Training and Development in India

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TRAINING INITIATIVES AT PUNJAB NATIONAL BANK Submitted To: Dr. Debashish Sen Gupta Area Chairperson Human Resource Alliance Business School Submitted By: Aakanksha Agnihotri Registration No: 08PG143 Punjab National Bank Profile Since its humble beginning in 1895 with the distinction of being the first Indian bank to have been started with Indian capital, PNB has achieved significant growth in business which at the end of March 2009 amounted to Rs 3,64,463 crore. Today, with assets of more than Rs 2,46,900 crore, PNB is ranked as the 3rd largest bank in the country (after SBI and ICICI Bank) and has the 2nd largest network of branches (4668 including 238 extension counters and 3 overseas offices). With over 38 million satisfied customers and 4668 offices, PNB has continued to retain its leadership position among the nationalized banks. Training is a key to enhancement of productivity and therefore, a critical component of an organization’s strategy, HR practices and business development process. Its importance has increased due to fast changes in technology, work processes, gaps in formal education vis-à-vis actual job requirements. It is thus integral to organizational life and quest for efficiency and competitiveness. Training Objectives a) To contribute towards enrichment of knowledge, skill development and positive attitudinal orientation at all levels keeping in line with corporate requirements and business plans relating to overall vision of the bank. b) To develop specialized cadres in various areas like Credit, Foreign Exchange, IT, Treasury, Risk Management etc. c) To prepare the employees for future by ensuring training and development inputs which are futuristic. Training areas The training system in the bank shall address the task of skill up-gradation of employees in the following areas:  Functional Skills -, Credit appraisal & NPA Management, Asset Liability Management, Credit Risk Management, Risk Based Internal Audit, Foreign Exchange, Treasury Management, Computer based Skills including IT & CBS, ,Lending to Priority Sector, Financial Inclusion etc.

 Management Skills - Business Plan, Decision Making, Cost Management, Quality Awareness, Change Management. General Administration, Problem Solving, Multitasking in CBS Environment etc.  Behavioural Skills - Attitudinal Change, Leadership and Team work, Soft Skills, Customer Care, Grievance Redressal, Code of commitment to Customers, Management of Stress, Business Etiquettes etc. The contents, course coverage and the duration of the training programmes are in tune with the policy of the bank. Training Need Identification Training Need Identification is a continuous process and is presently carried out through assessment by nominating authority, feedback of the employee in the PAF system and business requirement. Provisions are to be incorporated in HRMS, wherein the employee can specify his/her training requirement. Head Office / Circle specific training needs are assessed at the time of Advisory Committee meeting of training Colleges/ Centers. All these are used to enable training colleges / centers prepare their Quarterly Training Plan as per need analysis. Training Methodology The delivery of Training is regularly updated and kept state of the art to make it appealing to the participants for effective learning. Broadly, it consists of lectures, discussions, role plays, case studies, simulations, in-basket exercises etc. depending on the nature of the programme. It is the Endeavour of the training system to adopt a mixed strategy to impart training to the total number of budgeted employees to be trained during a year as follows: In-house Training at Training Colleges /Centers E-Learning / Field Training Outside Institutions (in India & abroad) - 50% - 45% - 05%

The scope of e-learning is broad based in the training set up of the Bank through implementation of Learning Management System (LMS) for developing ‘Knowledge- based Workers’ as also for...
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