r&s, t&d and pa of ing

8/3/2019 r&s, t&d and Pa of Ing.

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By-Nishita.International School of Management.

ING VysyaB A N K


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ING Vysya Bank was set up in 1930 in

Bangalore.

In 1985, it was the largest Private Sector Bank

and in 1993, the number of branches crossed

300.

Those who are interested in being a part of

this prestigious bank can apply for ING VysyaBank Jobs online or via post.


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ING Vysya Bank recruitment process is verysimple.

They advertise for the vacant positions at theirwebsite.

The Position Title is needed to be mentioned asthe Subject line.

The bank reverts to the applicant shortly.Vacancies for different posts like Relationship

Manager (Wealth Management) are oftenadvertised by the bank.Recruitment in ING Vysya Bank goes on

throughout the year.


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JOB DESCRIPTION:

Experience: 4 5 Years

Location: Bengaluru/Bangalore

Education: UG Any Graduate Any

Specialization, PG Any PG Course Any

Specialization.

Industry Type: Banking/Financial Services/Broking Role: Regional Mgr

Functional Area: Banking, Insurance


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Job Position : HR Trainee

No of Opening : 1 Name of the Organization : ING Vysya Bank Ltd. Experience: 0 1 Years Job Location: Bengaluru/Bangalore Required :

* Graduate in Commerce/ Account background

* Sound banking knowledge* Banking knowledge* Committed* Responsiveness and Ownership* Analytical skills

* Subject Matter expert* Communication Speed & accuracy.* Analytical skills* Recon Skills.* Eye for detail.* Only male candidates need to apply


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TRAINING AND

DEVELOPMENT


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To increase the knowledge of workers in doing specific works.

To impart new skills among the workers systematically so that they learn

quickly.

To bring about change in the attitude of the workers toward the fellow

workers, supervises the organization.

To improve the overall performance of the organization.

To reduce the number of accidents by providing safety training to workers.

To make the workers capable of handling materials, machines and

equipments efficiently and effectively and thus check wastage of time and

resources.

To prepare workers for higher jobs by developing advance skills in them.


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IDENTIFICATION OF TRAINING NEEDSORGANIZED ANALYSIS

TASK ANALYSISHUMAN RESOURCE ANALYSIS

SETTING TRAINING OBJECTIVE

ORGANIZATION OF TRAINING PROGRAMMETRAINEE AND INSTRUCTOR

PERIOD OF TRAININGTRAINING METHODS AND MATERIAL

EVALUATIONS OF TRAINING RESULTS

DESIGNING A TRAININGPROGRAMME


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ING Vysya has developed a well defined training

programme for its employees.

At the divisional level ING imparts training to itsemployees and agents through three training centres.

Employees training centre (ETC)

Computer training centre (CTC )

Divisional training centre (DTC)


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INDUCTION

This type of training is for new employees. This training is concerned

with introducing or orienting a new employee to the organization and its

procedure, rules and regulations.

JOB TRAININGIt relates to specific job, which the worker has to handle. It gives

information about machines, process of production, instruction to be

followed and method to be used

APPRENTICESHIP TRAININGApprenticeship training programme tends more towards education.

Under this programme both skill and knowledge for doing a job or series of

related jobs are involved.


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INTERNSHIP TRAINING

Internship training is usually meant for such vocations whereadvanced theoretical knowledge is to be backed by practical experience on

the job.

REFRESHER TRAINING

It is for the old employees of the enterprise. The basic purpose of

refresher training is to acquaint the existing workforce with the latest

methods of performing their jobs and improve their efficiency further.

TRAINING FOR PROMOTIONThe talented employees may be given adequate training to make them

eligible for promotion to higher jobs in the organization.


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On the Job Training Method:-SimulationDemonstrations and ExamplesCoachingUnder Study

Job Rotation

Off the Job Training Method:-LecturesCase Study

Conference and Seminars T-Group Training (Sensitive Training)Programme InstructionsRole Playing


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ING Vysya bank has evolved its training programme witha resolute focus to provide inputs to trainees on:

Infrastructure financing and project evaluation

Informational technologyManagement information systemAsset liability managementRule based lendingRisk management

Customer careAccreditation of ISO-9000Quality management system standards

Total quality management


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The bank is self reliant in imparting training to more than 50% of its totalworkforce during the year with the help of its vast training infrastructure

comprising Central Staff College/ Regional Staff College/ Zonal TrainingCentres.

The bank conducts 20 odd intensive training programmes in the areas ofCredit, Foreign Exchange and Computer Applications.

Further, in order to inculcate team spirit the bank conducted unique self-awareness programmes for all the staff of the same branch at the postpublic hours in the branch premises itself.

At Faridabad bank has its own I.T.Centre to impart exclusive in housetraining on Information Technology to meet our growing requirements oftrained staff in view of the massive branch automation plan.

Finally these centres are conduction HRD related programmes to improvethe general health of human relations throughout their networks andinclude confidence in their supervisors and operators alike.


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PERFORMANCE

APPRAISAL


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Administrative-

Promotions

Transfers

Wage and salary administration

Training and development

Personnel research

Self Improvement


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As far as possible, performance appraisal should be based onobjective factors in accordance with the KRAs; it should be

continuous process and made at regular intervals.

ING Vysya takes care, that the methods of performance appraisalit adopts should assess some basic personal qualities of the

employees:

Knowledge of the work

Ability to do the work

Quality and quantity of output

Personal qualities like, dependability, adaptability, initiative, etc.

Special qualities like confidence, leadership, etc.


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Traditional methods- Unstructured appraisal

Employee ranking

Graphic rating scales

Critical incidents

Field review


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Modern methods- Management By Objectives(MBO)-

Same as behavioural approach to subordinate appraisal.Actually called work planning and review. An employee is not appraised by his recognized traits, but by

his performance with respect to the agreed goals or objectives. The essential feature of this approach is mutual establishment

of job goals.

Behaviorally Anchored Rating Scales(BARS)-

Identification of critical incidents or behaviours. Identification of performance dimensions.

Reclassification of critical behaviours. Assigning scale values to the critical behaviours. Development of bar instrument.


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Determining theObjectives ofPerformance

Appraisal

Who is to beAppraised?

EstablishingStandards of

Performance

Who is to do theAppraisal?

Frequency ofAppraisal

Designing offorms


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Thank YouBy-Nishita.

r&s, t&d and pa of ing

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