6.training & developement (2)

8/10/2019 6.Training & Developement (2)

1/13

Ajax Management Consultants Private Limited

Vision

The vision of Training & Development is to become a professional development center, capable

of providing quality programs to support the strategic objectives of the Bank, while addressingthe training and development needs to enhance individual performance. t also acts as a change

agent in organisational restructuring and performance drive in an effective manner.

Objective of Training & Development

The role of Training & Development in a dynamic business environment is to be a partner to the

business lines and help them achieve their objectives, by developing the knowledge and skills of

their people. The success of training, results from its integration with the business plan and thebusiness culture. !ence the challenges for Training at B"# #aribas are$

To upgrade e%isting knowledge & skills of employees to enable them to successfully

accomplish their duties and responsibilities

To provide an opportunity for competency development

To upgrade Technical knowledge and #roduct training to ront line ' (perations & )upport

)ervices

To provide nternational *%posure ' "etworking

To undertake +nowledge anagement initiatives to encourage the quest for learning

Training And Development Philosophy

The realisation of the Training & Development vision depends on the support and commitment of

both anagement and individual employees.

Management

anagers play a key role in the training and development of the officer ' staff. t is their

responsibility to evaluate available training and development activities in respect of business and

individual needs, assist each individual in planning his'her programme of development, and

encourage them to attend training programmes and follow-up on the subsequent progress

Individual

The success of any development process is highly dependent on the individual. ndividuals must

be personally committed to their own growth by putting effort in learning, practicing and

mastering the skills and knowledge during/ and after/ the training and development activities.


2/13


TAI!I!" & D#V#$OPM#!T PO%#

Training !eeds Analysis

#ost the 0nnual 0ppraisal e%ercise for all officers, the training needs as identified by the officers

and their appraisers are analysed.

teps for the !eed Analysis

The training needs inputs derived from the appraisal are first classified into technical,

developmental needs and on the job attachment training needs, Business line wise The needs are classified into broad categories depending on the commonalties that e%ist and

are drafted into proposed activities.

Training needs are then discussed with employees to gain understanding of specific areas in

the stated topics.

or e%ample, if an employee wants to undergo training in communication, we need to find

out if he means written, verbal or any other aspect of communication.

ndividual discussions are held with Department !eads so as to get their perspective on the

needs mentioned. These discussions assist in getting an understanding of the needs for the

entire department, the methodology to be followed and the priorities.

#ost discussions with the functional heads, the identified needs of all the officers in the

department are classified into nternal ' *%ternal & nternational training needs.

TAI!I!" !##D A!A$'I1Business Plan

1Performance Appraisals

1Talks with the employees

1Discussion with Functional Heads

1Employee Feedback Survey

TAI!I!" P$A!1lassify the needs

1!atch to e"istin# Skills and $nowled#e

1Formulate Trainin# Pro#rams

as per the plan

1%dentify faculty

1%dentify institutes to adress the needs

Preparation of Annual %alendar

%onduct Training

using various training

methodology

election & !omination

of Personnel

Training !eed Analysis

and

Training Objectives

TAI!I!" (##D)A%*1End of Trainin# &uestionaire

1Pre ' Post Trainin# &ui(

1De briefin# sessions after

trainin# pro#ram

A!A$'# (##D)A%*

1)e desi#nin# the pro#ram

1%ntroducin# new pro#rams

1%mprovin# work processes

+uman %apital *no,ledge ban-

*no,ledge ManagementMI . eporting &

Training Inventory

/ 0 1

2

345

6


3/13


Training Plan

Internal Training

Based on the identification of training needs, internal training programmes are planned on ayearly basis and are classified into the following categories$

Technical Training

nduction Training

Developmental Training

)ystems Training

ntensive workshops

#7ternal Training

*%ternal training programmes are planned to address the speciali2ed areas of training,

specific to their requirements for those individuals whose training needs cannot be met by

internal training.

These programmes are chosen from selected e%ternal institutes such as "B, BT3, 3risil,Dun & Bradstreet, , TT3, "B etc.

International Training

3andidates are nominated for nternational training programmes by the training department

duly approved by the unctional !eads, based on the objectives and the course contents of

programs and the relevance to the needs of the candidate. These programmes are chosen

from the 4roup !5 & 3B Training calendars.

Training (eedbac-

eedback or evaluation process covers the following features

6uality of the programme

5elevance of the programme

*valuation of the trainer

mpact of Training

Training eedback is solicited by way of a 7Training eedback orm,8 7*nd of the program

6ui28 and mpact of Training surveys.

3onsolidated qualitative training feedback summary is distributed for all training

interventions to the 4roup anagement ' aculty ' 3oncerned department heads ' branch

managers at the end of every training intervention for the following purpose$

0s a means of informing the *%ecutive 3ommittee ' unctional !eads, Trainers the views of

the participants regarding training or any other suggestions

0s a means of improvement of the training process.

To measure the learning curve through the pre & post training qui2

To develop new programmes emerging from the participants suggestion


4/13


To have a debriefing between the participant and his immediate supervisor

Training MI

The ) provides qualitative and quantitative information about the training programmes

conducted for the month and also the rescheduled programmes for the ne%t month.

t provides information regarding the evolution of training in terms of man-hours and cost

for the following

nternal, *%ternal, nternational

Technical and developmental training

unctions and business lines

Training eport

The !alf 9early and 0nnual Training 5eports give an overview of all the training activities

conducted during the year. t gives qualitative data in terms of number of hours of training

imparted and cost involved together with a quantitative data in terms of the programmes

conducted, feedback received and an outline of the training activities planned for the ne%t year.

Training Infrastructure

The training classroom )avoir aire, which can accommodate appro%imately :; people is fully

equipped with state of the art facilities as mentioned below$

(verhead #rojector

hite Board

The


5/13


*no,ledge Management

Our trategy for *no,ledge Management

8+one your s-ills to perfection and learn something ne, everyday9cause the only long termcompetitive advantage for any organisation is the collective brain power of its people.

(bjective Cthis is purely from the e%pectation standpoint

E nfluence and shape a thinking culture

E )eek greater learning

E )haring of perspectives

E *%change learning

E ncreased awareness

+nowledge anagement nitiative

:.>eb'3omputer Based Training

F.+now to 4row 3oncept

E 0rticles, reviews of books and perspectives from individuals within the organisation and ' orcommercially available print or media.


6/13


"ame of the #articipant $-

Topic $-

C#lease complete this survey before you leave. 9our response will help us to evaluate this training

and to plan for further training.

P$#A# TI%* A!' O!# OPTIO! (OM TAT#M#!T / TO 1:

:. Overall evaluation of the Venue; #hysical 0rrangements of program

*%cellent 4ood 0verage

#oor

F. Overall evaluation of the trainer;*%cellent 4ood 0verage

#oor

+nowledge

#reparation

)tyle & delivery

*ncouraged participation


7/13


of the trainees

I. Do you thin- the time given for the program ,as;e =========================:s-ills:

To optimi>e ========================::attitude:

3omment on the degree to which the above training objectives were met$-

o Allobjectives met by training

o ome objectives met by training

o !oobjectives met by training

>hich objectives are not met. #lease specify $-

=====================================

==========

J. ?hat have you learnt in this training@ *no,ledge

-ills ;

6.training & developement (2)

Documents