Professional Documents
Culture Documents
PNB Training Report
PNB Training Report
MBA 2014-16
PROJECT REPORT ON
TRAINING EFFICIENCY
UNDERTAKEN AT
PREPARED BY
HARLEEN KAUR ( MBA 3rd sem)
(7275409946) har.01.best@gmail.com
UNDER SUPERVISION OF- MR.RAZA HUSSAIN (HUMAN RESOURCE DEPARTMENT)
A
Research Project Report On
A STUDY ON TRAINING EFFICIENCY
WITH REFERENCE TO PUNJAB NATIONAL BANK (CIRCLE OFFICE) Kanpur,
Uttar Pradesh .
SUBMITTED TO:
Uttar Pradesh Technical University, Lucknow
For the partial fulfillment of the requirement of
Masters of Business Administration
(MBA -2014-2016)
UNDER THE SUPERVISION OF:
Mr. RAZA HUSSAIN,
SUBMITTED BY:
HARLEEN KAUR
MBA FINAL YEAR
Roll No. 1418170032
CERTIFICATE
This is to certify that the Summer Training Report entitled TRAINING EFFICIENCY WITH
SPECIAL REFERENCE TO PUNJAB NATIONAL BANK submitted by HARLEEN KAUR in
partial fulfillment of the requirement for the award of degree MBA Science & Technology
Entrepreneurs Park -Harcourt Butler Technological Institute, GBTU is a record of the
candidates own work carried out by her under my supervision. The matter embodied in this
dissertation is original and has not been submitted for the award of any other degree.
Faculty, STEP-HBTI
ACKNOWLEDGEMENT
This study will be incomplete without acknowledging my sincere gratitude to all those who have
contributed
in
some
way
or
other
in
completing
this
study.
I express a word of gratitude to the management of Science & Technology Entrepreneurs Park
Harcourt Butler Technological Institute for giving me an opportunity to conduct this study.
I wish to express my profound gratitude and Guide Mr. PRABHAT DIWEDI for his valuable
guidance precious time spent and help rendered during my study. I am grateful to him for his
advice and support throughout my study which has enabled me to complete my term paper
successfully.
A special word of thanks to Mr. Raza Hussain (human resource department) of circle office
PUNJAB NATIONAL BANK ,KANPUR for their continuous help and encouragement of this
study.
My sincere gratitude to my parents for their great help in the completion of this study.
Finally I thank all those who have directly indirectly helped me in completion this study.
Thank You
DECLARATION
The Dissertation report has been undertaken as a partial fulfillment of the requirement for the
award of the degree of Master of Business Administration of GBTU University.
The report was executed during the 3rd semester under the supervision of Mr. PRABHAT
DIWEDI. Further, I declare that this summer training Project Report is my original work and the
analysis & finding are for academic purpose only.
Student Signature
PREFACE
At STEP-HBTI, the MBA program has been designed keeping in the mind require of company in
the world at large. We, the student of STEP-HBTI are required to undergo 6-8 weeks company
project study after completing 2nd semester, where the students have to prepare a project during a
particular area of specialization. Then the students have to presentation of their 6-8 weeks
training project report to the panel of faculty.
The objective of the training module is to help the students to understand the business
environment well and equip us with the work culture of companies in the present era.
I HARLEEN KAUR have done my 6-8 weeks project training on TRAINING
EFFICIENCY. During my training with Punjab National Bank, Kanpur, I was able to enhance
my knowledge to a large extent in the field of human resource.
CONTENTS
Chapter
Content
Chapter-I
Chapter II
Company Profile
Chapter III
Chapter IV
Methodology
Analysis & Interpretation
Chapter - V
Chapter VI
Conclusion
Annexure
Bibliography
Page No.
CHAPTER I
INTRODUCTION
ABOUT THE TOPIC
OBJECTIVES OF THE STUDY
SIGNIFICANCE OF THE STUDY
All organizations must manage four resources: money, equipment, information, and
people.
Information is power; data about products, prices, and customers are essential to
every business.
A training program for 65 bank supervisors was found to cost $50,500, but the
utility to the organization was over $34,600 in the first year, $108,600 by the third
year, and more than $148,000 by the fifth year (Mathieu & Leonard, 1987).
employees.
Training and development programs may be focused on individual performance or
team performance.
Every organization needs to have well trained and experienced people to perform the
activities that have to be done. This is the most important aspect of Human Resource
Management. It is widely known that Human Resource Management helps people to
expand their capabilities and offer num erous opportunities. It is also
felt that the expanded capabilities and
o p p o r t u n i t y f o r p e o p l e a t w o r k w i l l l e a d d i r e c t l y t o improvement in
operating effectiveness.
The human resources approach means
that better people achieve better results. So if the current or potential job occupant can
meet this requirement, training is not important. But when this is not the case,
it is n e c e s s a r y t o r a i s e t h e s k i l l l e v e l s a n i n c r e a s e t h e v e r s a t i l i t y a n d
adaptability of employees. Inadequate job perform ance or a decline in
p r o d u c t i v i t y o r c h a n g e s resulting out of job redesigning or a technological break
through require some type of t r a i n i n g a n d d e v e l o p m e n t e f f o r t .
Definitions:
The term training refers to the acquisition of knowledge, skills, and competencies as a
result of the teaching of vocational or practical skills and knowledge that relate to specific
useful competencies. It forms the core of apprenticeships and provides the backbone of
content at institutes of technology (also known as technical colleges or polytechnics).
In addition to the basic training required for a trade, occupation or profession, observers of
the labor-market recognize as of 2008[update] the need to continue training beyond initial
qualifications: to maintain, upgrade and update skills throughout working life. People
within many professions and occupations may refer to this sort of training as professional
development. Training usually refers to some kind of organized (and finite it
time) event a seminar, workshop that has a specific beginning data and
end date. Its often a group activity, but the word training is also used to
refer to specific instruction done one on one.
Employee development, however, is a much bigger, inclusive thing. For example, if a manager
pairs up a relatively new employee with a more experienced employee to help the new employee
learns about the job, thats really employee development. If a manager coaches and employee in an
ongoing way, thats employee development. Or, employees may rotate job responsibilities to learn
about the jobs of their colleagues and gain experience so they might eventually have more
promotion opportunities. Thats employee development. In other words employee development is a
broader term that includes training as one, and only one of its methods for encouraging
employee learning. The important point here is that different activities are better for the
achievement of different results. For example, if the desire is provide an employee with a better
understanding of how the department works, job rotation might work very well. If the goal is to
improve the employees ability to use a computer based accounting package direct training would
be more appropriate than, lets say, job rotation.
Establishing the skill requirements and the subsequent training needs of the
workforce.
The design of the most suitable events and most effective training methods for your
organization.
Delivery of the training with additional support for any open learning aspects.
Evaluation and validation of the training event to ensure that you achieve
identifiable and cost effective business improvements from the development of your
staff
Consistency
Employee Satisfaction
Types of Training :
T h e r e a r e s e ve r a l T & D me t h o d s a va i l a b l e . T h e u s e o f a p a r t i c u l a r m e t h o d
d e p e n d s w h i c h m e t h o d a c c o m p l i s h e s t h e training needs and objectives. Training
methods can be classified into two categories:
I. On-the-Job Methods
This refers to the methods of training in which a person learns a job by actually
doing/performing it. A person works on a job and learns and develops expertise at the
same time.
1. Understudy
In this the employee is trained by his or her supervisor. The trainee is attached
with his or her senior and called understudy or assistant. For example, a future
ma nager might spend few months as assistant to the present manager.
2. Job rotation
This refers to shifting/movement of an employee from one job to another on
regular intervals.
3. Special projects
The trainees' ma y ask to w ork on specia l projects related with departmental
objectives. By this, the trainees will acquire the knowledge of the assigned work and
also learn how to work with others.
4. Experience
It refers to learning by doing. This is one of the oldest methods of on-the-job training.
Although this is very effective method but i t a ls o ve r y ti me -c ons umi ng a nd w as te ful .
Thus i t shoul d be followed by other training methods.
5. Committee assignment
In this, the trainees become members of a committee. The c o m m i t t e e i s
a s s i g n e d a p r o b l e m t o d i s c u s s a n d m a k e recommendations.
6. Coaching
In this, the supervisor or the superior acts as a guide and instructor of the trainee.
This involves extensive demonstration and continuous critical evaluation and correction.
II. Off-the-Job Methods
These methods require trainees to leave their workplace and concentrate their entire time
towards the training objectives. These days off-the-job training methods have become
popular due to limitations of the on-the-job training methods such as facilities and
environment, lack of group discussion and full participation among the trainees from
different disciplines, etc. In the off-thejob methods, the development of trainees is the
primary task rest everything is secondary. Following are the main off-the-job training
methods:
1. Special courses and lectures
These are the most traditional and even famous today, method of developing personnel.
Special courses and lectures are either designed by the company itself or by the
management/professional schools. Companies then sponsor their trainees to attend these
courses or lectures. These are the quick and most simple ways to provide knowledge to a
large group of trainees.
2. Conferences and seminars
In this, the participants are required to pool their thoughts, ideas, viewpoints, suggestions
and recommendations. By attending conferences and seminars, trainees try to look at a
problem from different angles as the participants are normally from different fields and
sectors.
3. Selected reading
This is the self-improvement training technique. The persons acquire knowledge and
awareness by reading various trade journals and magazines. Most of the companies have
their own libraries. The employees become the members of the professional associations to
keep abreast of latest developments in their respective fields.
4. Case study method
This technique was developed by Harvard Business School, U.S.A. It is used as a
supplement to lecture method. A case is a written record of a real business
situation/problem faced by a company. The case is provided to the trainees for discussion
and analysis. Identification and diagnose of the problem is the aim in case study method.
Alternate courses of action are suggested from participants.
5. Programmed instruction/learning
This is step-by-step self-learning method where the medium may be a textbook, computer
or the internet. This is a systematic method for teaching job skills involving presenting
questions or facts, allowing the person to respond and giving the learner immediate
feedback on the accuracy of his or her answers."
6. Brainstorming
This is creativity-training technique it helps people to solve problems in a new and different
way. In this technique, the trainees are given the opportunity to generate ideas openly and
without any fear of judgment. Criticism of any idea is not allowed so as to reduce inhibiting
forces. Once a lot of ideas are generated then they are evaluated for their cost and
feasibility.
7. Role-playing
In this method, the trainees are assigned a role, which they have to play in an artificially
created situation. For example, a trainee is asked to play the role of a trade union leader
and another trainee is required to perform the role of a HR manager. This technique
results in better understanding of each other's situation by putting foot in other's shoes.
8. Vestibule schools
Large organisations frequently provide what are described as vestibule schools a
preliminary to actual shop experience. As far as possible, shop conditions are duplicated,
but instruction, not output is major objective." A vestibule school is operated as a
specialised endeavor by the personnel department. This training is required when the
amount of training that has to be done exceeds the capacity of the line supervisor; a portion
of training is evolved from the line and assigned to staff through a vestibule school." The
advantage of a vestibule school is specialisation.
9. Apprenticeship training
This training approach began in the Middle Ages when those who wanted to learn trade
skill bound themselves to a master craftsman and worked under his guidance.
Apprenticeship training is a structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job training.
10. In-basket exercise
In this technique, the trainees are provided background information on a simulated firm
and its products, and key personnel. After this, the trainees are provided with in-basket of
memos, letters, reports, requests and other documents related with the firm. The trainee
must make sense out of this mass of paperwork and prepare memos, make notes and
delegate tasks within a limited time period."
11. Business games
Business games involve teams of trainees. The teams discuss and analyze the problem and
arrive at decisions. Generally, issues related with inventories, sales, R&D, production
process, etc. are taken up for consideration.
12. Behavior modeling
This is structured approach to teach specific supervisory skill. This is based on the social
learning theory in which the trainee is provided with a specific model of behaviour and is
informed in advance of the consequences of engaging in that type of behaviour.
13. Sensitivity (T-group) training
In this type of training, a small group of trainees consisting of 10 to 12 persons are formed
which meets in an unstructured situation. There is no set agenda or schedule or plan. The
main objectives are more openness with each other, increased listening skills, trust,
support, tolerance and concern for others. The trainers serve a catalytic role. The group
meets in isolation without any formal agenda. There is great focus on inter-personal
behaviour. And, the trainer provides honest but supportive feedback to members on how
they interacted with one another.
Evaluation of Training:
Definition: Any attempt to obtain information on the effects of training onperformance
and to assess the value of training in the light of that information.
2. To ascertain how far the training is useful to improve career prospects of individual
employees in the organization.
3. To identify the deficiencies of the training for the purpose it is intended in order to
incorporate additions to the training program.
4. To identify unnecessary aspects in the training program for the purpose of deleting such
things from the training program.
Principles of Evaluation:
4. Evaluation specialist must be clear about the goods and purpose of evaluation.
Techniques of Evaluation:
1. Questionnaires
2. Tests
3. Interviews
4. Cost benefit analysis
5. Feed back
Evaluation methods:
1. Test-retest method:
Participants are given a test before they begin the program. After the program is
completed the participants retake the test. This test may not be valid but more importantly,
Increase in test scores may be due to causes other than the training program.
3. Experimental :
Control group method: Two groups are established i.e. experimental & Control group,
comparable as to skills, intelligence and learning abilities and evaluated on actual job
performance. Members of control group work on the job but do not undergo training.
Experimental group is given the training. At the conclusion of the training the two groups
are reevaluated.
2) Learning: In this case an attempt is made to assess whether the trainees have learned the
skills and knowledge intended to be imparted through the training program.
3) Behavior: here the trainees behavioral pattern is examined carefully after his training
program for the purpose of evaluating whether there are changes in his behavior in the job
compared to the period before the training program was imparted.
INDUSTRY PROFILE
General Introduction
Bank may be defined as a financial institution which is engaged in the business
of keeping money for savings and checking accounts or for exchange or for
issuing loans and credit etc. A set of services intended
characterized by a higher quality than the services offered to retail customers. Based on the
notion of tailor-made services, it aims to offer advice on investment, inheritance plans and
provide active support for general transactions and the resolution of assetrelated problems. The essential function of a bank is to provide services related
to the storing of deposits and the extending of credit. Basic function may
include Credit collection, Issuer of banking notes, Depositor of money and lending
loans.
The banking section will navigate through all the aspects of the Banking System in India. It
will discuss upon the matters with the birth of the banking concept in the country to new
players adding their names in the industry in coming few years. The banker of all banks,
Reserve Bank of India (RBI), the Indian Banks Association (IBA) and top 20 banks like
IDBI, HSBC, ICICI, ABN AMRO, etc. has been well defined under three separate heads
with one page dedicated to each bank. However, in the introduction part of the entire
banking cosmos, the past has been well explained under three different heads namely:
History of Banking in India
Nationalization of Banks in India
Scheduled Commercial Banks in India
The first deals with the history part since the dawn of banking system in India.
Government took major step in the 1969 to put the banking sector into systems and it
nationalized 14 private banks in the mentioned year.
Without a sound and effective banking system in India it cannot have a healthy
economy.
The banking system of India should not only be hassle free but it should be able to
meet new challenges posed by the technology and any other external and
internal factors.
For the past three decades India's banking system has several outstanding
achievements to its credit. The most striking is its extensive reach. It is no longer
confined to only metropolitans or cosmopolitans in India. In fact, Indian banking
system has reached even to the remote corners of the country. This is one of
the main reasons of India's growth phase.
The government's regular policy for Indian bank since 1969 has paid rich
Dividends. With the nationalization of 14 major private banks of India. Not long ago, an
account holder had to wait for hours at the bank counters for getting a draft or for withdrawing
his own money.
Gone are days when the most efficient bank transferred money from one branch to other in
two days.
Now it is simple as instant messaging or dials a pizza. Money has become the order of the day.
The first bank in India, though conservative, was established in 1786.From 1786 till today,
the journey of Indian Banking System can be segregated into three distinct phases. They
are as mentioned below:
New phase of Indian Banking System with the advent of Indian Financial
& Banking Sector Reforms after 1991.To make this write-up more explanatory, I prefix the
scenario as Phase I, Phase II and Phase III.
Phase I
To streamline the functioning and activities of commercial banks, the Government of India
came up with The Banking Companies Act, 1949 which was later changed to Banking
Regulation Act 1949 as per amending Act of 1965 (Act No. 23of 1965). Reserve Bank of
India was vested with extensive powers for the supervision of banking in India as
the Central Banking Authority. During those days public has lesser confidence in
the banks. As an aftermath deposit mobilization was slow. Abreast of it the savings bank
facility provided by the Postal department was comparatively safer. Moreover, funds were
largely given to traders.
Phase II
Government took major steps in this Indian Banking Sector Reform after
independence. In 1955, it nationalized Imperial Bank of India with extensive
After the nationalization of banks, the branches of the public sector bank India raised to
approximately 800% in deposits and advances took a huge jump by 11,000%.Banking in
the sunshine of Government ownership gave the public implicit faith and immense
confidence about the sustainability of these institutions.
Phase III
This phase has introduced many more products and facilities in the banking sector
in its reforms measure. In 1991, under the chairmanship of M Narasimham, a
committee was set up by his name which worked for the liberalization of banking
practices. The country is flooded with foreign banks and their ATM stations. Efforts
Unscheduled Banks in India Scheduled Banks in India constitute those banks which
have been included in the Second Schedule of Reserve Bank of India (RBI) Act,
1934. RBI in turn includes only those banks in this schedule which satisfy the
criteria laid down vide section 42 (6) (a) of the Act. As on 30th June, 1999, there
were 300 scheduled banks in India having a total network of 64,918 branches. The
scheduled commercial banks in India comprise of
With years, banks are also adding services to their customers. The Indian banking industry
is passing through a phase of customers market. The customers have more choices in
choosing their banks. A competition has been established within the banks operating in
India. With stiff competition and advancement of technology, the services provided by
banks have become more easy and convenient. The past days are witness to an hour wait
before withdrawing cash from accounts or a cheque from north of the country being
cleared in one month in the south. This section of banking deals with the latest discovery in
the banking instruments along with the polished version of their old systems.
BANK ACCOUNT
The most common and first service of the banking sector. There are different types
of bank account in Indian banking sector. The bank accounts are as follows:
Bank Savings Account - Bank Savings Account can be opened for eligible person /
persons and certain organizations / agencies (as advised by Reserve Bank of India
(RBI) from time to time)
Bank Term Deposits Account - Bank Term Deposits Account can be opened by
individuals / partnership firms / Private and Public Limited Companies / HUFs/
Specified Associates / Societies /Trusts, etc
Bank Account Online - With the advancement of technology, the major banks in the
public and private sector has facilitated their customer to open bank account online.
Bank account online is registered through a PC with an internet connection. The
advent of bank account online has saved both the cost of operation for banks as well
as the time taken in opening an account.
PLASTIC MONEY
Credit cards in India are gaining ground. A number of banks in India are encouraging
people to use credit card. The concept of credit card was used in 1950 with the launch of
charge cards in USA by Diners Club and American Express. Credit card however
became more popular with use of magnetic strip in 1970.Credit card in India
became popular with the introduction of foreign banks in the country. Credit cards are
financial instruments, which can be used more than once to borrow money or buy products
and services on credit .Basically banks, retail stores and other businesses issue these.
LOANS
Banks in India with the way of development have become easy to apply in loan market. The
following loans are given by almost all the banks in the country:
Personal Loan
Home Loan
Education Loan or Student Loan In Personal Loan, one can get a sanctioned Loan
amount between Rs25, 000 to 10, 00,000 depending upon the profile of person
applying for the loan. SBI, ICICI, HDFC, HSBC are some of the leading banks
which deals in Personal Loan
MONEY TRANSFER
Beside lending and depositing money, banks also carry money from one corner of the globe
to another. This act of banks is known as transfer of money. This activity is termed
as remittance business. Banks generally issue Demand Drafts, Banker's Cheques, Money
Orders or other such instruments for transferring the money. This is a type of Telegraphic
Transfer or Tele Cash Orders. It has been only a couple of years that banks have jumped into
the money transfer businesses in India.
COMPANY
PROFILE
COMPANY
PROFILE
The first Indian bank started only with Indian capital, was nationalized in July 1969 and
currently the bank has become a front-line banking institution in India with 4525 Offices
including 432 Extension Counters. The corporate office of the bank is at New Delhi. Punjab
National Bank of India has set up representative offices at Almaty (Kazakhstan), Shanghai
(China) and in London and a full fledged Branch in Kabul (Afghanistan).Punjab National
Bank with 4497 offices and the largest nationalized bank is serving its 3.5 crore customers
with the following wide variety of banking services:
Corporate banking
Personal banking
Industrial finance
Agricultural finance
Financing of trade
International banking
Punjab National Bank has been ranked 38th amongst top 500companies by The Economic
Times. PNB has earned 9th position among top 50 trusted brands in India. Punjab National
Bank India maintains relationship with more than 200leading international banks world
wide. PNB India has Rupee Drawing Arrangements with 15 exchange companies in UAE
and 1 in Singapore
(PNB) was registered on May 19, 1894 under the Indian Companies Act with its
office in Anarkali Bazaar Lahore. The Bank is the second largest governmentowned commercial bank in India with about 4,500 branches across 764 cities. It
serves over 37million customers. The bank has been ranked 248th biggest bank in
the world by Bankers Almanac, London. The bank's total assets for financial year
2007 were about US$60 billion. PNB has a banking subsidiary in the UK, as well as
branches in Hong Kong and Kabul, and representative offices in Almaty, Dubai,
Oslo, and Shanghai.
1895: PNB commenced its operations in Lahore. PNB has the distinction of being
the first Indian bank to have been started solely with Indian capital that has
survived to the present. (The first entirely Indian bank, the Ouch Commercial Bank,
was established in 1881 in Faizabad, but failed in 1958.) PNB's founders included
several leaders of the Swadeshi movement such as Dyal Singh Majithia and
Lala Har Kishen Lal, Lala Lalchand, Shri Kali Prosanna Roy, Shri E.C.
Jessawala, Shri Prabhu Dayal, Bakshi Jaishi Ram, and Lala Dholan
Dass. LalaLajpat Rai was actively associated with the management of the Bank in
its early years.
1940: PNB absorbed Bhagwan Dass Bank, a scheduled bank located in Delhi circle.
1947: Partition of India and Pakistan at Independence. PNB lost its premises in
Lahore, but continued to operate in Pakistan.
1951: PNB acquired the 39 branches of Bharat Bank (est. 1942) Bharat Bank
became Bharat Nidhi Ltd.
September 1965: After the Indo-Pak war the government of Pakistan seized all the
offices in Pakistan of Indian banks, including PNB's head office, which may have
moved to Karachi.PNB also had one or more branches in East Pakistan
(Bangladesh).
1969: The Government of India (GOI) nationalized PNB and 13other major
commercial banks, on July 19, 1969.
1986 The Reserve Bank of India required PNB to transfer its London branch to
State Bank of India after the branch was involved in a fraud scandal.
1986: PNB acquired Hindustan Commercial Bank (est. 1943) in a rescue. The
acquisition added Hindustan's 142 branches to PNB's network.
1993: PNB acquired New Bank of India, which the GOI had nationalized in 1980.
2003: PNB took over Nedungadi Bank, the oldest private sector bank in Kerala. Rao
Bahadur T.M. Appu Nedungadi, author of Kundalatha, one of the earliest novels in
Malayalam, had established the bank in 1899. It was incorporated in 1913, and in
1965 had acquired selected assets and deposits of the Coimbatore National Bank. At
the time of the merger with PNB, Nedungadi Bank's shares had zero value, with the
result that its shareholders received no payment for their shares.PNB also opened a
representative office in London.
2007: PNB established PNBIL - Punjab National Bank (International) - in the UK,
with two offices, one in London, and one in South Hall. Since then it has opened a
third branch in Leicester, and is planning a fourth in Birmingham. Gatin Gupta
became Chairmen of Punjab National Bank.
PNB Vaibhav
PNB Gaurav
Anupam Account,
Mahabachat Schemes,
Personal Loan
Credit Cards
Social Banking
Corporate Banking
Apart from these, and the PNB also offers locker facilities, senior
citizens schemes, PPF schemes and various E-services.
PNB SUBSIDIARIES
PNB GILTS LTD. PNB Gilts Ltd., a subsidiary of the Bank, is engaged in the
business of trading in Govt. securities, treasury bills and Non SLR Investments.
Wide network
Large number of customers
Fast adaptability to technology
Brand image
WEAKNESS
Casual behavior
Corruption and red tapism
Slow decision making due to large hierarchy
High gross NPA
OPPORTUNITIES
THREATS
Stiff competition from SBI and other private players.
by Banking Frontiers
Magazines
by Institute of
Directors
ORGANIZATIONAL STRUCTURE
4. BRANCHES (4525)
OUR VISION
OUR MISSION
OUR VALUES
RESARCH
METHODOLOGY
CHAPTER - III
METHODOLOGY
The value of any systematic research lies in its methodology which is a way to systematically
solve research problems. Methodology helps the investigator to conduct in a prescribed manner.
2. Secondary Data: It was collected published books, journals, company records, files and
internet.
Method of Sampling:
The sampling technique used was non-probabilistic sampling under which convenient sampling
method was used.
DATA ANALYSIS
&
INTERPRETATION
CHAPTER - IV
ANALYSIS AND INTERPRETATION
In this chapter the investigator tried to analyze the collected data. The data has been collected
mainly through questionnaire.
PART - A
1.Years of Service:
The employee's experience and are directly related. Common belief is that younger workers are
more dissatisfied with higher expectations than their elders.
Table 1
YEARS
0-5
5-10
10-15
15-20
20-25
ABOVE 25 YEARS
NUMBER OF PEOPLE
3
1
2
3
10
6
Years of service
12%
24%
4%
8%
0-5 YEARS
5-10 YEARS
10-15 YEARS
15-20 YEARS
20-25 YEARS
ABOVE 25 YEARS
12%
40%
Table No. - 2.
Training Program Attendance
Direct relationship between Training Program Attendance and Employee Efficiency. The higher
the training level on employee the higher his efficiency because he can do his work with ease and
can be updated about latest trends in technology.
Training Program Attendance
yes
no
25
0
1st Qtr
2nd Qtr
100; 100%
Table3
Satisfaction of needs and expectations by Training program
Yes
No
18
7
no; 28%
no
yes
72%
The above pie chart shows that 72% of the respondents are of the opinion that theTraining
program met their needs and expectations.28% of the respondents are of the opinion that the
Training program did not meet their needs and expectations.
Table No. - 4
adequate training facilities were provided?
21
4
no; 16%
yes; 84%
84% of the respondents feel that adequate training facilities were provided.
16% of the respondents feel that adequate training facilities were not provided
Table - No. 5
content of the program (course) logically organized?
20
05
no; 20%
yes
no
yes; 80%
20% of the respondents are of the opinion that content of the training program was not logically
organized.
Table 6
6. Whether you exchange the knowledge gained at the training center with your colleagues
at your workplace?
Table 6: Information Exchange at the workplace
yes
no
23
2
Sales
8%
yes
no
92%
8% of the respondents dont exchange the knowledge gained at the training center with
colleagues at their workplace.
20
2
3
30%
JUST RIGHT
50%
TOO FEW
TOO MANY
20%
12% of the respondents are of the opinion that batch size of the training program was too many.
5
15
5
20%
20%
AVERAGE
GOOD
EXCELLENT
60%
Table 9.
6
14
3
2
8%
24%
12%
improvement in skills
enhanced knowledge
self development
attitudinal changea
56%
12% of the respondents are of the opinion that the training program was useful in self
development.
8% of the respondents are of the opinion that the training program brought attitudinal changes.
10. Whether the course material provided during the training was useful?
. Table 10: Usefulness of the Course material
YES
NO
23
2
Chart 10: Usefulness of the Course mate
Column1
3%
yes
no
97%
rial
8% of the respondents feel that the course material provided during the training was not useful.
11. Do you feel that you will be able to handle your job better after attending the training
program?
Table 11: Effect of training on the job
yes
no
22
3
12%
yes
no
88%
88% of the respondents feel that the training program helps to do their job better.
12% of the respondents disagree with it.
3
12
10
00
12%
40%
EXCELLENT
GOOD
SATISFACTORY
BELOW AVERAGE
48%
13. To what extent the Knowledge gained at the training centre is useful in your day to day
functioning?
Table 13: Usage of knowledge gained at the Training Center in day to day functioning.
TO GREAT EXTENT
TO SOME EXTENT
DISCOURAGE
6
19
-
24%
TO GREAT EXTENT
TO SOME EXTENT
DISCOURAGE
76%
Chart 13: Usage of knowledge gained at the Training Center in day to day functioning
24% of the respondents are of the opinion that the knowledge gained at the training centre is
useful to a great extent in day to day functioning.
76% of the respondents are of the opinion that the knowledge gained at the training centre is
useful to some extent in day to day functioning.
FINDINGS
CHAPTER-V
FINDINGS
By the study it is found that:
Summary of Findings:
1) The respondents are well qualified ranging from graduates to post graduates.
4) Maximum number of respondents i.e.72% of them felt that the training program met their
needs and expectations.
5)84% of the respondents have stated that adequate training facilities were provided.6)80% of
the respondents felt that the content of the training program was logically organized.
7) 92% of the respondents exchange the knowledge gained at the training center with colleagues
at their workplace.
8) 80% of the respondents felt that the batch size of the training program was just right.
9) 60% of the respondents felt that the quality of the training program was good.
10) 56% of the respondents have stated that the training program enhanced their knowledge.
11) 92% of the respondents felt that the material provided during the training programwas useful.
12)88% of the respondents are able to do their job better after attending the training program.
13) The overall reaction to the training program was good which forms 48%.14) Most of the
respondents i.e. 76% have stated that knowledge gained at the training centre is useful to some
extent in day to day functioning.
CONCLUSION
CHAPTER-VI
CONCLUSION
By the study conducted on training effectiveness at Punjab National Bank we can conclude that
in all respects the training programs were successful and for majority of the respondents the
training program met their needs and expectations. However it was found that there should be
more on the job support to encourage employees to practice what they learnt. It was glad to know
that majority of the respondents rated the quality of the training program as good. Overall the
training program was good according to the respondents. This shows the success of the training
programs conducted earlier. The open work culture, commitment and the co-operation among the
employees remarkable adaptability to changing banking environment have enabled Punjab
National Bank to be a THE NAME YOU CAN BANK UPON
SUGGESTIONS
SUGGESTION
1. Product awareness programs, marketing oriented programs must be introduced.
4. The Training programs contents should be designed keeping in view the jobs assigned or to be
assigned.
5. Latest developments in the field are to be dealt along with the training program
9.The bank reflects the philosophy of its founders, training programs (such as workshops,
seminars for the general public) would help to attract more youngsters to Punjab National bank
into its fold
LIMITATIONS OF
THE STUDY
LIMITATION
o Since data collected is both primary and secondary in nature, this poses
constraints in asking questions, making formal and informal interactions
with the assistant managers and the reliability and validity of the data.
o In todays day the companies are very sensitive regarding their internal data,
this proved a hindrance to my study.
o All this study is limited to Punjab National Bank, Kanpur only.
ANNEXURE
ANNEXURE
A Study on Efficiency of Training at Punjab National Bank with Special reference in Punjab
National Bank, Kanpur
Respected Sir,
"Training Efficiency" with special reference in Punjab National Bank . I request you to please
fill up this questionnaire and it will be kept confidential.
Part-A
Personal Details
1. Name
2 Age
3 Marital Status
4 Qualification
5 Department
6 Year of Experience
Part-B
1. How many years of service have you completed in Punjab National Bank? __________
3) Do you think the Training Program met your needs & expectations? Yes No
6) Whether you exchange the knowledge gained at the training center with your colleagues
at your workplace? Yes No
Just Right
Too few
Too many
Excellent
Good
Average
9) In what way the training program was useful? (Tick your choice)
a) Improvement in Skills.
b) Enhanced Knowledge.
c) Self Development
d) Attitudinal Changes.
10) Whether the course material provided during the training was useful? Yes No
11) Do you feel that you will be able to handle your job better after attending the training
program?
Excellent
Good
Satisfactory
Below average
13. To what extent the Knowledge gained at the training centre is useful in your day today
functioning?
To a great extent
To some extent
No encouragement
14) Would you recommend any changes in the training programs? Please Specify
Bibliography
Bibliography
Websites
http://www.Canbankindia.com/
http://www.indiainfoline.com/
http://www.Rbi.org.in/
Database
Books:
Human Resource Mangement, V.S.P.Rao, Excel Books
I .M PANDEY- Financial Accounting
Prof. M.V Kulkarni, Research Methodology
Human Resource Management, K. Ashwatappa, 3/e Tata McGraw-Hill
Publishing
Journals