurate. HR department should conduct seminars on some vital topics so that employees are always motivated and encouraged to work.
BOOKS REFERRED:
- Personnel and Human Resource Management by P. Subba Rao.
- Personnel Management by C. B. Mamoria.
- Human Resource and Personnel Management by K. Aswathappa.
- Human Resource Management by Anjali Ghanekar.
