PROJECT WORK REPORT

ON
“Employee Training and Development Techniques in Yes Bank”

SUBMITTED BY
TRAPTI BHARDWAJ
20MSKXX652
MBA 4th Semester
Session 2020-2022

RAJASTHAN TECHNICAL UNIVERSITY

In partial fulfillment of the requirements for the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

Under the guidance of

INTERNAL GUIDE EXTERNAL GUIDE

(Dr. Atul Gupta) (Mr. Anil Agarwal)
(DY Head and Associate Professor) (Training head - Manager)

DEPARTMENT OF MANAGEMENT STUDIES

SWAMI KESHAVAND INSTITUTE OF TECHNOLOGY, MANAGEMENT AND
GRAMOTHAN
Ramnagaria Jagatpura,Jaipur
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 YES BANK LIMITED

(Gr flr n basement, commercial plot no 08 sp, 51, sec 8, Pratap nagar)

(Jaipur, Rajasthan)

Ref.....

Date...

To whomsoever it my concern

This is to certify that Trapti Bhardwaj student of MBA final year of Swami Keshvanand
Institute of Technology, Management & Gramothan has completed his project report on
the topic “A study on the Employee Training and Development Techniques in Yes Bank
, Jaipur” under the guidance of Mr.Anil Agarwal. We wish all the best for her professional
career.

Mr. Anil Agarwal

(Training Head)- MANAGER

2
 CERTIFICATE

This is to certify that Trapti Bharadwaj bearing Roll No 20MSKXX652, is a

bonafide student of Master of Business Administration course of the Institute
(Batch), affiliated to Rajasthan Technical University, Kota.

Project Work report on “A study on the Employee Training and Development in

Yes Bank” is prepared by him/her under the guidance of Dr. Atul Gupta, in
partial fulfillment of the requirements for the award of the degree of Master of
Business Administration of Rajasthan Technical University, Kota, Rajasthan.

Signature of Internal Guide Signature of HOD

Signature of Principal

3
 DECLARATION

I, Trapti Bharadwaj, hereby declare that the Project Work report entitled “A
study on the Employee Training and Development Techniques in Yes Bank”
with reference to “Yes Bank” prepared by me under the guidance of Dr. Atul
Gupta, faculty of M.B.A Department, Swami Keshavand Institute of Technology
Management and Gramothan, Jagatpura, Jaipur and external assistance by
(External Guide Name, Designation and Organization).

I also declare that this Project work is towards the partial fulfillment of the
university regulations for the award of degree of Master of Business
Administration by Rajasthan Technical University, Kota.

I further declare that this project is based on the original study undertaken by me
and has not been submitted for the award of any degree/diploma from any other
University/Institution.

Place: Signature of the student

Date:

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 ACKNOWLEDGEMENT

The gratitude always expresses from one towards the other one for their guidance,
supervision and help in achieving the goal. The formal acknowledgement is an attempt
towards the people who helped me in successful completion of this research.

I would like thank my faculty mentor Dr. Atul Gupta who helped in successful
completion of my Project work report.

I would also like to thank Swami Keshavand Institute of Technology, Management and
Gramothan, Jaipur for giving me this opportunity to undertake such a great challenge. I
am grateful for them for their guidance and support.

Last but not least, I would like to thank my all respondents who spare their time for
filling the questionnaire as without that I can’t complete my project. Also, all those who
helped me at different stage of my research.

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 TABLE OF CONTENT

S. No. Particulars Page

No.
1. ACKNOWLEDGEMENT 5

2. EXECUTIVE SUMMARY 6
3. CHAPTER - 1 11
INTRODUCTION
4. CHAPTER – 2 15
COMPANY PROFILE & INDUSTRY PROFILE
5. CHAPTER – 3 30
THEORETICAL BACKGROUND OF THE STUDY
6. CHAPTER – 4 35
DATA ANALYSIS AND INTERPRETATION
5 CHAPTER – 5 55
FINDING, SUGGESTION, CONCLUSION
,BIBLIOGRAPHY & ANNEXURE

6
 LIST OF TABLES

S. No. Particulars Page No.

1. Table 1: Like to attend training program 35
2. Table 2: Meaning of Training 36
3. Table 3: Training program is essential for both new 37
employees and existing employees
4. Table 4: Organization considers training as a part of 38
organizational strategy
5. Table 5: Training is well planned in your organization 39
6. Table 6: Training programs are conducted in your 40
organization often
7. Table 7: Training program is compulsory for 41
employees
8. Table 8: Training is helpful in enhancing 42
productivity and performance ofemployees
9. Table 9: Method of training is used in your organization. 43
10. Table 10: Barriers to training and development in the 44
organization
11. Table 11: How long does it take to implement the trained 45
process
12. Table 12: Training is relevant to the needs of the 46
organization.
13. Table 13: Training helps to improve employee and employer 47
relationship.
14. Table 14: Training helps to increase the motivation 48
level of employees.
15. Table 15: Training program enable the employees to 49
be accountable andauthoritative in making decision.
16. Table16: Training method focus on developing team 50
work and leadership skills
17. Table 17: Whether instructor response to trainees 51
doubts.
18. Table 18: Employees after training are given 52
preference for new assignments.
19. Table 19: Are you satisfied with the effectiveness of training 53
program
20. Table 20:Feedback can evaluate the effectiveness of training 54
program

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 LIST OF FIGURES AND CHARTS

S. No. Particulars Page No.

1. Figure 1: Like to attend training program 35
2. Figure 2: Meaning of Training 36
3. Figure 3: Training program is essential for both new 37
employees and existing employees
4. Figure 4: Organization considers training as a part of 38
organizational strategy
5. Figure 5: Training is well planned in your organization 39
6. Figure 6 Training programs are conducted in your 40
organization often
7. Figure 7 :Training program is compulsory for employees 41
8. Figure 8: Training is helpful in enhancing productivity 42
and performance ofemployees
9. Figure 9 Method of training is used in your organization 43
10. Figure 10 Barriers to training and development in the 44
organization
11. Figure 11 How long does it take to implement the 45
trained process
12. Figure 12 Training is relevant to the needs of the 46
organization
13. Figure 13: Training helps to improve employee and 47
employer relationship.
14. Figure 14: Training helps to increase the motivation 48
level of employees
15. Figure 15: Training program enable the employees to be 49
accountable andauthoritative in making decision.
16. Figure 16: Training method focus on developing team 50
work and leadership skills
17. Figure 17: Whether instructor response to trainees 51
doubts.
18. Figure 18: Employees after training are given 52
preference for new assignments
19. Figure 19: : Are you satisfied with the effectiveness of 53
training program
20. Figure 20:Feedback can evaluate the effectiveness of 54
training program

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 ABSTRACT

Training has become the buzz word in the dynamic competitive market environment.
Human capital differentiates a great organization from a good one. Organizations investing in
effective training and development for human resource tend to achieve both short and long
term benefits. This study presents a literature review on the significant of training and
development on employee productivity. Employees tends to become absolute, and therefore
making the need to adapt to the continuous learning and updating of the skill and knowledge
invaluable, due to the organizational, technological and social dynamics. Thus, in order for
organizations to achieve optimum returns from their investment, there is imperative
need to effectively manage training and development programmes. However, the most vital
asset of every organization under stiff and dynamic competition is its human capital.
Training and development is an instrument that aid human capital in exploring their dexterity.
Therefore training and development is vital to the productivity of organization’s workforce.
In the present scenario of economic reforms and emerging challenges the banking industry
cannot rule out the importance of training programs. It is through training and skill
development that the banks meet out their profitability and productivity. Training has to be
initiated as training needs assessment which forms the basis for designing, budgeting and
implementing the training program. Refresher training for updating with the latest knowhow
is essential even if the targeted employees are the best. The primary goal of the banks for
conducting training is to equip the employees to bring about customer satisfaction by
addressing the customer needs.

9
 CHAPTER - 1
INTRODUCTION
HUMAN RESOURCE MANAGEMENT

Human resource management (HRM or HR) is the strategic approach to the effective and
efficient management of people in a company or organization such that they help their
business gain a competitive advantage. It is designed to maximize employee performance in
service of an employer's strategic objectives. Human resource management is primarily
concerned with the management of people within organizations, focusing
on policies and systems HR departments are responsible for overseeing employee-
benefits design, employee recruitment, training and development, performance appraisal,
and reward management, such as managing pay and employee-benefits systems. HR also
concerns itself with organizational change and industrial relations, or the balancing of
organizational practices with requirements arising from collective bargaining and
governmental laws.

The overall purpose of human resources (HR) is to ensure that the organization is able to
achieve success through people. HR professionals manage the human capital of an
organization and focus on implementing policies and processes. They can specialize in
finding, recruiting, selecting, training, and developing employees, as well as maintaining
employee relations or benefits. Training and development professionals ensure that
employees are trained and have continuous development. This is done through training
programs, performance evaluations, and reward programs. Employee relations deal with the
concerns of employees when policies are broken, such as cases involving harassment or
discrimination. Managing employee benefits includes developing compensation
structures, parental leave programs, discounts, and other benefits for employees. On the
other side of the field are HR generalists or business partners. These HR professionals could
work in all areas or be labour relations representatives working with unionized employees.

10
Literature Review
Training is a process through which a person enhances and develops his efficiency,
capacity and effectiveness at work by improving and updating his knowledge and
understanding the skills relevant to perform his or her job.
Training also helps a person cultivate appropriate and desired behavior and attitude
towards the work and people. Unless training is provided, the jobs and lives of
employees in organizations are at stake.
It gives people an awareness of the Rules & Procedures to guide their behavior. It is
an application of knowledge to improve the performance on the Current job or to
prepare one foran intended job.

Organization & individual for their survival & attainment of mutual goals should
develop & progress simultaneously; this can be done mainly through training
technique because training is the most important technique & it is a value addition to
the organization through Human Resource Development for the development of the
employee. The employee she/he been selected, placed & introduced in an organization
should be provided with training facilities in order to adjust & make them suitable for
the Job as no organization can get a candidate who exactly matches with the job &
organizational requirements.
The trained employees are the valuable assets to any organization. Training at Yes
Bank is given when there is a difference between the job requirements & employees
present specifications. Thus employee training is the most important sub-system,
specialized & one of the fundamental operative functions of Human Resource
Development. Organizational efficiency, productivity, progress & development,
also organization viability, stability & growth to greater extent depend on training.
If the required training is not provided it leads to the performance failure of the
employees. Training enhances the Competence, Commitment, and Creativity &
Contribution to the organization.
The first step in my study is to find out the effectiveness of training and development
in achieving the goals of the company, to study the different methods of training
followed at Yes Bank, The basis on which training programmers are planned and
scheduled and how the performance appraisal helps in identifying training needs.

11
The second step was data collection through various sources I used both primary and
secondary data for the study as both are quiet essential in any type of survey.

Primary data was collected through survey and personal interview, whereas secondary
data made use of certain reports from the HRD department provided the information
as to the total no of employees, schedule of training programs, number of persons
attending it and other such things. The secondary data also included textbooks,
company data, and internet.
The analysis of the questionnaire was carried out through which the purpose of the
study was served. The analysis was done by using statistical tool in which the study
made use of two tests that is frequency test and correlation.
These tests gave the clear idea about the most significant factors which are positively
correlated and those factors which are not so significant and are not positively
correlated. Hence it helped the study to identify the important factors which are quiet
essential for effective training and development in the organization.
This study gives a detailed idea about the employee’s attitude towards the training program
and how the employees apply the knowledge, skills and attitude in job performance.
Therefore through the analysis the study could be interpreted that the training and
development programs are quiet effective but still needs to be improved on some of the
aspects mentioned above.
Training and development is a subsystem of an organization that emanate from two
independent yet interdependent words training and development. Training is often interpreted
as the activity when an expert and learner work together to effectively transfer information
from the expert to the learner (to enhance a learner’s knowledge, attitudes or skills) so the
learner can better perform a current task or job. Training activity is both focused upon, and
evaluated against, the job that an individual currently holds. On the other hand development
is often viewed as a broad, on-going multi-faceted set of activities (training activities among
them) to bring someone or an organization up to another threshold of performance. This
development often includes a wide variety of methods, e.g., orienting about a role, training in
a wide variety of areas, on-going training on the job, coaching, mentoring and forms of self-
development. Some view development as a life-long goal and experience. Development
focuses upon the activities that the organization employing the individual, or that the
individual is part of, may partake in the future, and is almost impossible to evaluate .

12
Training and development ensures that randomness is reduced and learning or behavioural
change takes place in structured format. In the field of human resource management, training
and development is the field concerned with organizational activity aimed at bettering the
performance of individuals and groups in organizational settings. It has been known by
several names, including employee development, human resource development, and learning
and development (Harrison Rosemary, 2005).

Title of the Study:

A Study on Employees Training and Development Techniques at Yes Bank .

Need for the Study:

Training is the act of increasing the knowledge and skills of an employee for
doing a particular job. It utilizes a systematic and organized procedure by which
employee learns technical knowledge and skills. Training refers to the teaching and
learning activities carried on for the primary purpose of helping members of an
organization.

Training is closely related with education and development but needs to be

differentiated from these terms. It is aimed at improving the behavior and
performance of a person.

Training is a continuous and life long process. Training provides an atmosphere of

sharing synthesizing with the help of the trainers, the information already available on
the subject.

Significance of the Study:

The development of any organization depends on its employees. For organizational

productivity training and development assumes great significance. Training aims at
increasing the knowledge and skills of the employee whereas organizational
development on the other hand refers to overall improvement of the organization such
as its structure, objectives, policies and procedures including managers and

13
employees. Organizational development can be achieved by hiring the services of the
professional’s consultants. Training and development programs are often viewed as
part of organizational development.

A better knowledge about these things can facilitate the trainer as well as the trainee
in conducting and benefiting from the training. But training being a very complex
process makes it a bit difficult. So the best way to achieve it is by studying and
analyzing the feedback of employees as well as managers. The project includes
collecting information from staffs of Yes Bank Ltd, analyzing it, interpreting it, and
concluding useful suggestions from it.

Objectives of the Study:

1. To recognize the meaning, nature, scope and features of the training

and development.

2. To know how the training and development program effects on the

employeeproductivity.
3. To study the employees perception towards organizational training
and development.

4. To study the methods used in training the employees.

5. To determine which kind of training and development programs are

effective inmotivation.
6. To study the effectiveness of training and development programs in vision plus.

7. To give the suggestion for the growth and perspective of the company.

Limitation of the Study:

1. Time is very short for research, so this is very difficult to get the knowledge about
everything.
2. Since the filing and interviews need special attention to may be the employees are
less interested in entertaining.

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Research Methodology:

Research methodology is a way to systematically solve the research problem. It may

be understood as a science of studying how research is done scientifically. In it we
study the various steps that are generally adopted by a researcher in studying his
research problem along with the logic behind them.

Methodology gives us the blueprint of activities to be carried out systematically in

order to complete the study successfully.

 Formulating the Research Problem

 Extensive Literature Review

 Developing the Objectives

 Preparing the Research Design including Sample Design

 Collecting the Data

 Analysis of Data

 Preparation of the Report or Presentation of Results, Formal write ups of

conclusion.
 Generalization and Interpretation and Conclusion

Methodology:

1. Questionnaire: A questionnaire was served to all the employees asking

their opinion about the effectives of training and development programs at
Yes Bank Ltd.
2. Personal Interview: A face-to-face talk is carried out with the employees
where I asked several employees about their feelings and opinions on
various aspects of their jobs and organization.
3. Company Data and Reports: Certain reports from the HRD department
provided the information as to the total no of employees, schedule of
training programs, number of persons attending it and other such things,
which indicated the employee performance on the job after attending these
training programs.

15
Data Collection:

To produce a reliable questionnaire both primary and secondary information was

used. Primary data is the first hand information; the questionnaire was prepared by
me under theguidance of the mentor wherein I used Likert five-point scale and
closed ended questions formeasuring attitudes of the employees for my study.
The questionnaire comprised 20 questions which covered all the aspects of
measuring “theeffectiveness of training and development”.

1. Primary Data:

An instrument is used to collect the required information from the employees and
also interact the employees personally.
Primary data helps us in making observation of employee’s behaviors, talk gestures
which helped me in identifying the attitude of employees towards the training
program and the effectiveness of the training program in the organization.

Primary Data Sources:

 Questionnaire
 Interview

2. Secondary Data:

It was collected from the website of the company, and the company personnel, certain
reports from the HR department. The research also took the help of the books and
journal.

Secondary Data:
 Book
 Periodicals or journals
 Research thesis and dissertation
 Footnotes
 Websites

Both primary and secondary data served the purpose in measuring the effectiveness
of training and development at Yes Bank Ltd. Both are equally essential for any type
of survey.
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Research Design:

A research design is the assignment of conditions for collection and analysis of data in
a manner that aims to combine relevance to the search purpose formidable problem
that follow the fact defining the research is the preparation in this study the researcher
has made use of the descriptive research design this is used to determine some
definitive purpose with the help of structured questionnaire to further primary
information to focus on the accurate descriptionof the variable present in the problem

Sampling:

Sampling is concerned with the selection of a subset of individuals from within a

population to estimate characteristics of the whole population. Researchers rarely
survey the entire population because the cost of a census is too high. The three main
advantages of sampling are that the cost is lower, data collection is faster, and since
the data set is smaller it is possible to ensure homogeneity and to improve the
accuracy and quality of the data. In the study researcher has used probability
sampling.

Sample Size:

The total number of employees in an organization is 150. It would be time consuming

as well as difficult to interview all 150 employees. So for the purpose of this project
report researcher has selected 50 of population for sampling. The samples were
selected using simple random sampling techniques i.e, every individual in the total
population had equal chances of being selected.

Selection of Sample Respondents

Simple Random Sampling:

A simple random sample is a subset of individuals (a sample) chosen from a larger

set (a population). Each individual is chosen randomly and entirely by chance,
such that each

individual has the same probability of being chosen at any stage during the sampling
17
process, and each subset of k individuals has the same probability of being chosen for
the sample as any other subset of k individuals. This process and technique is known
as simple random sampling.

Analysis and Interpretation

After collecting data we have arranged and managed it .After the tabulation of data the tools
provide a scientific and mathematical solution to a complex problem.

 Chart

Bar charts and pie charts are used for analysis to get a clear idea about the tabulated data.

 Percentage Analysis

Percentage analysis shows the entire population in terms of percentages. It reveals the
number of belonging is a particular category or the number of people preferring a particular
thing, etc., in terms of percentage. In this study, the number of people who responded in a
particulars manner is interpreted in the form of percentages.

Each table has been calculated on the basis of percentage.

Percentage = No. of respondents / Total respondents * 100

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 CHATPER -2

COMPANY PROFILE AND INDUSTRY PROFILE

COMPANY PROFILE

Country India

Industry Banking

NSE/BSE Listing NSE Code -532648

Regd.& corporate office Nehru centre,9th floor, Discovery of India,

Dr.A.B.Road, worli, Mumbai 400018 Tel:-
+91(22) 6669 9000

Northern Regional Corporate Office 48,Nyaya Marg, Chanakyapuri, New Delhi

110021 Tel:-+91(11) 6656 9000

Website www.yesbank.in

Yes Bank, India’s new age private sector Bank is the outcome of the professional
commitment of its founder Mr. Rana Kapoor supported by his highly competent top
management team to establish a high quality, customer centric, service driven, private Indian
Bank catering to the “Future Industries of India”.

Yes Bank has adopted international best practices, the highest standards of service quality
and operational excellence, and offers comprehensive banking and financial solutions to all
its valued customers. A key strength and differentiating feature of Yes Bank is its knowledge

19
driven approach to banking and an unprecedented customer experience for its retail and
wealth management clients.

Yes Bank is steadily building corporate and institutional banking, financial markets,
investment banking, corporate finance, business (Small &Medium Enterprises) and
transaction banking, international banking, retail banking and wealth management business
lines across the country. The Bank’s constant endeavor is to provide a delightful banking
experience expressed with simplicity, empathy, and totality.

Yes Bank understands the financial needs of the Government of India, in its progress and
development role of a ‘Growing India’ through Yes Bank’s Knowledge Banking approach
and the objective of being the “Bank for an Emerging India”. Yes Bank remains committed to
serving this specialized segment. Yes Bank’s knowledge Banker’s deliver innovative,
structured and comprehensive solutions through a “Money Doctor” approach focusing on
diagnostic and prescriptive attention to detail. This is facilitated through Yes Bank’s
Technology leadership –delivering proven, easy-to-use solutions for Government
Undertakings and agencies. Yes Bank has provided financial and advisory services to
Ministries of the Union Government, State Governments, Central and State Public Sector
Undertakings (PSU’s) and Agencies.

In a short span of over three and a half years the Government Relationship Management
(GRM) team has developed robust relationships with over 100 entities. The GRM team is
committed to the core values of client orientation, innovation and superior service experience
that exemplify all Businesses at Yes Bank. GRM team is providing the Knowledge Advisory,
Liquidity Management and Investment Products, Transaction Banking, trade finances, cash
management services, Treasury services, Forex Remittances, debt capital markets, investment
managements, corporate salary accounts, Advisory structured transactions, term loans, and
cash credit limits to various government operations like IFFCO, SAIL, Airport Authority of
India, IOCL, NDPL, HPCL, Bridge & Roof co.(India) ltd and many more.

Business Strategy

Knowledge Banking: - One of the strengths and differentiating features of Yes Bank is its
knowledge banking approach that is the essence of all offerings to its customers. Knowledge
has been institutionalized as a key ingredient in all internal and external processes and
utilized to create customized solutions for the clients’ specific requirements.

20
Technology and Operations: - As a new generation Bank, Yes Bank has the advantage of
accessing the latest available technology. The Bank has taken a calibrated decision to invest
in the best IT system and practices in order to make its technology platform a strategic
business tool for building a competitive advantage.

Responsible Banking: -Yes Bank has a vision to champion ‘Responsible Banking’ in India,
where the concepts of Corporate Social Responsibility (‘CSR’) and sustainability are
integrated in its Business focus.

Business Lines: -Yes Bank has four distinct business segments to effectively service the
differentiated needs of its targeted customers.

Corporate and Institutional Banking (C&IB): -To cater to the needs of large corporate &
institutional clients, MNC’s, government companies and PSU’s. Bank targets C&IB
customers through its multifunctional branches in the key metropolitican cities.

Emerging Corporate Banking (ECB): -It is dedicated to partner with growth-focused, fast-
paced enterprises, which are emerging as a leader in their respective business areas.

Business Banking: -To cater to the needs of the small and medium enterprises (SME), Yes
Bank has set up a dedicated business unit to focus on delivering superior banking solutions
specially designed to meet the varying and dynamic needs of its SME clients.

Retail Banking and Wealth Management: -The Bank intends to develop Retail Banking into a
key value driver. Yes Bank offers its customers choice & convenience, reflected in its branch
layout & design, product feature /design, options of distribution channels and superior
technology enabled service quality. Yes Bank predominantly offers value added retail
21
liability and third party wealth management products as well as retail asset offerings through
its sales and service network linked to its branches.

Private Banking: - Yes Bank is focusing on personalized relationship banking for its top end
High Net worth customers, supported by structured financial solutions tailor-made to suit the
needs of such customers.

Product lines: - Yes Bank offers a wide range of fee-based products to corporate and business
banking customers to ensure a high degree of cross-sell to clients.

Financial Markets: -Yes Bank financial markets was ranked second in the ‘Best for currency
strategy’ and ‘best for technical analysis’ categories at the Asia Money 2005 foreign
exchange poll for India.

Transaction Banking: -Yes Bank Transaction banking group has adopted a consultative
approach and focus on knowledge and relationship banking to enable customers to address
strategic financial and operating needs in the domain of:

 Working capital and liquidity management

 Asset management
 Treasury integration
 Exposure and risk management

22
 Yes Bank proposes to apply industry knowledge and superior technology for offering
innovative structured solutions integral to a company’s financial supply chain.

Yes International Banking: - It offers a complete suite of international banking products and
services, driven by state-of-the art technology, which includes Debt, Trade finance, corporate
finance, Investment banking and business advisory services, treasury and global Indian
banking. The Bank also plans to leverage its international presence, for its capital raising
activities. These services will initially be through partnerships with international banks and
financial institutions followed by the establishments of branches and representative offices, as
per regulatory approvals.

Brand Creation: - The Bank believes that its differentiation begins with its service and trust
mark ’YES’. ‘YES’ represents the bank true spirit of being service-oriented. The ‘YES’
brand creation effort is supported by ‘Triton Communications’, the principal advertising
agency and ‘Ad factors PR’, the Bank’s public relation consultant.

Key Members of Yes Bank Management Team

NAME DESIGNATION

Mr. Prashant Kumar Managing Director & CEO

Mr. Sunil Gulati Group President - C&IB, Transaction

Banking

Mr. Deepak Gaddhyan Group President GRM Team.

Mr. Sumit Gupta Country Head – Emerging Corporate

Banking

Mr. Alok Gupta Country Head – life sciences &

technology

23
Mr. Rajnish Datta Country Head –Small business banking
group

Mr. Sumit Gupta Chief Risk Officer

Mr. Sanjay Aggarwal Country Head –Credit Risk, Business

Banking

Mr. Varun Tuli President Business Banking

Key Highlights & Milestones of Yes Bank.

Nov 2003 Incorporation of YES BANK Limited

May 2004 RBI License to commence banking

business

Dec 2006 Ranked No.3 in the Business World

Survey of India’s Best listed Banks

Mar 2007 Ranked No.2 among New Private Sector

Banks in the Financial Express survey

Dec 2007 Won ‘Best CSR practice award 2007’

Dec 2007 Won ‘IT people award 2007’

Jan 2008 60 operational branches across India

Mar 2008 Ranked No.3 among New Private Sector

Banks in the Financial Express-E&Y
survey & overall #1 on credit quality &
#2 on Growth

Apr 2008 67 operational branches across India

24
 Close Competitors of Yes Bank
Due to its large presence in the market have many competitors all over the country, some of
which are:
 HDFC Bank
 ICICI Bank
 Kotak Mahindra Bank
 Axis Bank
 Punjab National Bank
 IndusInd Bank
 Bank of Baroda

SWOT Analysis of Yes Bank

25
 Strengths of Yes Bank
Strengths include the potential capabilities and available resources that a firm can utilize for
its growth. The following are the strengths of Yes Bank:

 Rising Net Cash Flow and Cash from Operating Activity: Yes bank’s cash flow from
operating activities has taken a huge leap to the positive side. Its core business activity
improved drastically. Potential for profitability is observed.
 Diversified Business: Yes Bank does business in a variety of sectors, including
Commercial Banking, Corporate, and Institutional Banking, Investment Banking, Corporate
Finance, Financial Marketing, and Retail Banking.
 High-End Technology: Yes Bank relies on cutting-edge technology to ensure the
seamless operation of its banking and financial services.
 Recognised Bank: Popularity among the people is one of the most advantageous strengths of
Yes Bank. It has also been a recipient of global and domestic awards such as ‘India’s Fastest
Growing Bank of the year’ in 2009 which creates a positive image in public.
 Accessible to all: If there is one criterion that the general public observes while comparing
banks, it is how accessible the bank is to them. Digitization of the daily banking activities
and a convenient and efficient procedure in Yes Bank gives it an edge over many other
banks.
 One of the largest Private Sector Bank: Yes Bank is one of the top private sector banks in
India. Recognized by powerful media houses and global advisory firms, this usually
becomes a deciding factor when people choose to invest in banks.
 Strong marketing strategies: Yes Bank undertakes Ad campaigns in mainstream
newspapers, television advertisements, and print advertisements in its subsidiaries as its
promotional activities. Digital marketing is also being utilized, with social networking
platforms like Facebook, Instagram, Twitter, and YouTube being leveraged to reach
clients.

Weaknesses of Yes Bank

Weaknesses are those elements that impede the company’s growth and prevent it from

26
reaching its objectives. Yes bank has a few deficiencies that must be addressed

27
 Security over Digital Media: Yes Bank’s banking and financial activities are conducted
through digital media, thus there is a greater risk of security in their corporate
operations. Many people are opposed to engaging money through digital means.
 Use of Digital in Rural Area: The use of digital media for banking and financial purposes
is not widespread in most rural regions.
 Low Profitability: Yes bank is stuck in negative Return on Assets (RoA) for 2
consecutive years. The negative returns on assets refer to the underutilization of its assets
to generate sufficient profit.

Opportunities for Yes Bank

Opportunities are favorable conditions that offer a company a competitive edge over rival
enterprises. Following are the favorable opportunities for Yes Bank:
 Large Asset in one Client: Yes Bank has substantial assets per client, which provides
tremendous potential to serve them while also growing in the banking and financial
services industries.
 Global Market: Yes Bank has a higher awareness in the global market and faces
fewer restrictions. This gives the bank the ability to go worldwide and achieve its
commercial objectives.
 Expanding Services to Clients: Yes Bank provides clients, banks, shareholders, and
investors with enhanced advice and customized services. This will attempt to offer them an
opportunity to improve their business.
 Business goals towards middle and lower-income groups: Unlike other banks, which
primarily serve the upper-middle classes, Yes Bank has expanded its business to serve the
medium and lower-income groups of society as well.
 Awareness in Digital Media: People’s increased knowledge of digital media presents a
significant potential for the bank to serve more clients.
 Improving Provision Covering Ratio: Yes banks’ dependence on external sources of
funding has reduced as the Provision Coverage Ratio has seen a rise. This will provide
more funds to be set aside to cover bad loans and cushion them against potential losses.

28
 Threats to Yes Bank

External elements that might affect the firm are referred to as threats. These issues should be
addressed as quickly as possible to prevent severe harm to the organization. The threats to
Yes Bank are as follows:
 Security threats: If the bank encounters any security difficulties at any moment, it poses a
severe threat to the bank. In such circumstances, regaining client confidence would be
challenging.
 High Fee: The bank’s clients’ strong fee negotiation power poses a significant danger to the
bank’s operations.
 Global Competitors: The presence of numerous global giants in banking and financial
services poses a significant threat to the bank’s ability to remain competitive in this
industry.
 Change in Laws and Regulations: Whenever the government changes the regulations
and laws, it might have an impact on the bank’s business operations.

29
 CHAPTER - 3

THEORETICAL BACKGROUND OF THE STUDY

Training and development programs give impetus to knowledge and skill development and
job enrichment of bank employees. It also reduces the attrition rate, increases job retention
and provides value addition to the employees. Training and development is a continuous
activity equipping the employees to perform more effectively. The result can also be seen as
an improved bank culture and profits to the bank. Training has to be an ongoing process as it
plays a vital role in improving the productivity, efficiency, and effectiveness of managers.
Designing Training and development programs incurs cost at present whereas the benefit
accrues in the form of increased productivity of employees, increased morale, reduced
supervision, and increased organizational stability and flexibility for the future. The only way
to face the competition in the market is to develop a competent and versatile workforce. To
be successful organizations need to add value and this can only be possible through
competent employees.

30
Training and Development(T&D) being a core technique of HRD is the vital tool which
contributes effectively towards the competencies of the employees and a remedy for poor
performance. Training bridges the gap between the desired level of performance and the
actual performance. Training equips the employee with required skills not only to do justice
to the current profile but also prepares him to seek responsibility for higher levels in the
organization. The business environment today and intense competition globally have made it
mandatory for the business entities to train their human resources constantly and as per the
emerging challenges. The training programs have to be designed strategically to meet the
business needs, prior to that the training needs must be identified methodically with the use of
the appropriate tools so that the training program helps in meeting the current competitive
market scenario.
An organization’s training needs are assessed using Training Needs Analysis whose roots
include the gap analysis. The gap analysis is an assessment of the gap between the
knowledge, skills and attitudes that the employees in the organization require to meet the
organization’s objectives of profitability and productivity and the knowledge, skills and
attitudes that the people in the organization currently possess. Therefore the assessment of
training needs or the gap analysis is carried out prior to designing, budgeting and delivering
the training solutions.

Training and Development

According to Michel Armstrong, “Training is systematic development of knowledge, skills
and attitudes required by an individual to perform adequately a given task or job”.
According to Edwin B Flippo, “Training is the act of increasing knowledge and skills of an
employee for doing a particular job.” Dale S Beach has defined training as, “Training is
usually considered as the organized procedure by which people gain knowledge and increase
skills for a definite purpose” Training and Development – Distinguishing Features The
concept of „Employee training‟ refers to enhancing the Technical and Operational skills
related to workplace whereas „Management Development‟ refers to developing the employee
specifically in the areas of Administration, Supervision and Principles & Techniques of
management.

31
 Training Needs Identification
A “need” refers to the gap between what skills are present and what skills have to be acquired
so as to improve productivity. If we conceptualize „need‟ then it refers to a gap between the
organizational expectations and the
present scenario. It actually focuses on improving the substandard performance to achieve
organizational expectations.
The main purpose of assessment or analysis is to gauge the way things are and the way they
should be as per the organization‟s expectations, referred to as the performance gap. Virmani
and Seth (1998) state that the need for training should be analyzed, keeping in mind the goals
and objectives of the organization. It should help in increasing present efficiency keeping in
mind the future needs and growth and development of the organization. The training needs
identification process helps in perceiving the goals and objectives of the training activity.

1. Organizational needs: These refer to the aims and aspirations of the organization i.e
the overall direction in which the organization as a corporate entity is focusing on / heading
towards.

2. Professional needs: Professional needs mean what is required in terms of skill,

knowledge and attitude to efficiently handle the current profile and with best productivity.

3. Individual needs: The individual needs refer to those skills which are required by an
individual to perform in his job with optimal effectiveness and which will also help him in
achieving his career objectives.

Training analysis is part of the system development process which has to be carried out
meticulously else failure and wastage of efforts may result and the desired objectives may not
be achieved.

Training Needs Assessment (TNA) used to assess an organization’s training needs is an

assessment of the gap between the knowledge, skills and attitudes required to meet the
organization’s objectives and the knowledge, skills and attitudes that people in the
organization currently possess.

32
Training needs analysis has to be carried out keeping in mind the objectives and projected
growth of the organization that is facing the emerging challenges.

TNA has to be carried out very methodically before designing, budgeting and delivering the
training program. The output of the TNA is considered to be a guideline for designing the
training programs. It is also very useful to set appropriate goals for training and ensure that
trainees are ready to participate because it contains a thorough needs assessment before
training is designed and delivered.

Training Needs Identification is a perennial activity taking place in the organization as every
change in the business environment will have its impact on the training system and it has to
be redesigned to meet the emerging challenges.

Training and Skill Development in Banks

The banking sector in India is undergoing rapid transformational growth on year to year
basis, hence to face the future challenges there has to be fullest support of all the employees
to the best of their abilities, to face the rapid technology advancement, increasing market
competition and stringent viability norms implemented on time to time basis. Training is one
such HRD measure that helps the banks to face the emerging challenges.

The banking staff needs to be rigorously trained in handling customer care services,
behavioral and operational areas of banking business. As already discussed the training needs
have to be assessed regularly through assessment techniques like task analysis and
performance analysis, which needs to be conducted through surveys, or on the basis of
information provided by the Departmental heads, reports generated through 360 degree
feedback systems and feedback from customers. Large banks conduct training programs
through a dedicated Human resource department having full time HR team controlling all the
training and development functions of the Banks or by engaging external trainers coordinated
by the HRD department of the bank. Presently the Banks have become quite aware of the
importance of training and development of their staff, in order to have a competitive edge in
delivering high quality services to the customers, as compared to their competitor banks.
Previously banks use to hire young college pass-outs as apprentices who were given initial
training as apprenticeship or on-the-job or formal training in basic routine operations for a

33
longer duration. Management positions were filled through open competitive exams or
internally through professionals qualifying associate-ship of the Institute of Bankers or
equivalent qualifying exams.

34
 Chapter - 4

Data Analysis and Interpretation

Table 1: Like to attend training program.

Like to attend training program No. of Respondents Percentage

N= 100
Yes 99 99%
No 1 1%
100 100%

Figure 1

Interpretation:

In Table 1 and Figure 1, 99%of the respondents agree that they like to attend training
program and 1% of the respondents does not like to attend training program for their
necessary performance.

35
Table 2: Meaning of Training

No. of
Respondents Percentage
Meaning of Training
N= 100
Learning 11 11%
Enhancement 2 2%
Sharing Information 5 5%
Knowledge and Skills 82 82%
100 100%

Figure 2:

Interpretation:

In Table 2 and Figure 2, 82% of the respondents agree that training means it is
knowledgeand skills, 11% of the respondents agree that training means learning,
5% of the respondents agree that training for them is sharing information and 2 %
of the respondents agree that training is enhancement of their knowledge and skills
necessary for the performance.

36
Table 3: Training program is essential for both new employees and existing employees.

No. of
Training program is essential for both new Respondents Percentage
employees and existing employees N= 100
Yes 89 89%
No 11 11%
100 100%

Figure - 3

Interpretation:

In Table 3 and Figure 3, 89%of the respondents agree that training program is
essential for both new employees and existing employee, 11% of the respondents
does not agree with the statement.

37
 Table 4: Organization considers training as a part of organizational strategy.

Organization considers training as a part of No. of

organizational strategy Respondents
Percentage
N= 100
Agree 56 56%
Strongly agree 26 26%
Neutral 17 17%
Disagree 0 0%
Strongly disagree 1 1%
100 100%

Organization considers training as a part of organizational strategy

56%
60%

50%

40%

30% 26%

20% 17%

10%

0% 1%
0%
Agree Strongly agree Neutral Disagree Strongly disagree
Figure 4:

Interpretation:
In Table 4 and Figure 4, 82% of the respondents strongly agree that training is a
part of organizational strategy, 17% of the respondents neutral in their opinion and
1% of therespondents not agree with this statement

38
Table 5: Training is well planned in your organization.

No. of
Training is well planned in your organization Respondents Percentage
N= 100
Yes 96 96%
No 4 4%
100 100%

Figure 5:

Interpretation:

In Table 5 and Figure 5, 96%of the respondents agree that training is well planned in
theirorganization, 4% of the respondents does not agree that it is well planned.

39
 Table 6: Training programs are conducted in your organization

Training programs are conducted in your No. of Percentage

organization often Respondents
N= 100
Every month 73 73%
Quarterly 19 19%
Half yearly 6 6%
Once in a year 2 2%
100 100%

Figure 6:

Interpretation:
In Table 6 and Figure 6, 73% of the respondents agree that every month training
programs are conducted in their organization, 19% of the respondents agree that
quarterly required training programs in their organisation. 6% of the respondents
agreed that training is required half yearly, and 2 % of the respondents agreed that
once in a year they conduct training programs to their employees

40
 Table 7: Training program is compulsory for the employees to work better.

No. of
Training program is compulsory for the Respondents Percentage
employees to work better N= 100
Yes 99 99%
No 1 1%
100 100%

Figure 7:

Interpretation:

In Table 7 and Figure 7, majority of the respondents agree that training program
iscompulsory for the employees to work better.

41
Table 8: Training is helpful in enhancing productivity and performance of
employees.

Training is helpful in enhancing productivity and No. of

performance of employees Respondents Percentage
N= 100
Agree 64 64%
Strongly agree 33 33%
Neutral 2 2%
Disagree 0 0%
Strongly disagree 1 1%
100 100%

Figure 8:

Interpretation:

In Table 8 and Figure 8, 97% of the respondents agree that training is helpful in
enhancing productivity and performance of an employee, 2% of the respondents
neutral in their opinion and only 1% of the respondent disagree with the statement.

42
Table 9: Method of training is used in your organization.

No. of
Method of training is used in your organization Respondents Percentage
N= 100
Coaching 65 65%
Job rotation 3 3%
Conference 17 17%
Role playing 5 5%
Others 10 10%
100 100%

Figure 9:

Method of training is used in your organization

70% 65%

60%

50%

40%
17%
10%
10% 5%
3%
0%
Coaching Job rotation conference Role playing others

Interpretation:
In Table 9 and Figure 9, 65% of the respondents agree that coaching is the method
to use training in the organization. 17% of the respondent’s agree that they consider
conference as their training, 5% of the respondents agree that role playing is the
method which they used for training and rest 3% agree that job rotation is the
method which they use to theiremployees in the organization.

43
Table 10: Barriers to training and development in the organization

No. of
Barriers to training and development in the organization Respondents Percentage
N= 100
Lack of interest 48 48%
Non availability of skilled trainer 10 10%
Lack of time 1 1%
Finance problem 5 5%
Others 36 36%
100 100%

Barriers to training and development in the organization

60%

50% 48%

40% 36%

30%

20%

10%
10%
5%
1%
0%
Lack of interest Non availability of Lack of time Finance problem others
skilled trainers

Interpretation:
In Table 10 and Figure 10, 48% of the respondents agree that lack of interest is the
barrier for training and development in their organization. 10% of the respondents
agree that barrier may be non availability of skilled labours. 5% of the respondents
may agree that finance is the barrier for training and development for their
organisation and rest of the respondents says it is due to some other factor.
44
Table 11: How long does it take to implement the trained process?

How long does it take to implement the trained No. of

process? Respondents Percentage
N= 100
Less than 1 month 20 20%
2-3 months 77 77%
4-5 months 3 3%
6 months 0 0%
100 100%

Figure 11:

Interpretation:

In Table 11 and Figure 11, 77% of the respondents agree that within 2-3 months
they need to implement training process, 20% of the respondents agree that they
need minimum of one month for implementing training. 3% of the respondents
agree that they need 4 to 5 months to implement training process in their
organisation.

45
Table 12: Training is relevant to the needs of the organization.

No. of
Training is relevant to the needs of the organization Respondents Percentage
N= 100
Yes 98 98%
No 2 2%
100 100%

Figure 12:

Training is relevant to needs of the organization

120%

98%
100%

80%

60%

40%

20%
2%
0%
Yes No

Interpretation:

In Table 12 and Figure 12, majority of the respondents agree that training is
relevant to needsof the organization.

46
 Table 13: Training helps to improve employee and employer relationship.

No. of
Training helps to improve employee and employer Respondents Percentage
relationship N= 100
Agree 42 42%
Strongly agree 47 47%
Neutral 10 10%
Disagree 1 1%
Strongly disagree 0 0%
100 100%

Figure 13:

Training helps to improve employee and employer relationship

50% 47%
45%42%
40%

35%
30%
25%
20%
10%
15%

10% 1% 0%
0%
AgreeStrongly agreeNeutralDisagreeStrongly disagree

Interpretation:
In Table 13 and Figure 13, 89% of the respondents agree that training helps to
improve employee and employer relationship, 10% of the respondents neutral in
their opinion and only 1 % of the respondents disagree with this statement.
47
 Table 14: Training helps to increase the motivation level of employees.

No. of
Training helps to increase the motivation level of Respondents Percentage
employees N= 100
Agree 30 30%
Strongly agree 68 68%
Neutral 1 1%
Disagree 0 0%
Strongly disagree 1 1%
100 100%

Figure 14:

Training helps to increase the motivation level of employees

80%
68%
70%

60%

50%

30%
30%

20%
1% 0% 1%
0%
Agree Strongly agree Neutral Disagree Strongly disagree

Interpretation:
In Table 14 and Figure 14, 68% of the respondents strongly agree that training
helps to increase motivational level of the employees. 30% of the respondents agree
that it helps to improve employee and employer relationship, 1% of the respondents
neutral in their opinion and only 1% of the respondents strongly disagree that it
does not help to improve employee and employer relationship.

48
 Table 15: Training program enable the employees to be accountable and
authoritative in making decision.

No. of
Training program enable the employees to be
Respondents Percentage
accountable and authoritative in making decision.
N= 100
Agree 51 51%
Strongly agree 33 33%
Neutral 15 15%
Disagree 0 0%
Strongly Disagree 1 1%
100 100%

Figure 15:

Interpretation:
In Table 15 and Figure 15, 51% of the respondents agree that training program
enable the employees to be accountable and authoritative in making decision. 33%
of the respondents strongly agree that training program enable the employees to be
accountable and authoritative 15% of the respondents neutral in their opinion and
only 1% of the respondent strongly disagree with the statement.
49
 Table16: Training method focus on developing team work and leadership skills

No. of
Training method focus on developing team work and Respondents Percentage
leadership skills N= 100
Agree 39 39%
Strongly agree 42 42%
Neutral 4 4%
Disagree 10 10%
Strongly Disagree 5 5%
100 100%

Figure 16:

Interpretation:

In Table 16 and Figure 16, 81% of the respondents agree that training method focus
on developing team work and leadership skills, 15% of the respondents not agree
with the statement.

50
 Table 17: Whether instructor response to trainees doubts.

No. of
Whether instructor response to trainees doubts. Respondents Percentage
N= 100
Agree 54 54%
Strongly agree 42 42%
Neutral 1 1%
Disagree 1 1%
Strongly disagree 2 2%
100 100%

Figure 17:

Whether instructor response to trainees doubts.

60%
54%

50%
42%
40%

30%

20%

10%
1% 1% 2%
0%
Agree Strongly agree Neutral Disagree Strongly disagree

Interpretation:
In Table 17 and Figure 17, 96% of the respondents agree that instructor response to
trainees doubts, 3% of the respondents are not agree that instructor will not
response to trainees doubts.

51
 Table 18: Employees after training are given preference for new assignments.

No. of
Employees after training are given preference for new Respondents Percentage
assignments. N= 100
Agree 57 57%
Strongly agree 29 29%
Neutral 12 12%
Disagree 1 1%
Strongly disagree 1 1%
100 100%

Figure 18:

Interpretation:
In Table 18 and Figure 18, 86% of the respondents agree that employees after
training are given preference for new assignments. 12% of the respondents are
neutral in their opinion and 2% of the respondents are not agreeing with the
statement.

52
Table 19: Are you satisfied with the effectiveness of training program

No. of
Are you satisfied with the effectiveness of training Respondents Percentage
program N= 100

Excellent 63 63%
Very good 28 28%
Average 8 8%
Poor 1 1%
100 100%

Figure 19:

Interpretation:
In Table 19 and Figure 19, 63% of the respondents agree that effectiveness of
training program is excellent, 28% of the respondents agree that effectiveness of
training program is very good, 8% of the respondents agree that it is average and 1
% of the respondents agree that it is poor.

53
Table 20: Feedback can evaluate the effectiveness of training program

No. of
Feedback can evaluate the effectiveness of Respondents Percentage
training program N= 100
Yes 95 95%
No 5 5%
100 100%

Figure 20:

Feedback can evaluate the effectiveness of training program

100% 95%
90%
80%
70%
60%

50%
40%
30%
5%
20%

Yes No

Interpretation:

In Table 20 and Figure 20, 95% of the respondents agree that feedback can evaluate
theeffectiveness of training program and 5% of the respondents are not agree with this.

54
 Chapter - 5
Findings, Suggestions & Conclusion
Findings:

1. 99%of the respondents agree that they like to attend training program.
2. 82% of the respondents agree that training means it is knowledge and skills.
3. Majority of the respondents agree that training program is essential for both new
employees and existing employee.
4. 82% of the respondents strongly agree that training is a part of organizational strategy.
5. Majority of the respondents agree that training is well planned in their organization.
6. 73% of the respondents agree that every month training programs are conducted in
theirorganization.
7. Majority of the respondents agree that training program is compulsory for the
employeesto work better.
8. 97% of the respondents agree that training is helpful in enhancing productivity
andperformance of an employee.
9. 65% of the respondents agree that coaching is the method to use training in the
organization.
10. 48% of the respondents agree that lack of interest is the barrier for training and
development in their organization.
11. 77% of the respondents agree that within 2-3 months they need to implement
trainingprocess in their organization.
12. Majority of the respondents agree that training is relevant to needs of the organization.
13. 89% of the respondents agree that training helps to improve employee and
employerrelationship.
14. 68% of the respondents strongly agree that training helps to increase motivational
levelof the employees.
15. 51% of the respondents agree that training program enable the employees to be
accountable and authoritative in making decision.
16. 81% of the respondents agree that training method focus on developing team work
andleadership skills.
17. 96% of the respondents agree that instructor response to trainees doubts.

55
 18. 86% of the respondents agree that employees after training are given preference for
newassignments.
19. 63% of the respondents agree that effectiveness of training program is excellent.
20. 95% of the respondents agree that feedback can evaluate the effectiveness of
trainingprogram.

Findings from the Organization:

a. The environment of the organization must be very friendly which will help
employees insatisfaction of the work and others factors.
b. The organization has many fresher’s from which they work very
enthusiastically andthere can be more productivity.
c. The relationship between the superior and subordinate is very good and this will
bring theorganization and employees to work in a good environment.
d. Organization provides employee opportunity to the people who are not
properly educatedor highly qualified.
e. The organization gives them proper training and improve them.

56
Suggestions:

1. Employees should decide and determine the training programs that they need so
that they can work more effectively and efficiently, employees should decide
some of the training they would like to undergo.
2. The HR department should conduct briefing and debriefing sessions for
employees for training as to give them an idea as to why this training is been
conducted and what they have to learn in the training program conducted and
also after training completion they should take a feedback as to how effective
was the training so that the necessary improvements in training programs can be
considered and implemented.
3. Apart from on-job training programs the HR Department should conduct
constant value addition programs such as Time management, Stress
management trainings, group dynamics, grievance redressal; these will help to
add value and is also essential in today’sbusiness scenario.
4. Performance of every employee undergone training should be evaluated so as to
get Improved quality of training activities, Improve ability of the trainers to
relate inputs to output know their understanding about the training programme
conducted
5. Training program should evaluate the abilities, competencies and potentials of
the trainees for a particular job or work skills.
6. It should aim to narrow down the gap between expected level of performance
and the actual level of performance.
7. It should provide new recruits or trainees a scientific pace for imbibing the
knowledge and skills required to discharge their duties and responsibilities
meaningfully and purposefully.
8. The company should conduct training programs at regular intervals, which
helps the employees to enhance their knowledge for their current jobs.
9. The company should design the training program based on the current
requirement, which includes development of technical skills, personality
development, time management, computer knowledge etc.
The training session should be made more interactive and participative so that trainees and
trainer are in constant interaction

5
 CONCLUSION

Coherent corporate culture rather than ad-hoc programs bring about development of
integrated and proactive training and development strategy. Training and skill development
whether at entry level or middle management level of the career always helps in bringing
about a positive
change. Updated knowledge on current trends in IT and business acumen are visible changes
in the banking scenario present days. Banks are competing with one other while facing the
emerging challenges and going global. Banks in order to meet the growing challenges have to
fill up the information gaps and stop traditional mundane banking activities.

The role of Human Resource Management is very well defined and it is meant “to integrate
all personal activities with each other and strategically with organizational objectives” in the
most beneficial manner both for the employee and the organization. The first major objective
of HRM is to serve the organizational interest in the most beneficial manner; hence it is more
of an investment rather than a cost to the organization. The other resources are best utilized
once the human resources are efficiently utilized. With increase in complexity of jobs in the
banking
sector, the importance of employee training has increased tremendously. In order to maintain
a viable and knowledgeable workforce, employee training has to be a commitment with
resources.

The significant and positive influence on productivity in the banking sector could be
attributed to the training and development programs. These attributes include „introduction of
new products, imparting knowledge in addition to the present knowledge, programs and
product
orientation‟, „to train the staff for computerization‟, utilizing methodology like „appraisal
system‟, „technical analysis‟, „personal development plans‟ and „training programs provided
by other banks‟ and fundamentals/ basics like „sufficiently integrated goals of organization in
the training activities‟, „professional and competent faculty‟, „enabling the staff to use skills
at work place‟, „developing organizational culture and incorporating „latest trends in banking
are significantly strong contributors to enhanced productivity in the banking sector.

5
 Bibliography

 Books

Anthony, L. (1999). Grower Handbooks of Training and Development, London: Grower

Publishing Ltd.

Awolusi, O.D (2013). Effect of Motivation on Employees‟ job commitment in the Nigerian
banking industry: an Empirical Analysis. International Journal of Business and Innovation
Research 1(3)

Akbar, A., & Mattoo, A. R. (2010). Training delivery and methodology among banks (An
empirical study).

International Journal of Research in Commerce & Management, 1(70).

Anjali Ganesh (2012), A study on training and employee development in commercial banks;
Journal of Commerce and Accounting Research Volume 1 Issue 2 April 2012

Cosh, A., Duncan, J. and Hughes, A. (1998). Investing in training and small firm growth and
survival

 Websites
 Rajat Darwin, Training and development, India, 26 june2020
https://explore.darwinbox.com/hr-glossary/training-and-development

 Prachi Juneja, A key HR policy, India, 15 december 2018

https://www.managementstudyguide.com/training-development-hr-function.html

 Ramesh Tejwani, Human Resource Management, India, 26 march

2018 https://www.whatishumanresource.com/training-and-development

5
ANNEXURE

Name of Employee:-………………………………………………..
Designation :-………………………………………………

QUESTIONNAIRE
1. Like to attend training program
 Yes
 No

2. Meaning of Training
 Learning
 Enhancement
 Sharing Information
 Knowledge and Skills

3. Training program is essential for both new employees and existing employees
 Yes
 No

4. Organization considers training as a part of organizational strategy

 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly Disagree

5. Training is well planned in your organization

 Yes
 No

6
6. Training programs are conducted in your organization
 Every month
 Quarterly
 Half yearly
 Once in a year

7. Training programs is compulsory for the employees to work better

 Yes
 No

8. Training is helpful in enhancing productivity and performance of employees of an

 Agree
 Strongly Agree
 Neutral
 Disagree
 Strongly disagree

9. Methods of training is used in your organization

 Coaching
 Job Rotation
 Conference
 Role Playing
 Others

10. Barriers to training and development in the organization

 Lack of interest
 Non availability of skilled trainer
 Lack of time
 Finance problem
 Others

6
11. How long does it take to implement the trained process?
 Less than 1 months
 2-3 months
 4-5 months
 6 months

12. Training is relevant to the needs of the organization

 Yes
 No

13. Training helps to improve employee and employer relationship

 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

14. Training helps to increase the motivation level of employees

 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

15. Training program enable the employees to be accountable and authoritative in making
decision
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

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16. Training methods focus on developing team work and leadership skills
 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

17. Whether instructor responses to trainees

 Agree
 Strongly agree
 Neutral
 Disagree
 Strongly disagree

18. Employees after training are given preference for new assingments
 Agree
 Strongly agree
 Netural
 Disagree
 Strongly disagree

19. Are you satisfied with the effectiveness of training

 Excellent
 Very good
 Average
 Poor

20. Feedback can evaluate the effectiveness of training

 Yes
 No

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