PRJ 1-5

UPSKILLING OF WORKFORCE THROUGH WEB BASED LEARNING DURING COVID
CHAPTER 1
1.1 INTRODUCTION ABOUT THE TOPIC

Web based mastering is regularly called online learning as it includes online course content. Discussion
boards via electronic mail, videoconferencing, and stay lectures (video streaming) are all possible via the
web. VLEs act as any other learning environment in that they distribute statistics to newcomers. Web
based totally training additionally referred to as computer based schooling (CBT), distance getting to
know, or e-studying, on-line schooling is a shape of practise that takes place absolutely on the internet. It
includes a selection of multimedia elements, inclusive of snap shots, audio, video, and net links, which all
may be accessed thru ones internet browsers. These elements are used in lieu of conventional school
room’s additives.
Online schooling is generally self-paced and customizable to fit a character’s precise studying needs.
Therefore, on line education can be carried out at nearly any time and vicinity, provided there's a laptop
with high speed net get entry to. This makes this shape of schooling handy for the users who can adjust
their schooling to suit into their everyday agenda. To use on line training, users ought to have
fundamental information of computers. This need to include, however is not limited to, the capacity to use
a mouse, which includes understanding the difference between left click and proper click the capability to
open and close documents and internet pages and the capacity to navigate a website and net pages.
Up skilling is the method of obtaining new and applicable capabilities wanted today and inside the near
destiny. Common examples of up skilling efforts include digital talents, analytics competencies, and
organisational transformation capabilities. Up ability is to offer education that complements an
employee’s current talent set, permitting them to grow in their modern-day role and produce introduced
fee to an enterprise. By selling continued getting to know and improvement as a part of its organisation
way of life, a enterprise can raise worker job pride, stay competitive and growth its bottom line with the
aid of bringing out the total capacity of an current workforce.
Up skilling is a workplace trend that facilities continuous getting to know by supplying schooling
packages and improvement opportunities that expands an worker’s competencies and reduce ability gaps.
As generation creates new possibilities and activity positions in the place of work, it turns into
increasingly important for groups to fill those new roles with candidates who own the applicable,
specialized skill sets. Up skilling lets in businesses to shut the virtual expertise hole and fill those open
positions while keeping their cutting-edge administrative centre and creating employee strengthening and
studying possibilities.
DEPT OF MBA - DBIMSCA 1

1.2 INDUSTRY PROFILE
In India the Reserve Bank is the focal financial foundation. The RBI manages and works the financial
framework in India. It oversees and directs trade control and banking guidelines and regulates the public
authority's money related strategy. The financial framework works as indicated by the direction of the
RBI.
It is monetary organization where the design is to get stores, loan, and cash to people or organizations,
putting assets in protections for returns, and shield cash. It has various records like reserve funds and
current records it additionally gives credit to borrowers as advances and through MasterCard’s, and goes
about as trustees of its customers.
INDIAN BANKING SYSTEM HAS FOUR TIERS
 Scheduled commercial banks: these are the banks like private area banks, unfamiliar banks and
nationalized banks which are working in India. Planned business bank which is recorded in the
second timetable of the hold bank of India act.
 Regional rural banks: these banks are Indian scheduled banks operating in rural areas. Regional
bank provides a service like a basic banking and financial services in rural areas. Regional bank
not only concentrates only on rural banks they also concentrate on urban banks. The other name
for Regional rural bank is called Gramin banks.
 Co-operative banks: these banks for the most part loan to private venture gatherings and give
money to the farming area. Their regions will be situated in country, metropolitan and semi-
metropolitan regions. The principle point of these banks is to give fundamental financial
administrations.
 Payment banks and small finance banks: RBI has conceptualized a recently demonstrated little
money banks. The fundamental point is fortifying the current channel of APY circulation and
gives a lift to the effort of endorsers under APY. There are 11 installment banks and 10 little
account banks that work in India.

Regularly the monetary area impacts the exhibition of different areas of the economy. A terrible monetary
framework disturbs the economy of the country. Thus a compelling and proficient monetary
intermediation is required for successful and beneficial designation of assets for the productive
development of all areas of the economy. In this way, the monetary adequacy and profitability
examination are emphatically related towards the exhibition and productivity of the advancement of by
and large development of all economy. Because of these basic states of the monetary framework and the
economy, banks are profoundly directed by the separate governments across the world. A few guidelines
and guidelines are figured for the banks to defend the premium of their clients, monetary soundness of the
country and the advancement of the country.
The largest and the oldest bank which is still in life is the State Bank of India (SBI). This turned into one
of the three banks based via a presidency Government the opposite two have been the Bank of Bombay
and the Bank of Madras. These three banks had been merged to shape the Imperial Bank of India, which
upon India’s independence, have become the State Bank of India.
The Reserve Bank of India (RBI) is India’s significant bank, chargeable for the issue and deliver of the
Indian rupee and the regulation of the Indian banking system. It additionally manages the country’s
foremost payment systems and works to sell its economic development
Until the financial coverage committee become mounted. It also had full manage financial coverage in
India. It commenced its operations on 1st April 1935 in accordance with the Reserve Bank of India Act.
The standard administrators of the RBI lie with the 21-member central board of administrators, composed
of the governor, four deputy governors, finance ministry representatives (normally the Economic Affairs
Secretary and the Financial Services Secretary), ten government nominated administrators and four
administrators who constitute neighbourhood boards. Each nearby board includes 5 contributors who
constitute nearby pursuits and the interests of co-operative and indigenous banks.
Other than the Government of India, the Reserve Bank of India is the sole frame authorized to trouble
banknotes in India. The bank also destroys banknotes whilst they're not in shape for stream. All the
monetary legal responsibility i.e., the crucial financial institution is obliged to back the foreign money
with property of equal price to decorate public self-assurance in paper forex. The goals are to problem
banknotes and deliver the public ok supply of the same, to hold the forex and credit system of the country
to utilise it in its excellent advantage, and to preserve the reserves.

FUNCTIONS OF BANKING
The introduction of the Reserve Bank of India depicts its principle capacities as to control the issue of
certified receipts and keeping of stores with the end goal of making sure about money related solidness in
India and for the most part to work the cash and credit arrangement of the country for its potential benefit.
 Financial Supervision: The essential goal of RBI is to attempt solidified oversight of the
monetary area containing business banks, monetary establishments, and non-banking account
organizations. The board is establishing by co-picking four chiefs from the Central Board as
individuals for a term of two years and is led by the lead representative. The agent legislative
leaders of the hold bank are ex-officio individuals. Generally the representative administration
responsible for banking guideline and oversight is selected as the bad habit director of the board.
The board is needed to meet ordinarily once consistently. It considers review reports and other
administrative issues set before it by the administrative divisions
 Managing Foreign Exchange: the national bank figures out how to arrive at various objectives of
the foreign trade the board Act. Their goal is to encourage outside exchange and instalment and
advance systematic turn of events and support of unfamiliar trade market in India. With the
expanding coordination of the Indian economy with the worldwide economy emerging from more
noteworthy exchange and capital streams, the unfamiliar trade market has developed as a vital
fragment of the Indian monetary market and the RBI has a significant task to carry out in
controlling and dealing with this section. The RBI oversees unfamiliar trade and gold stores of the
country. The unfamiliar swapping scale mirrors the interest for and supply of unfamiliar trade
emerging from exchange and capital exchanges. The RBI's Financial Markets Department (FMD)
takes an interest in the unfamiliar trade market by getting deals/acquisition of unfamiliar cash to
ease instability in times of overabundance interest for/supply of unfamiliar money.
 Payment and Settlement Systems: instalment and settlement frameworks assume a significant
part in improving generally financial effectiveness. The instalment and settlement frameworks Act
gives the Reserve Bank of India oversight authority, including guideline and management, for the
instalment and settlement frameworks in the country. In this job, the RBI centres on the turn of
events and working of protected, secure and effective instalment and settlement systems.

Two installments frameworks National Electronic Fund Transfer (NEFT) and Real – Time Gross
settlement (RTGS) permit people, organizations and firms to move assets starting with one bank
then onto the next. These offices must be utilized for moving cash inside the country.
NEFT works on a conceded internet agreement (DNS) premise and settles exchanges in bunches.
The settlement takes place for all exchanges got till a particular cut-off time. Any exchanges
began after the assigned time would need to face by until the subsequent settlement time.
In RTGS exchanges are organized constantly, at some stage in the business hours. RBI's
settlement time is nine am to 4:30 pm on non-weekend days and 9 am to 2 pm on Saturdays.
 Detection of Fake Currency: RBI has dispatched a site to bring issues to light among masses
about phony banknotes on the lookout. www.paisaboltahai.rbi.org.in gives data about
distinguishing counterfeit cash. RBI gave an official statement expressing that; it will totally pull
out from course, everything being equal. The public will be needed to move toward banks for
trading these notes. Banks will give trade office to these notes until additional correspondence.
Clients just as non-clients need to trade the notes when they have declared and they need to outfit
evidence of character and home just as show Aadhaar to the bank office in which he/she needs to
trade the notes. This move from the save bank is relied upon to uncover dark cash held money. As
the new cash notes have added expanded security highlights, they would help in controlling the
danger of phony money.
TYPES OF BANKING SYSTEM IN INDIA
 Commercial Banks: quite possibly the main kinds of banks. It is the benefit making
establishments, and they gather stores from general society and loan cash to business firms,
brokers, ranchers and purchasers. Business banks meet the working capital necessities of
exchange and industry and are a piece of the currency market.
 Development Banks: these are the banks which supply long haul money huge and medium
ventures. To quickening the pace of capital arrangement in the country they perform different
limited time exercises. These banks additionally advance mechanical and monetary turn of events.
 Merchant Banks: shipper banks help an organization sell its new offers in the financial exchange
to the overall population and help raise assets for the organization.

 Central Banks: the RBI goes about as the focal administrative bank of India. It controls the
whole financial arrangement of the country.
 Land Development Banks: these banks fundamentally focus on the asset rural area and give
long haul credit to ranchers for land advancement or for procuring new land.
 Co-operative Banks: the principle point of co-usable banks is to giving credit to essential
agribusiness credit social orders at lower financing costs
 Investment Banks: a speculation banks assumes significant part of a go-between, when a
corporate element needs to give new value or obligation protections. At times a venture is made in
these organizations through acquisition of value shares.
 Foreign Banks: these banks are non-Indian banks. An unfamiliar bank is committed to follow the
guidelines of both the nation of origin and the host country. Around there are 45 unfamiliar banks
working in India.
CLASSIFICATION OF BANKS IN INDIA
ORGANISED BANKING: the foundations which are constrained by the national bank of the nation like
RBI, SEBI, and IRDA are called institutional or coordinated. It has been ordered into two classes to be
specific – banking establishments and non – banking monetary foundations. Coming up next are the
domain of coordinated area.
 Small Industries Development Bank of India

 National Bank for Agriculture and Rural Development
 National Housing Bank
 Export - Import Bank of India (EXIM Bank).
UNORGANISED BANKING: the Indian Banking System, native financiers are remembered for the
chaotic area. Native investors incorporate those individual and banks that acknowledge stores or rely
upon credit to maintain their business. They manage transient credit instruments to give monetary
assistance. The pace of interest accused varies straightforwardly of the sum and time-frame. They are the

significant wellsprings of assets for little borrowers by virtue of basic documentation and assets are made
accessible to the borrowers whenever during a day.
STRUCTURE OF INDIAN BANKING SYSTEM
A bank is an establishment that gives principal banking administrations like tolerating stores and giving
credits. The construction of Indian financial framework is given underneath:
1) RBI: The hold bank administers, control and manages the action of the financial area. The
Reserve Bank of India is the right now giving authority of the country.
The principle elements of the RBI are given underneath:
o Government assistance of people in general.

o To keep up the monetary soundness of the country.
o To leader the monetary exchanges of the country.
o To build up the monetary foundation of the country.
o To allot the assets viably with no favoritism.
2) SCHEDULED COMMERCIAL BANK: the business banks are one of the most established in
the country. There are two sub kinds of business banks dependent on proprietorship and power
over administration.
3) PUBLIC SECTOR BANKS: the public area banks are which the public authority possesses
either half or more stake. Presently there are 27 business public area banks working in India.
a) Private sector banks: the private area banks are the place where most of stake is held by
the investors of the bank. As of now there are 15 private area banks working in India.
b) Foreign banks: the unfamiliar banks acquire a permit from RBI to work in India. These
banks other than financing unfamiliar exchange of the nation, attempt ordinary financial
business also. Presently there are 45 unfamiliar banks working in India.
c) Regional rural banks: the local provincial banks do the typical financial capacities in
rustic zones and are basically centered around allowing credits and advances to
little/minimal ranchers, rural ranchers and workers.

4) CO-OPERATIVE BANKS: these banks are government supported, government upheld and
government sponsored monetary offices in India. Not at all like business banks which center
around benefits, co-activity, self-improvement and common assistance.
a) Urban co-operative banks: these banks are the essential co-usable banks situated in
metropolitan and semi-metropolitan regions. These banks were customarily revolved
around networks, territories work place gatherings. They basically loaned to little
borrowers and organizations. The inceptions of the metropolitan co-usable financial
development in India can be followed to the end of nineteenth century.co-usable
addressed another and elective way to deal with association as against exclusive firms,
association firms and business entities which address the predominant type of business
associations.
b) State co-operative banks: the state co-employable bank is an alliance of the focal co-
usable bank and goes about as caretaker of the co-usable financial construction in the
state. Its assets are gotten from the social capital, stores, credits and overdrafts of the
Reserve Bank of India. These banks don't acknowledge stores from the overall
population.

1.3 THEORETICAL BACKGROUND OF THE STUDY
UPSKILL YOUR WORKFORCE
Before developing an up skilling method, we should conduct a discovery segment to see what abilities
enterprise will want from the worker base down the street.
 Make training and improvement opportunities readily available and less costly for everyone: of
path there might be employees the one with excessive productivity and super morale you'll need to
cognizance on extra. But everybody has get entry to the ones possibilities.
 Accommodate one-of-a-kind gaining knowledge of styles: some employees might do great in a
traditional school room placing with a trainer. And a completely extraordinary section may
additionally prefer on foot thru courses online. Providing something for all mastering styles
guarantees the maximum amount of employees will want to take part.
 Empower personnel to pick out their course: put them in charge of their non-public improvement
plan and assist them make their own decisions round their profession development. When
personnel experience they have the freedom to select what regions they expand, they take more
possession over their non-public and expert improvement.
 Reward personnel for their up skilling efforts: deliver them an incentive for finishing schooling
and development to enhance its significance. Positive reputation leads to a happier, more effective
group of workers
As long as they have access to the internet, learners can access their training anywhere using a computer,
laptop, phone or tablet. Online training provides fantastic flexibility, among other benefits, and aids in
making the task of arranging development opportunities far easier.
The getting to know platform will range relying on the software program used, however it's going to
commonly encompass a principal online platform that students can get right of entry to from their non-
public PC, cellular or tablet. As a web student, you may select to get right of entry to your direction
statistics and complete your undertaking at any time.

BENEFITS OF ONLINE TRAINING
Face to face publications are inconvenient. It’s difficult to choose a time that fits all personnel whilst all
of us have a one-of-a-kind agenda and it’s difficult to get them multi-function region. Additionally head
to head guides are usually greater high priced. Overall, it’s miles a long way extra handy and beneficial
for your employer to invest in excessive pleasant on-line publications.
 COST AFFECTIVENSS: long past are the days if you have to pay for numerous days’ really
worth of schooling and delivery to training centres. With on line training employees can get right
of entry to their publications everywhere, bringing comfort and saving money. Another plus is that
you are in all likelihood to come across cut price of price if you need to educate massive
corporations of employees, saving you even extra.
 CONVENIENCE: online schooling is available every time, everywhere, allowing your personnel
to arrange while and wherein they take their training. All they want is access to the internet and
they're equipped to move. This freedom is likewise in all likelihood to make the training more
powerful. With on-line gaining knowledge of, employees can progress at their own region.
Everyone needs a distinctive amount of time to take in and procedure facts. Providing the freedom
of self-paced studying guarantees all personnel get the maximum out of the education
opportunities furnished.
 CONSISTENCY: no matter what number of personnel you have got, on line schooling will by no
means have a awful day of teaching, so that you recognise all your employees will come away
with equal satisfactory of expertise.
 VARIANCE: now not all of your personnel can be in need of the same training, at the equal time.
Investing in on-line training offers you the opportunity and flexibility to specifically tailor every
worker’s professional improvement. It also facilitates personnel retention, as personnel could be
content that you are investing time, cash and attention into their education.
 ACCURACY: on-line publications are up to date. They are continuously being revised, unlike
print books, to ensure that each user gets the maximum correct information viable.
 FEEDBACK: after completing an online route, personnel will get hold of immediately effects
and comments on their overall performance. Users can also music their development and revisit
regions of misunderstanding earlier than finishing the evaluation. Additionally, the general public
of on line schooling publications offer every successful person with a certificate finishing touch.

Learners can use certificate as evidence of compliance and professional improvement; making
extraordinary additions to their CV. Many courses also contribute to CPD hours.
 ENGAGING MATERIAL: interactive on line courses will provide your novices with active
learning, supporting to boom their retention of direction fabric. Conversely, in long face to face
seminars, there can be little possibility for interplay that could result in your employees switching
off and losing recognition.
WHY UPSKILLING IS KEY FOR THE FUTURE OF WORK

Up skilling has turn out to be increasingly applicable during the last years. There are several motives for
this but the maximum essential one is the growing (digital) abilities gap many organizations are going
through; the distinction among what employers want or need their personnel which will do and what the
ones personnel can truly do. The most important causes of the contemporary abilities hole are:
 Skills hole because of an Aging Workforce: the infant boom generation has been and may be
retiring for some time now. Naturally this creates an opening, both in phrases of open positions
which are tough to fill, and in terms of competencies and information that wander off in the
manner.
 Skills gap because of Digitalization: tendencies in fields like artificial intelligence, robotics, and
other technology are taking place quicker and faster, as a result converting the character of the
roles that need to be accomplished and by way of extension, the capabilities needed to do those
jobs.
7 WAYS TO UPSKILL YOUR WORKFORCE

There are various approaches to up skill your body of workers. Depending for your business enterprise’s
wishes, one technique can be more suitable than another. Oftentimes, a aggregate of different up skilling
techniques could be what works first-rate.
 Learning and improvement: up skilling your staff via mastering and development program
might be the most apparent way to go. Depending on the version you use to creates such a
strategy, there are four levels required:
o An evaluation of education desires (for instance through a competencies gap evaluation)
o Specification of gaining knowledge of targets
o Design of training content material and approach
o Monitoring and evaluation

Every organisation will end up with a slightly distinct L&D approach and application. Naturally
because of this the mastering strategies a organization chooses to up skill its personnel will range as
nicely. Some organizations will decide upon online publications in combination with real life lectures and
seminars while others will cross for peer education and an up skill track on their LMS (learning
management machine).
 Job rotation: task rotation is a key method in job redecorates. It is the practice of moving
employees between jobs in an organization can be an extremely good way to switch unique
competencies, understanding, and talents. These rotations are more often than not lateral this
means that they take area among jobs at the equal stage. They are also regularly brief so people
generally tend to transport lower back to their authentic job after a certain period.
 Job enlargement: activity expansion entails such as extra sports in the equal degree to an current
position. It teaches human beings a spread of abilties and facilitates their profession growth.
Additional task obligations require training and help in building additional experience.
 Job enrichment: it's far a technique that is characterised by way of including more dimensions to
current jobs. While the primary purpose of activity enrichment is to make jobs greater motivating,
it could have the bonus gain of up skilling people on the identical time: the simple truth of
growing talent variety means that personnel will should expand their competencies.
 Peer training: two or greater colleagues paintings collectively to, amongst other matters, extend,
refine and construct new abilities, educate each other, and resolve troubles inside the place of
work. Peer education exposes personnel to a larger range of place of business skills. What’s
attractive about this form of up skilling is that it has a greater informal facet to it; human beings
have a peer they are able to speak to without delay, ask questions while they arrive up, and
examine shape via watching them for the duration of their paintings. It offers humans the
possibility to construct management skills inclusive of active listening, effective remarks, timely
communication and the potential to train and mentor.
 Peer mentoring: peer mentoring, a greater experienced worker teaches knowledge and
competencies to a much less experienced worker. Peer mentoring can be a treasured manner of up
skilling. A lot of the taken as a right understanding of personnel comes from their non-public
enjoy and interactions with colleagues. This kind of tacit knowledge is difficult to transfer because
it regularly isn’t recorded in a database, popular running process, or formal training application.
 Hire outside specialists/specialists: occasionally you want to up ability people but you don’t
have the in residence ability to do so. Either because you need employees with certain abilities as
soon as feasible and training they might actually takes too long. By teaming these external experts
up with the right humans from in the organization, you create an up skilling opportunity. Ideally,

by the time the assignment is done, you will have built the capability you formerly lacked in-
residence or had time to create and L&D method to be able to do so inside the now not too distant
future.
IMPORTANCE OF THE STUDY
Technology continues to hastily alternate the way maximum enterprises operate. As task requirements
change and new abilities are required, companies are targeted to both locate new skills and fill the
distance via up skilling. Up skilling guarantees personnel skillsets received grow to be obsolete, and
shows your humans you care about their careers and their futures. Employees who have education and
improvement possibilities are happier in their roles and have a brighter outlook on their future with the
organization.
E learning is crucial because it could attain all personnel a virtual approach to getting to know means you
could on board employees faster meet compliance regulations extra quick, and boom productiveness and
performance at scale. The timescales are noticeably shorter in comparison to study room primarily based
strategies.
Through up skilling and reskilling, your personnel easily become specialists at what they are doing; the
greater they discover, the greater they start seeing matters from a specific angle. The training equips them
to provide you with more recent and better approaches of doing their core jobs. Up skilling and reskilling
supply your staff a motivation enhances. Their newfound talents enable them to paintings extra efficiently
with others in the group.
Classroom schooling is facing a number of demanding situations for most of the people as it calls for time
and bodily presence of an individual to attend the schooling periods. So now many agencies are
outsourcing the mission of up skilling and reskilling sports to expert corporations with expertise in
designing effective schooling modules. These education programs no longer best equip their employees
with fantastically superior abilities but also attest and certify an person for all their needs within the
destiny.
NEED FOR THE STUDY
Employees need to update with the new technologies where it will be useful for them as well as to the
organisation. Learning is essential to our existence. Learning within the administrative centre makes
employees informed approximately their position and a way to better enhance their time at paintings.
Web primarily based getting to know is a discussion boards through e-mail, videoconferencing, and stay
teachers are feasible through the internet. An e-mastering solution permits personnel to get entry to
material from anywhere, whenever. The need of this study is to evaluate the effect of online training
assumed to be contributing to the enhancement of employee self-efficacy. Through this study we come to
know the challenges faced by employees by upgrading themselves with new technologies and usage of e-
learning. Employees are willing to adopt e-learning if the organisation provides them necessary guidance.

CHAPTER 2
LITERATURE REVIEW & RESEARCH DESIGN

2.1 REVIEW OF LITERATURE
1 “IMPORTANCE OF RESKILLING AND UPSKILLING THE WORKFORCE”
AUTHOR: Sukarna Chakma & Nanvadee Chaijinda
YEAR: July 2020.
Reskilling has end up a increase imperative for organizations, many of which have seen positions pass
unfilled for months or years for loss of the right talent to fill them. New virtual technologies like synthetic
intelligence and automation gear are hastily changing the way we work, expand products, and have
interaction with clients.
To create the right opportunities for the staff by the agency to prepare themselves with required abilties in
this age of modern-day technology this may deliver amazing advantages to each the personnel and
enterprise in future.
Reskilling builds an atmosphere wherein human beings can pay attention to jobs of different kind that
demands thinking and creativity which allows an person grow. Creating up skilling possibilities at your
enterprise isn’t simply smart, it’s essential to the fitness and growth of your agency.
2 “UPSKILLING AND WORK FROM HOME ARE KEY ASPECTS DURING COVID 10 CRISIS”
AUTHOR: Sumit Ghosh
ET HR WORLD.com from the Economic Times
YEAR: July 5, 2020 8:49 IST
The coronavirus pandemic totally disturbed the enterprise operations working styles and there’s no
marvel in it that the entire international is now noticing the WFH subculture as the brand new norm for
wearing out commercial enterprise. Up skilling will assist employees grasp the corporation’s distinct
paintings positions less complicated.
To guard your agency from the on-going and upcoming market disruptions, letting your personnel work
from home and up skilling is the first predominant step. This is golden threat in which you can discover
their capabilities wherein your personnel lack and manage the talent gap.
Companies must favour up skilling to create the right thoughts-set, worker loyalty, worker motivation,
and greater worker collaboration. Also, with the right worker up skilling and letting employees follow
new work at home policy will train commercial enterprise to be ready to face any shocking destiny
demanding situations like ambitious and fierce.

3 “EXPLORATION OF E-LEARNING VS TRADITIONAL LEARNING IN INDIA”
AUTHOR: Gulbir Singh, Vivek Bhatnagar, Rajeev Gupta, Gautam Kumar
JOURNAL: Humanities & Social Sciences Reviews 8(2), 69-76,
YEAR: 2020
The purpose of the take a look at is to perform the assessment of conventional studying and e-getting to
know close to university schooling. The final results of this examine will show the impact of e-studying
within the modern-day generation. As we've as compared indicates us that e-mastering has crammed the
distance among the colleges and the real-life industry’s needs.
The end result of this examine showed that e-mastering is the need of the existing generation with the
intention to fulfil the space among the universities and the actual life industry’s needs. Additionally, e-
mastering based totally guides may have greater effect and provide extra skill and exposure to students as
compared to conventional learning.
4 “EMPLOYEE TRAINING AND DEVELOPMENT THROUGH E-LEARNING”
AUTHOR: Amrita Bhardwaj
YEAR: 2019
With rapidly changing work environment and digitalization in social life, it is easier and effective to use
electronic learning systems to train human resources. This training can cover various dimensions like
technologies, product, services, culture and policies.
E-learning helps to meet objective of versatile training and provides a cheaper solution to class room
centric trainings. It drastically saves costs of boarding and lodging, man-hours, and not impedes
continuity of work processes as learning is possible even after working hours. Another objective of this
study was to develop an understanding about effectiveness of E-learning to enhance employees’
productivity and overall performance so as to support organisational growth.
E-gaining knowledge of can offer flexible gaining knowledge of options for employees and allow them to
up-skill extra rapidly. E-learning in the workplace can decrease the expenses of schooling workforce via
reducing tour and employee time far away from work.

5 “A STUDY ON PERCEPTION OF EMPLOYEES TOWARDS TRAINING AND DEVELOPMENT

PRACTICES”
AUTHOR: Mr.D.Kotteswaran and Ms.R.Kamala Saranya
JOURNAL: Shanlax International Journal of Management volume 5 issue 4
YEAR: March 2018
Training assists in improving the efficiency and effectiveness of a person at paintings by improving and
updating his professional expertise, skill relevant to his work, cultivating suitable behaviour and mind-set
toward paintings and people. Also the schooling program entails extensive investment in terms of time,
cash and efforts.
To study training and development practices and its impact towards performance improvement. To
propose measures for the education to be effective for their overall performance improvement.
Training helps personnel to get used with new roles and duties commonly after promotion. When an
employee’s receives promoted from one degree to next level, the skills required to do his/her task changes
and education programmes are vital in equipping the employee with the new capabilities. Through
training practices, the employee’s skill degrees are upgraded so that you can make the employees greater
effective. Most instances, employees higher recognize the form of education programme that could assist
them.
6 “A STUDY OF TRAINING AND DEVELOPMENT PRACTICES IN SERVICE SECTOR IN

RELATION TO EMPLOYEE ENGAGEMENT”
AUTHOR: Devika Chandha
JOURNAL: International Journal of Human Resources Development and Management volume 8, issue1
YEAR: 2018
Training and development are key entities affecting now not only the overall performance of employees
however also their level of dedication and engagement toward an enterprise. The technique to assess this
is performance control. Performance management takes into attention the effects of the Human Resource
control on employee engagement.
The evaluation paper turned into aimed at throwing some mild on the practices of HRM and the outcomes
of education and improvement on worker engagement in the carrier area. The evaluation of overall price
on training must be ascertained that allows you to check the total productiveness in regards to both work
performances and monetary phrases. It is essential to notice that in addition progressive thoughts and
methodologies are required to improve the schooling manner within the offerings area.

7 “A BRIEF REVIEW OF STUDIES ON TRAININGS AND RESEARCH IN BANKING SECTOR”
AUTHOR: Abhay Korde, Dr.Kavita Laghate
JOURNAL: International Journal of Business and Management Invention, volume 7 issue 8.
YEAR: August 2018.
The giant and wonderful have an effect on on productivity inside the banking area will be attributed to the
schooling and development programs. Those attributes encompass advent of latest products, presenting
knowledge in addition to the existing knowledge, programmes and product orientation, to teach the body
of workers for computerization , non-public improvement plans and training programmes supplied
through other banks, developing organisational way of life and incorporating cutting-edge developments
in banking are drastically sturdy members to improved productiveness within the banking region.
To country the past studies executed in banking region in fashionable. To present the researches on
trainings mainly in banking quarter in perspective.
Training is an indispensable a part of day after day existence considering that times immemorial. The
organisations imaginative and prescient venture and techniques and the immediate supervisors attitude is
essential. Banks must take essential steps in such a way that personnel ought to feel schooling is essential
to beautify the productiveness and customer pride to fulfil the existing challenges, as it's far very a good
deal useful to improve the character profession and the agency boom too. The banks need to create a
training price range in addition to conduct training audit for the effectiveness of training.
8 “EMPLOYEE RETENTION, TRAINING AND DEVELOPMENT IN BANKING SECTOR”
AUTHOR: Ashish Dikshit, Trilok Kumar Jain.
JOURNAL: SSRN Electronic Journal
YEAR: January 2017.
Training and improvement programmes give impetus to know-how and ability development and job
enrichment of bank personnel. It also reduces the attrition rate, boom task retention and provides fee
addition to the employees.
The trainer plays a key function in influencing and converting the mind-set and capabilities of an worker
in the enterprises. To meet destiny emerging challenges and development plans, the banks impart
schooling to the personnel to equip them with better competencies and also to enhance the first-rate and
significance of work.
Banks are competing with an additional while going through the rising demanding situations and going
international. Banks so as to meet the growing demanding situations have to fill up the facts gaps and

forestall traditional mundane banking sports. The giant and tremendous have an effect on on productivity
within the banking area could be attributed to the education and development packages.
9 “IMPACT OF TRAINING AND DEVELOPMENT WITH REFERENCE TO BANKING SECTOR IN

INDIA”
AUTHOR: Jyothi
JOURNAL: international Journal of business administration and management, volume 7, number 1
YEAR: 2017
The bank has built strong skills in training and improvement to build skills throughout diverse sectors.
Training on products and operations is imparted thru net based schooling modules. Special programmes
on useful schooling and leadership development are performed to construct know-how as well as
management potential at a dedicated education facility.
To determine the role of HRM in banking Industry. To examine the effect of training and development
for employees serving in banks.
The public region banks undertake schooling and improvement programmes for his or her personnel to
increase their efficiency. Banks offer schooling programmes to enhance their know-how and abilities to
fulfill the clients. Growth of banking zone in India is the end result of skilled manpower which is the
outcome of training and improvement.
10 “MODERN TRENDS AND PRACTICES IN TRAINING AND DEVELOPMENT’
AUTHORS: Dr.Soumendra Bhattacharjee, subhadeep Mukherjee
BOOK: Redefining Business vision issues and challenges, volume 2 marketing and human resources.
YEAR: February 2017.
A huge number of firms use the strategy of right and effective training by using increasing their training
budgets to keep and get satisfactory output from the employees. Employees are delegated with
exceptional roles and obligations and education helps them to perform their roles and duties and groom
them for the future duties as properly.
To study the numerous modern-day schooling methods and forms of rising education packages. To study
the effectiveness of current traits and practices in schooling and development.
The new worldwide developments inside the corporate world is to emphasize more on making use of
systematic method to education and development as a way to reap higher level of organisational
effectiveness. Organisations today, try to link commercial enterprise approach with training. Current and
destiny tendencies show that companies that want to hold skilled personnel want to provide for on-going

improvement and academic possibilities. Many businesses degree the go back on funding for education
activities.
11 “EFFECTIVENESS OF ONLINE TRAINING IN INDIAN IT INDUSTRY”
AUTHOR: Dr.Amita Maxwell
JOURNAL: International Journal of Advanced scientific technologies in Engineering and Management

Sciences volume 2, issue 9
YEAR: September 2016.
Technological changes have facilitated schooling to be added with convenience and versatility. This
paradigm shift has led to agencies rethinking on new methods to hold personnel replace; preserve up with
fast boom of getting to know that ought to take region to remain aggressive as ultimate aggressive is a
concern these days for enterprises.
To find the prevailing repute of online training in BPOS. To take a look at the effectiveness of online
schooling in BPOS.
The fee effectiveness and time savings with online education serves as a bonus. Enriched getting to know
enjoy makes gaining knowledge of simpler, decreased stress with studying and training, multifaceted
communique tools that allow people to collaborate in real time, digitalization, automation and
virtualization, and so forth. That is hard to gain from any other shape of training are the maximum
prominent elements titling businesses towards online training method.
12 “CHALLENGES FOR TEACHERS IN THE ERA OF E-LEARNING IN INDIA”
AUTHOR: Garima Singh
JOURNAL: Scholedge International Journal of Multidisciplinary & Allied Studies 3(2), 14-18, 2016
E-learning has end up a essential factor of the educational system. It is gaining momentum day by day. In
such technology pushed state of affairs, it has end up a challenge for the teachers to house e-mastering in
their coaching studying methods.
To hold up with the needs of communique era has become crucial trouble of academia. It is excessive
time to equip instructors with superior ICT and educate them to avail most benefit from it. The paper
objectives to describe the role of a trainer and importance of e-gaining knowledge of in the gift context. It
emphasizes on the demanding situations faced via teachers in India to enforce e-studying and makes an
strive to suggest various solutions to the awareness, implantation and comfortablitiy in regards to the e-
learning solutions by means of the teachers in their coaching learning techniques.

13 “A LITERATURE REVIEW AND REPORTS ON TRAINING AND DEVELOPMENT”
AUTHOR: Shakila P.
JOURNAL: The international journal of management volume 3 issue 1
YEAR: January 2014.
It talks about the know-how of our field which allows us to perceive the gap which our studies may want
to fill and also strengths the topic that we selected for our research. It goals to provide a synthetic
assessment of the literature at the schooling and development. It also justifies the motive for our research.
Prior research will help us to make sure that we have included all of our essential relevant constructs in
our look at.
Although experts have expressed extraordinary concern approximately the shortage of most beneficial of
management education and improvement assets, they have got made hardly any effort in locating
approaches and way of enhancing it. The maximum influencing education traits became training method
accompanied by way of schooling management, training targets and trainer whereas for studying, the
greatest variation turned into additionally defined by using schooling techniques but followed by way of
instructor.
14 “A STUDY ON TRAINING IMPORTANCE FOR EMPLOYEES OF THEIR SUCCESSFUL

PERFORMANCE IN THE ORGANISATION”
AUTHOR: Uma S.N
JOURNAL: International Journal of science and Research volume 2 issue 11
YEAR: November 2013
Training is the process of enhancing the talents, abilities and knowledge of employees for doing precise
activity. Training is critical for business enterprise development and success. It is fruitful to each
employers and employees of an enterprise. An employee becomes extra efficient and efficient if he
educated nicely.
To recognise the training effect on the employee performance inside the organisation. To apprehend the
schooling significance and the opportunities in terms of employee performance and organisational
improvement. Real time training technique at pinnacle level businesses.
Every corporation wishes to have well-educated and skilled humans for performing the activities that
have to be done. The corporation classifies the employees in 3 categories particularly technical,
interpersonal and hassle solving. The company train the employee so that there's a amendment within the
employee ordinary ability.

15 “STUDY OF TRAINING AND DEVELOPMENT OF EMPLOYEES IN INDORAMA

SYNTHETICS”
AUTHOR: Karan K Kamdi
JOURNAL: Data Meghe Institute of Management and studies
YEAR: 2012
Training and development sports are designed to impact specific abilities, abilities and knowledge to
personnel. Training is a deliberate effort by way of an organization to facilitate personnel studying of
process related information and abilties for the cause of improving overall performance.
To take a look at how schooling and development programmes are undertaken in the organisation. To
gather an intensive knowledge base on concern of training and development. To observe the effectiveness
of education and development inside the agency.
Employees are satisfied with the training and development programmes given to them. The schooling
programme has helped in growing competencies of the personnel. Most of the personnel desires to the
administrative center to be redesigned where the schooling periods are been conducted.

2.2 STATEMENT OF THE PROBLEM
As digitalization, Automation and synthetic intelligence change the face of labour; businesses are
realizing the importance of mastering new skills for current personnel as their task characteristic evolves.
To stay in advance of digital disruption, enterprises should bridge the skills hole and empower team of
workers with the proper training and expertise. New emerging technology in huge facts analytics, AI, and
device learning are actually advanced sufficient to update entire job roles and the group of workers will
want to conform to new tasks and trade how they bring about price. The hole among demand and supply
of rather professional skills is widening fast, while enterprise requirements maintain to conform for
superior technical talents. So this study is taken to analyse the up skilling of work force through e-
learning during covid.
2.3 SCOPE OF THE STUDY
For this study employees who stay in Bangalore are considered. To know the up skilling training and
development of bank employees towards online learning or web based learning, organisation can improve
the web based learning for employees and also provide better training for them to up skill themselves and
can give solution for problem faced by them.
2.4 OBJECTIVES OF THE STUDY
 To know the importance of up skilling development in the organisation.

 To study how e-learning training and development programmes are undertaken in the
organisation.
 To analyse the effectiveness of web based training & development programs & its effect on
employee’s performance in the organisation.
 To find out the modern trend & practices in web based training in organisation
2.5 RESEARCH METHODOLOGY
By taking into consideration all the facts and data, research methodologies have been developed by us,
which is very appropriate to our research study.
Research methodology: it refers to the sensible how of any given piece of studies, mores specifically;
it’s approximately how a researcher systematically designs a look at to make sure valid and reliable
consequences that cope with the research ambitions and goals. Research methodology is the precise
methods or strategies used to identify, choose, technique, and analyse facts approximately a subject.
Research Design: it refers to the framework of market research strategies and techniques which can be
selected through a researcher. The design this is chosen by using the researchers lets in them to utilise the

strategies which can be suitable for the look at and to installation their research effectively within the
future as well.
Research layout also consists of the factors of facts collection, measurement of information with the
respective equipment, and the analysis of the facts. A top research usually guarantees minimum ranges of
bias in the information series method to improve both the internal and the outside validity of the studies.
The preferred outcome of experimental studies is to have a design with a purpose to result in the least
variety of blunders within observe.
TYPES OF RESEARCH DESIGN:
o Quantitative research design

o Qualitative research design
SUBTYPES OF RESEARCH DESIGN
o Descriptive research design

o Experimental research design
o Correlational research design
o Diagnostic research design
o Explanatory research design
Type of research design used for the study
For this study descriptive research design is taken because it is theory based and also describing the topic
that is the subject of the research. It is applied for observations, surveys. It includes the data collection,
analysis, and presentation. A clearly present the problem statement in order to allow others better
understand the need for this research.
Descriptive research design: It refers back to the strategies that describe the traits of the variables
beneath observe. This method focuses on answering questions regarding what than the why of the studies
concern. The number one cognizance of descriptive studies is to truly describe the character of the
demographics below take a look at in place of focusing at the why. It aims to correctly and systematically
describe a population, scenario or phenomenon.
2.6 SAMPLING: a sample is a collection of human beings, objects, or items which are taken from a
larger population for size. The pattern has to be consultant of the populace to make certain that we are
able to generalise the findings from the research sample to the populace as an entire.
Sampling Technique: Sampling is a method that lets in researchers to infer data about a populace
primarily based on results from a subset of the populace, without having to analyse every man or woman.
Probability sampling strategies have a tendency to be more time-ingesting and highly-priced than non-
opportunity sampling.

METHODS OF SAMPLING TECHNIQUE
 Probability sampling method

 Non probability sampling method
Probability sampling method: An opportunity sampling technique is any approach of sampling that
makes use of some form of random choice. In order to have a random choice technique, you must
installation a few technique or process that assures that the exclusive gadgets in your population have
identical possibilities of being chosen.
There are some methods of probability sampling:
o Simple random sampling

o Systematic sampling
o Stratified sampling
o Clustered sampling
Non probability sampling method: A sampling approach in which the researcher selects samples
primarily based on the subjective judgement of the researcher rather than random choice. It is much less
stringent approach. This sampling approach depends heavily on the knowledge of the researchers. It is
carried out by way of commentary, and researchers use it extensively for qualitative research.
Methods of non-probability sampling are:
o Convenience sampling
o Quota sampling
o Judgement sampling
o Snowball sampling
o Bias in sampling
Type of sampling method used for the study
For this study convenience sampling method is used because participants are selected based on the
availability and willingness to take part. Collecting members for the sample becomes easy and also low
cost. Data collection is easy and accessible
Convenience sampling method: Convenience sampling is described as a technique followed by using

researchers in which they acquire market studies data from a readily available pool of respondents. It is
the maximum generally used sampling method as it is highly activate, clear-cut, and low in cost. In many
cases, members are conveniently approachable to be a part of the pattern. It is a form of non-opportunity
sampling wherein people are sampled truly due to the fact they are handy assets of records for
researchers.
Sampling Unit: employees of private banks are the sampling unit for this study.
Sampling Size: Sample sizes of 100 respondents who are employees of private banks are considered for
this study.

2.7 SOURCES OF DATA
Data required for this study will be collected through both the sources i.e. primary & secondary sources.
Primary data: Data that has been generated via the researcher himself/herself, surveys, and interviews,
experiments, specifically designed for knowledge and fixing the research hassle handy.
Primary data is collected through:
 structured questionnaire
 observations
 personal interview from employees.
Secondary data: Using present information generated by means of big authorities Institutions, healthcare
facilities etc. As part of organizational file preserving. The data is then extracted from greater varied
records documents.
Secondary data is collected through:
 previous research papers

 journals
 text books etc.
2.8 TOOLS FOR DATA COLLECTIONS
The required data for this study is collected by using following tools-
 Structured questionnaire
 Observation & Personal interview with employees
 Various books, journals, research papers etc.
2.9 LIMITATIONS OF THE STUDY
 100 respondents were considered for the sample

 Few private banks in India were considered for the purpose of the study.
 The time duration allotted for the study was one of the limiting factors
 The feedback received from the respondents may not be accurate.

CHAPTER 3
COMPANY PROFILE
ICICI BANK
ICICI Bank restricted is an exclusive Indian improvement finance establishment with its enrolled office in
Vadodara, Gujarat, and corporate office in Mumbai, Maharashtra. It offers a wide scope of banking items
and monetary administrations for corporate and retail clients through an assortment of conveyance directs
and concentrated auxiliaries in the space of speculation banking, life, non-disaster protection, investment
and resource the board. The bank has an organization of 5,275 branches and 15,589 ATMs across India
and has presence in 17 nations.
ICICI Bank is one of the Big four banks of India. The bank has auxiliaries in the United Kingdom and
Canada, branches in United States, Singapore, Bahrain, Hong Kong, Qatar, Oman, Dubai International
Finance Centre, China and South Africa, just as delegate workplaces in United Arab Emirates,
Bangladesh, Malaysia and Indonesia. The organization's UK auxiliary has additionally settled branches in
Belgium and Germany.
ICICI Bank was set up by the Industrial Credit and Investment Corporation of India (ICICI), an Indian
monetary organization, as a completely possessed auxiliary in 5 January 1994 in Vadodara anyway the
parent organization was framed in 1955 as a joint endeavour of the world bank, India's public area banks
and public area insurance agencies to give project financing to Indian industry. The bank was established
as the Industrial credit and Venture Company of India bank, before it changed its name to ICICI Bank.
The parent organization was subsequently converged with the bank.
ICICI Bank dispatched web banking activities in 1988. ICICIs shareholding in ICICI Bank was decreased
to 46 per cent, through a public contribution of offers in India in 1998, trailed by a value presenting as
American depositary receipts on the NYSE in 2000. ICICI Bank procured the Bank of Madura Limited in
an all-stock arrangement in 2001 and offered extra stakes to institutional financial backers during 2001-
02.

In March 2020, the leading group of ICICI Bank Ltd supported a venture of Rs 1,000 crore in Yes Bank
Ltd. This venture brought about ICICI Bank Limited holding more than a five per cent shareholding in
Yes bank.
BOARD OF DIRECTORS
Girish Chandra Chaturvedi Non-Executive chairman
Hari L. Mundra Independent director
Lalit Kumar Chandel Government Nominee director
S.Madhavan Independent director
Neelam Dhawan Independent director
Radhakrishnan Nair Independent director
Rama Bijapurkar Independent director
B. Sriram Independent director
Uday Chitale Independent director
Sandeep Bakhshi MD & CEO (currently)
Anup Bagchi Executive director
Vishakha Mulye Executive director
Sandeep Batra President
Rakesh Jha Group Chief financial Officer
Ranganath Athreya Company Secretary
VISION AND MISSION OF THE COMPANY
VISION
To be the leading issuer of financial services in India & a main international player.
MISSION
We will leverage our people, era, velocity & economic capital to:
 Be the banker of first desire for our clients by using delivering high satisfactory global class
products & offerings.

 Expand the frontiers of our enterprise globally
 Maintain high requirements of presidency & ethics
 Create price for our stake holders.
PRODUCTS
ICICI Bank gives products and services inclusive of on-line money transfers, monitoring offerings,
modern debts, financial savings bills, time deposits, ordinary deposits, mortgages, loans, automated
lockers, credit score cards, prepaid cards, debit cards and virtual wallets referred to as ICICI wallet.
ICICI financial institution launched 'ICICI Stack' which gives on-line offerings which includes charge
alternatives, digital bills, and immediate car loans, coverage, investments, loans and so forth.
SWOT ANALYSIS OF ICICI BANK
Swot analysis is an examined management tool that enables a branch inclusive of ICICI Bank to compare
its commercial enterprise & effects towards competition and enterprise. As of now ICICI financial
institution is one of the banking & economic offerings enterprise’s main manufacturers.
STRENGTHS
 According to financial analysts, one of the foremost strengths of ICICI financial institution is its
strong and steady stability sheet and monetary statements.
 In many banking and economic offerings, ICICI bank has first mover gain. ICICI Bank in India’s
first bank to release complete cell banking and jewellery card solutions.
 ICICI bank is India’s first financial institution to connect life fashion blessings to banking services
for one-of-a-kind transactions and tie U.S.A. With enterprise main brands. ICICI bank has the
longest operating hours and additional centres available at ATM’s attracting clients.
 ICICIs advertising and marketing and commercial campaigns are of decent scope as compared to
different Indian banks.
 Employees of ICICI bank show greater courtesy
 ICICI financial institution is maintaining precise purchaser members of the family.
WEAKNESSES
 Customer carrier for the ICICI phase is not doing properly with regards to complaining resolution.
 The ICICI bank has the most strict debt and mortgage compensation packages, and interest
payments packages. They rent a 3rd birthday celebration organization to deal with the control of
healing.
 Consumer attack and harassment issues frequently arise whilst recovery and credit score payment
notices are sent nicely before the closing dates that trouble the clients.
 The fees for the banking operation are comparatively developing

 ICICI employees are a financial institution within the utmost stress due to the control’s aggressive
regulations to win in advance in the race. In destiny years this may bring about lower productivity.
 Customer disputes against ICICI are high.
OPPORTUNITIES
 In the subsequent 3 years, banking zone increase is projected to upward push at a fee of 17 per
cent.
 In rural regions, the idea of saving in banks and making an investment in economic products is
growing, as greater than 62% of India’s population continues to be in rural areas.
 ICICI financial institution plans to open 1500 new branches over the subsequent four years.
 Because of its economic resources, ICICI will purchase small and non-acting banks
 ICICI bank is anticipated to have a credit growth of 20% in the coming years.
 ICICI bank retains the minimum sum of unrealised property.
THREATS
 RBI allowed overseas banks to invest in Indian banking up to 74%

 Banks inside the government quarter are pushing to modernize the capability to lessen customers
moving to new age banks.
 HDFC is ICICIs biggest rival, and different emerging banks along with AXIS, HSBC region a
good sized danger.
 NBFC and cell charge wallets also are rising and emerge as competition of ICICI bank.
 The micro financing organizations have a huge percentage in rural areas.
 Though the acquisition of customers is excessive on one hand, the unhappy customers are growing
and making them turn to other banks.
 Emerging technology is likewise a prime chance to the banks.

AXIS BANK
Axis Bank Limited is an Indian non-public quarter bank headquarters in Mumbai, Maharashtra. It sells
financial offerings to huge and mid-length businesses, SMEs and retail agencies. The bank became based
in December 1993 as UTI Bank, working its registered workplace in Ahmedabad and a company
workplace in Mumbai. The financial institution became promoted mutually via the Administrator of the
Unit Trust of India, Life Insurance Corporation of India (LIC), General Insurance Corporation, National
Insurance Company, the New India Assurance Company, the Oriental Insurance Corporation and United
India Insurance Company. The first branch changed into inaugurated on 2 April 1994 in Ahmedabad by
way of Man Mohan Singh, the finance minister of India.
In 2001 UTI and agreed to merger with Global Trust Bank, however the Reserve Bank of India (RBI)
withheld approval and the merger did not take region. In 2004, the RBI placed Global Trust beneath
moratorium and supervised its merger with Oriental Bank of Commerce. The following yr, UTI financial
institution was listed on the London Stock Exchange. In the yr 2006, UTI Bank opened its first remote
places branch in Singapore. The equal yr. it opened a workplace in Shanghai, china. In 2007, it opened a
department in the Dubai International Financial Centre and branches in Hong Kong.
On 30 July 2007, UTI Bank changed its call to Axis Bank. In 2009, Shikha Sharma changed into
appointed as the MD and CEO of Axis Bank. In 2013, Axis Banks subsidiary, Axis Bank UK started
banking operations. On 1 January 2019, Amitabh Chaudhry took over as MD and CEO. In year 2021 the
bank had decreased its stake in Yes Bank from 2.39 in line with cent to one.Ninety six in keeping with
cent.
BOARD OF DIRECTORS
Dr Sanjiv Misra Chairman
Prof. Samir Barua Independent director
Rohit Bhhagat Independent director
Usha Sangwan Nominee director
Amitabh Chaudhry MD & CEO (currently)

Som Mittal Independent director
S. Vishvanathan independent director
Rakesh Makhija Independent director
Ketaki Bhagwati Independent director
Stephen pagliuca Nominee director
Rajiv Anand Executive director (wholesale banking)
B. Babu Rao Nominee director
Girish Paranjpe Independent director
Rajesh Dahiya Executive director (corporate centre)
VISION AND MISSION OF THE COMPANY
VISION
To come to be a nice practices bank by means of pursuing international benchmarks in profitability,

operational performance, asset first-class, hazard management and increasing international reach.
To be preferred monetary answer issuer excelling in patron transport via perception, empowered
personnel and smart use of technology.
MISSION
 Customer carrier and product innovation tuned to various want of character and company
shoppers
 Continuous generation up grading even as preserve human values
 Progressive globalisation and reaching global standards
 Efficiency and effectiveness built on ethical practices
OPERATIONS
INDIAN BUSINESS: As of 12 August 2016, the financial institution had a community of four,094
branches and extension counters and 12,922 ATMs. Axis Bank has the most important ATM community
among personal banks in India. It even operates an ATM at one of the world’s maximum websites at
Thegu, Sikkim at a top of 4,023 meters (13,two hundred ft.) above sea degree.
INTERNATIONAL BUSINESS: The bank has 9 international offices with branches at Singapore, Hong
Kong, Dubai (at the DIFC), Shanghai, Colombo and representative offices at Dhaka, Dubai, Sharjah and

Abu Dhabi, which cognizance on company lending, exchange finance, syndication, funding banking and
legal responsibility businesses. In addition to the above, the bank has a presence in UK with its
thoroughly owned subsidiary Axis Bank UK Limited.
SERVICES
RETAIL BANKING:
The bank offers lending offerings to individuals and small companies, together with liability products,
card services, Internet banking, computerized Teller machines (ATM) services, depository, financial
advisory offerings, and Non-resident Indian (NRI) services. Axis bank is a participant in RBIs NEFT
enabled taking part banks listing.
CORPORATE BANKING
 TRANSACTION BANKING: Axis Bank presents products and services associated with
transaction banking to customers in regions of modern bills, coins control offerings, capital market
services, change, foreign exchange and derivatives, cross border trade and correspondent banking
services and tax collections on behalf of the Government and numerous State Governments in
India.
 INVESTMENT BANKING AND TRUSTEE SERVICES: the financial institution presents
investment banking and trusteeship services through its owned subsidiaries. Axis Capital markets,
institutional stock brokering except M&A advisory. Axis Trustee Services Limited is engaged in
trusteeship activities, appearing as a debenture trustee and as a trustee to diverse securitization
trusts.
INTERNATIONAL BANKING:
The financial institution offers company banking, change finance, treasury and hazard management via
the branches at Singapore, Hong Kong, DIFC, Shanghai and Colombo, and additionally retail liability
products from its branches at Hong Kong and Colombo. The representative office at Dhaka turned into
inaugurated for the duration of the contemporary monetary year.
SWOT ANALYSIS OF AXIS BANK
SWOT analysis is a validated control tool that allows a bank like Axis financial institution to degree its
commercial enterprise & performance with competitors and the enterprise. As of now Axis bank is some
of the pinnacle names within the financial and banking region. Axis bank is the 1/3 biggest non-public
area financial institution in India and gives various monetary merchandise.

STRENGTHS
 Axis bank became ranked as the fastest growing bank in the personal zone. Financial explicit and
KPMG have rated axis bank because the exceptional bank on the basis of 26 parameters.
 Banks monetary positions are rising at a price of 20% remaining year, which is a massive nice
sign for every.
 Axis financial institution has a strong photo of the city population. Axis bank is growing nicely
inside the Indian banking sector.
 One of India’s largest private sectors funding for agricultural loans is retail agri & corporate agri.
 Great on line services furnished by way of Axis bank including internet banking, smart phone
phones and so forth.
 Effective advertisements and branding have helped the emblem to extend.
WEAKNESSES
 Gaps on the whole cantered on corporate banking, wholesale banking, and treasury offerings,
retail banking.
 Global branches account for just 8% of the full assets. The bank has currently begun to pay
attention its attention on private banking and rural areas.
 Axis banks percentage fees are always fluctuating at better margins, leaving traders in an ungainly
position maximum of the time.
 There are lots of efficiency variations within the economic product as well as accomplishing out to
the consumer.
 There are many fraudulent activities related to credit score playing cards, as banks manner the
reputation of credit score playing cards even without the verification of the original documents.
 Customer assists needs to change a lot a good way to deal with different huge players.
 Axis bank has minimal marketplace proportion due to excessive competition within the banking
quarter.
OPPORTUNITIES
 Acquisitions for filling the void. Various destiny potentialities in financial markets, such as mutual
budget, perhaps exploited inside the bond marketplace.
 The internet banking network can be supported
 The variety of e-transactions rose from 0.7 million to approximately 2 million. Geographical
extension to the agricultural marketplace eighty% of them do no longer have get admission to
established lending, forty six% of them use casual lending systems. The financial institution has to
goal the growing demand for commercial enterprise loans and car loans. 24% of unregulated cash
creditors.
 Since it’s a new era of banking there are a whole lot of possibilities to provide modern banking
answers strategies compared to install most important players.

 Axis banks definition of ATM had a robust response in phrases of attracting new clients to the
non-public banking market.
THREATS
 RBI control of hobby prices

 Regulation of the kingdom on the idea of pandemic situations.
 Government schemes are maximum often run only by using SBI, Indian Banks, Punjab National
Bank and many others.
 ICICI and HDFC are setting their aggressive advertising campaigns at extensive chance in phrases
of their boom in the customer base.
 New banking license issued through RBI
 Foreign banks getting into India ought to reduce the presence of axis bank
 Competing banks are growing their operations in India

HDFC BANK
HDFC Bank becomes included in 1994 as a subsidiary of the Housing Development Finance Corporation,
with its registered workplace in Mumbai, Maharashtra, India. Its first company workplace and a complete
carrier department at Sandoz House, Worli were inaugurated by the Union Finance Minister, Man Mohan
Singh. As of 30 June 2019, the Banks distribution network changed into at 5,500 branches across 2,764
cities. The bank established 430,000 POS terminals and issued 23,570,000 debit playing cards and 12
million credit score cards in FY 2017. It has a base of one, sixteen, 971 everlasting employees as of 21
march 2020.
HDFC Bank Limited is an Indian banking and monetary services employer; it is India’s largest personal
sector financial institution by way of belongings and by way of market capitalisation as of April 2021. It
is the 1/3 biggest organisation via market capitalisation on the Indian inventory exchanges. It is likewise
the thirteenth largest organization in India with nearly 120,000 personnel.
BOARD OF DIRECTORS
Mr. Atanu Chakraborty part time chairperson & Independent director
Mr.Malay Patel Independent director
Chandra Sarangi Independent director
Mrs.Renu Karnad Non-Executive director
Mr. Srikanth Nadhamuni Non-Executive director
Mr.Sanjiv Sachar Independent director
Mr.Sandeep Parekh Independent director
Mr.MD Ranganath Independent director
Dr.(Ms). Sunita Maheshwari addiotopnal Independent director
Mr. Sashidhar Jagdishan MD & CEO (currently)
Mr. Kaizad Bharucha Executive director

PRODUCTS AND SERVICES
HDFC Bank gives a number of services and products along with wholesale banking, retail banking,
treasury, vehicle loans, wheeler loans, and private loans, loans in opposition to assets, purchaser durable
mortgage, lifestyle mortgage and credit score playing cards. Along with this diverse virtual merchandise
are Payzapp and Smart BUY.
MISSION AND VISION OF THE COMPANY
VISION
To be consumer pushed exceptional controlled organisation that enjoys marketplace leadership in

imparting housing associated finance.
MISSION
To provide a package deal of attractive economic offerings for housing purposes thru a competent and
stimulated group of employees using the country of the art technology to preserve monetary stability and
boom of the agency even as contributing to the national intention of presenting first rate housing to all.
INVESTMENTS
In March 2020, HDFC (parent organisation of HDFC BANK) made a funding of Rs 1,000 crore in Yes
Bank. As according to the scheme of reconstruction of Yes Bank, seventy five% of the total investment
through the organisation would be locked in for three years. On 14 march Yes Bank allocated 100 crore
stocks of the face cost of Rs 2 each for consideration of Rs 10 consistent with percentage (including Rs
eight premium) to the Corporation aggregating to 7. Ninety-seven per cent of the publish issue equity
proportion capital of Yes bank.
SWOT ANALYSIS OF HDFC BANK
SWOT analysis of HDFC bank specializes in strengths, weak spot, opportunities and threats. Strength and
weak point are inner elements and possibilities and threats are external factors. HDFC SWOT analysis
helps the bank to analyse its market potential and assist financial institution to formulate techniques.

STRENGTHS
 In assessment to other private banks, HDFC financial institution has a excessive degree of patron
loyalty.
 HDFC has huge wide variety monetary advisors guiding customers for excellent investment
options.
 HDFC has a low turnover rate and is one of the best locations to work within the personal banking
sector.
 The bank’s ATM is to be had in plus/cirrus; visa electron/maestro, visa/grasp, and American
explicit domestic and international playing cards. That’s also some other motive why the
maximum well-known and for buying and on-line purchases is HDFC cards.
 HDFC has many popularity and awards via various financial ranking establishments consisting of
Dun and Brad sheet, financial express, Euro cash awards for innovation, fiancé Asia us of a
awards etc. It has received best banks awards.
 Has a diverse body of workers with humans of many ethnic, racial, cultural and academic
backgrounds who assist the business enterprise carry in numerous ideas and methodologies to do
matters.
WEAKNESSES
 HDFC bank has no properly presence in rural markets, in which its direct competitor is expanding
within the rural market as ICICI bank
 In rural regions HDFC does now not revel in first mover privileges. With admire to banking
institutions, rural citizens are tough middle loyalists.
 Any of the commodity corporations in the financial institution lack overall performance and
feature little or no marketplace presence
 HDFCs share costs regularly range, causing investors to feel harassed.
 The bank mainly works on high stop consumers
 HDFC lacks strategies for effective marketing together with ICICI
OPPORTUNITIES
 HDFC banks have more potent criteria of asset great than authorities banks, so it's miles possible
that profits boom will accelerate
 Big companies and SMEs are growing at a completely rapid rate. In phrases of handling company
earnings accounts, HDFC has a strong record
 HDFC financial institution has improved its portfolio of terrible debts and, relative to authorities
banks, the recuperation of horrific debts is excessive
 HDFC has truly top overseas opportunities
 Greater scope due to a very good financial function for investments and strategic partnerships

THREATS
 The non-appearing property of HDFC rose from zero.18% to0.20%.At the same time as it's far a
small development, it isn't a high-quality indication for the bank’s monetary fitness
 Non-banking economic corporations and banks of the contemporary generation are rising in India
 The HDFC is not going to increase its marketplace proportion when a tremendous demanding
situations is levied through ICICI
 In order to cope with non-public banks, authorities banks are seeking to restructure
 RBI has opened up to 74% to invest within the Indian marketplace for overseas banks.

RESPONDENTS PROFILE
Table 3.1: Table showing Gender of total respondents
SL NO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Male 53 56.00%
2 Female 42 44.00%
TOTAL 95 100
Graph 3.1: Graph showing Gender of total respondents
GENDER
60.00% 56.00%
50.00%
44.00%
PERCENTAGE
40.00%
30.00%
20.00%
10.00%
0.00%
Male Female
OPTIONS
INTERPRETATION:
From the above table and graph it is inferred that out of 100 respondents, 56% of the respondents are
male and 44% of the respondents are female.

Table 3.2: Table showing Educational Qualification of total respondents
NO OF
SL NO OPTIONS RESPONDENTS PERCENTAGE
1 SSLC 2 2%
2 PUC 6 6%
3 Diploma 20 21%
Under
4 Graduation 44 46%
Post-
5 Graduation 23 24%
TOTAL 95 100
Graph 3.2: Graph showing Educational qualification of total respondents
EDUCATIONAL QUALIFICATION
50% 46%
45%
40%
PERCENTAGE
35%
30%
24%
25% 21%
20%
15%
10% 6%
5% 2%
0%
SSLC PUC Diploma Under Post Graduation
Graduation
OPTIONS

INTERPRETATION:
From the above table and graph it is inferred that out of 100 respondents
46% of the respondents are from under graduated
24% of the respondents are from post graduated
21% of the respondents are from diploma
6% and 2% of the respondents are from PUC & SSLC respectively.

Table 3.3: Table showing the Designation of total respondents
NO OF
1 Bank Teller 16 17%
Marketing
2 representative 28 29%
3 Internal auditor 17 18%
4 Branch manager 22 23%
5 Loan officer 12 13%
TOTAL 95 100
Graph 3.3: Graph showing the Designation of total respondents
DESIGNATION
35%
29%
30%
PERCENTAGE
25% 23%
20% 17% 18%
15% 13%
10%
5%
0%
Bank Teller Marketing Internal auditor Branch manager Loan officer
representative
OPTIONS

INTERPRETATION
39% of the respondent’s designation is marketing representative.
23% of the respondent’s designation is branch manager.
17% of the respondent’s designation is bank teller
18% & 13% of the respondent’s designation is internal auditor & loan officer respectively.

Table 3.4: Table showing the income level of total respondents
NO OF
1 15 to 20000 27 28%
2 20 to 25000 38 40%
3 25 to 30000 16 17%
4 30 to 35000 9 10%
5 above 35000 5 5%
TOTAL 95 100
Graph 3.4: Graph showing the income level of total respondents
INCOME LEVEL
45%
40%
40%
35%
PERCENTAGE
30% 28%
25%
20% 17%
15%
10%
10%
5%
5%
0%
15 to 20000 20 to 25000 25 to 30000 30 to 35000 above 35000
OPTIONS

INTERPRETATION
40% of the respondent’s income level is 20000 to 25000
10% & 5% of the respondent’s income level is 30000 to 35000 & above 35000 respectively.

Table 3.5: Table showing work experience of total respondents
NO OF
1 1to 2 years 11 11%
2 2 to 3 years 18 19%
3 3 to 4 years 13 14%
4 4 to 5 years 31 33%
5 above 5 years 22 23%
TOTAL 95 100
Graph 3.5: Graph showing work experience of total respondents
WORK EXPERIENCE
35% 33%
30%
25% 23%
PERCENTAGE
20% 19%
15% 14%
11%
10%
5%
0%
1to 2 years 2 to 3 years 3 to 4 years 4 to 5 years above 5 years
OPTIONS

INTERPRETATION
33% of the respondents have work experience of 4 to 5 years
23% of the respondents have work experience of above 5 years
19% of the respondents have work experience of 2 to 3 years
14% & 11%of the respondents have work experience of 3 to 4 years and 1 to 2 years.

Table 3.6: Table showing Age Group of total respondents
NO OF
1 below 25 years 16 17%
2 25 to 35 years 43 45%
3 35 to 45 years 22 23%
4 45 to 55 years 10 11%
5 above 55 years 4 4%
TOTAL 95 100
Graph 3.6: Graph showing Age Group of total respondents
AGE GROUP
50%
45%
45%
40%
PERCENTAGE
35%
30%
25% 23%
20% 17%
15% 11%
10%
4%
5%
0%
below 25 years 25 to 35 years 35 to 45 years 45 to 55 years above 55 years
OPTIONS

INTERPRETATION
45% of the respondents belong to 25 to 35 years of age group
23% of the respondents belong to 35 to 45 years of age group
17% of the respondents are below 25 years of age group
11% & 4% of the respondents belong to 45 to 55 years & above 55 years of age group respectively.

CHAPTER 4
DATA ANALYSIS AND INTERPRETATION

Table 4.1: Table showing the web based learning program enable the employees to be accountable
and authoritative in making decision
NO OF
1 Yes 77 81%
2 No 18 19%
TOTAL 95 100
Graph 4.1: Graph showing the web based learning program enable the employees to be
accountable and authoritative in making decision
WEB BASED LEARNING HELPS INMAKING

DECISION
90%
81%
80%
70%
PERCENTAGE
60%
50%
40%
30%
19%
20%
10%
0%
Yes No
OPTIONS
INTERPRETATION
81% of the respondents agree that the web based learning program enable the employees to be
19% of the respondents disagree that the web based learning program enable the employees to be

Table 4.2: Table showing that web based learning offers better understanding.
NO OF
1 Strongly agree 23 24%
2 Agree 49 52%
3 Neutral 14 15%
4 Disagree 5 5%
5 Strongly disagree 4 4%
TOTAL 95 100
Graph 4.2: Graph showing that web based learning offers better understanding.
WEB BASED LEARNING OFFERS BETTER

UNDERSTANDING
60%
52%
50%
PERCENTAGE
40%
30%
24%
20%
15%
10%
5% 4%
0%
Strongly agree Agree Neutral Disagree Strongly disagree
OPTIONS

INTERPRETATION
52% of the respondents agree that web based learning offers better understanding
24% of the respondents strongly agree that web based learning offers better understanding
15% of the respondents are neutral that web based learning offers better understanding
5% of the respondents disagree that web based learning offers better understanding
4% the respondents strongly disagree that web based learning offers better understanding

Table 4.3: Table showing the responses of total respondents “web based learning is helpful in
building better skills & knowledge compared to traditional learning”
NO OF
2 Agree 53 56%
3 Neutral 15 16%
4 Disagree 8 8%
TOTAL 95 100
Graph 4.3: Graph showing the responses of total respondents “web based learning is helpful in
building better skills & knowledge compared to traditional learning”
HELPS TO BUILD BETTER SKILLS &

KNOWLEDGE
60% 56%
50%
PERCENTAGE
40%
30%
20% 16%
15%
10% 8%
5%
0%
OPTIONS

INTERPRETATION
56% of the respondents agree that web based learning is helpful in building better skills & knowledge
compared to traditional learning
16% of the respondents are neutral that web based learning is helpful in building better skills &
knowledge compared to traditional learning
15% of the respondents strongly agree that web based learning is helpful in building better skills &
knowledge compared to traditional learning
8% & 5% of the respondents disagree & strongly disagree respectively that web based learning is helpful
in building better skills & knowledge compared to traditional learning.

Table 4.4: Table showing the responses of total respondents “through web based learning we can
achieve more in less time more effectively”
NO OF
2 Agree 51 54%
3 Neutral 22 23%
4 Disagree 7 7%
Strongly
5 disagree 4 4%
TOTAL 95 100
Graph 4.4: Graph showing the responses of total respondents “through web based learning we can
achieve more in less time more effectively”
ACHIEVE MORE IN LESS TIME

60%
54%
50%
PERCENTAGE
40%
30%
23%
20%
12%
10% 7%
4%
0%
OPTIONS

INTERPRETATION
54% of the respondents agree that through web based learning employees can achieve more in less time
more effectively
23% of the respondents are neutral that through web based learning employees can achieve more in less
time more effectively
12% of the respondents strongly agree that through web based learning employees can achieve more in
less time more effectively
7% & 4% of the respondents disagree & strongly disagree that through web based learning employees can
achieve more in less time more effectively.

Table 4.5: Table showing responses of total respondents “have organisation provided training
which is required to improve your skills”

1 Yes 68 72%
2 No 27 28%
TOTAL 95 100
Graph 4.5: Graph showing responses of total respondents “have organisation provided training
which is required to improve your skills”
PROVIDING OF TRAINING PROGRAM TO IMPROVE

YOUR SKILLS
80%
72%
70%
60%
PERCENTAGE
50%
40%
28%
30%
20%
10%
0%
Yes No
OPTIONS
INTERPRETATION
72% of the respondents agree that their organisation have provided the training which is required to
improve their skills.
28% of the respondents disagree that through web based learning employees can achieve more in less
time more effectively

Table 4.6: Table showing responses of total respondents “which of the training program you have
attended”
SLNO OPTIONS NO OF RESPONDENTS PERCENTAGE

1 Offline training 43 45%
2 Online training 28 30%
3 Both 24 25%
TOTAL 95 100
Graph 4.6: Graph showing responses of total respondents “which of the training program you have
attended”
TRAINING PROGRAM ATTENDED

50%
45%
45%
40%
35%
PERCENTAGE
30%
30%
25%
25%
20%
15%
10%
5%
0%
Offline training Online training Both
OPTIONS

INTERPRETATION
45% of the respondents have attended offline training program.
30% of the respondents have attended the online training program
25% of the respondents have attended both offline & online training program.

Table 4.7: Table showing responses of total respondents “How often the training program are
conducted in your organisation”

1 Every month 23 24%
2 Every quarter 28 29%
3 Half yearly 32 34%
4 Once in a year 12 13%
TOTAL 95 100
Graph 4.7: Graph showing responses of total respondents “How often the training program are
conducted in your organisation”
PERIOD OF TRAINING PROGRAM

40%
35% 34%
30% 29%
PERCENTAGE
25% 24%
20%
15% 13%
10%
5%
0%
Every month Every quarter Half yearly Once in a year
OPTIONS

INTERPRETATION
34% of the respondents say that half yearly the training program is conducted in their organisation
29% of the respondents say that every quarter the training program is conducted in their organisation
24% of the respondents say that every month the training program is conducted in their organisation
13% of the respondents say that once in a year the training program is conducted in their organisatio

Table 4.8: Table showing responses of total respondents “It is easy to understand the features of
web based learning system”
NO OF
2 Agree 47 50%
3 Neutral 15 16%
4 Disagree 10 10%
TOTAL 95 100
Graph 4.8: Graph showing responses of total respondents “It is easy to understand the features of
web based learning system”
FEATURES OF WEB BASED LEARNING

60%
50%
50%
PERCENTAGE
40%
30%
20%
20% 16%
10%
10%
4%
0%
OPTIONS

INTERPRETATION
50% of the respondents agree that it is easy to understand the features of web based learning system
20% of the respondents strongly agree that it is easy to understand the features of web based learning
system
16% of the respondents are neutral that it is easy to understand the features of web based learning system
10% & 4% of the respondents disagree & strongly disagree that it is easy to understand the features of
web based learning system

Table 4.9: Table showing responses of total respondents “which of the following training program
is more effective”
NO OF
1 Offline 53 56%
2 Web based learning 42 44%
TOTAL 95 100
Graph 4.9: Graph showing responses of total respondents “which of the following training program
is more effective”
WHICH TRAINING PROGRAM IS MORE

EFFECTIVE
60% 56%
50%
44%
PERCENTAGE
40%
30%
20%
10%
0%
Offline Web based learning
OPTIONS
INTERPRETATION
56% of the respondents say that offline training program is more effective
44% of the respondents say that web based learning is more effective

Table 4.10: Table showing responses of total respondents “is there a professional development in
web based learning”
NO OF
1 Yes 68 72%
2 No 27 28%
TOTAL 95 100
Graph 4.10: Graph showing responses of total respondents “is there a professional development in
web based learning”
PROFESSIONAL DEVELOPMENT IN WEB

BASED LEARNING
80%
72%
70%
60%
PERCENTAGE
50%
40%
28%
30%
20%
10%
0%
Yes No
OPTIONS
INTERPRETATION
72% of the respondents agree that there is a professional development in web based learning
28% of the respondents disagree that there is a professional development in web based learning.

Table 4.11: Table showing responses of total respondents “web based learning meets the needs of
learner’s styles more effectively”
NO OF
2 Agree 46 48%
3 Neutral 21 22%
4 Disagree 9 10%
TOTAL 95 100
Graph 4.11: Graph showing responses of total respondents “web based learning meets the needs of
learner’s styles more effectively”
NEEDS LEARNERS STYLE MORE EFFECTIVELY

60%
50% 48%
PERCENTAGE
40%
30%
22%
20%
14%
10%
10% 6%
0%
OPTIONS

INTERPRETATION
48% of the respondents agree that web based learning meets the needs of learner’s styles more effectively
22% of the respondents are neutral that web based learning meets the needs of learner’s styles more
effectively
14% of the respondents strongly agree that web based learning meets the needs of learner’s styles more
effectively
10% & 6% of the respondents disagree and strongly disagree respectively that web based learning meets
the needs of learner’s styles more effectively

Table 4.12: Table showing responses of total respondents “do you think the web learning program
increases the output of employees in the organisation”
NO OF
2 Agree 38 40%
3 Neutral 21 22%
4 Disagree 9 10%
TOTAL 95 100
Graph 4.12: Graph showing responses of total respondents “do you think the web learning
program increases the output of employees in the organisation”
E LEARNING PROGRAM INCREASES THE

OUTPUT OF EMPLOYEES
45%
40%
40%
35%
PERCENTAGE
30%
24%
25% 22%
20%
15%
10%
10%
4%
5%
0%
OPTIONS

INTERPRETATION
40% of the respondents agree that web learning program increases the output of employees in the
organisation
24% of the respondents strongly agree that web learning program increases the output of employees in the
organisation
22% of the respondents are neutral that web learning program increases the output of employees in the
organisation
10% & 4% of the respondents disagree & strongly disagree respectively that web learning program
increases the output of employees in the organisation

Table 4.13: Table showing responses of total respondents “has web based learning satisfied your
learning objective”
NO OF
1 Always 28 30%
2 Often 33 35%
3 Sometimes 26 27%
4 Rarely 8 8%
TOTAL 95 100
Graph 4.13: Graph showing responses of total respondents “has web based learning satisfied your
learning objective”
SATISFACTION OF LEARNING OBJECTIVE

40%
35%
35%
30%
30%
27%
PERCENTAGE
25%
20%
15%
10% 8%
5%
0%
Always Often Sometimes Rarely
OPTIONS

INTERPRETATION
35% of the respondents say that web based learning satisfied employees learning objective often
30% of the respondents say that web based learning satisfied employees learning objective always
27% of the respondents say that web based learning satisfied employees learning objective sometimes
8% of the respondents say that web based learning satisfied employees learning objective rarely.

Table 4.14: Table showing responses of total respondents “how employees are self-received
proficiency in different skills”
NO OF
1 I'm already proficient 17 18%
2 I would need to acquire new skills 51 54%
I would need to improve my existing
3 skills 22 23%
4 Not necessary for me to find a job 5 5%
TOTAL 95 100
Graph 4.14: Graph showing responses of total respondents “how employees are self-received
proficiency in different skills”
SELF RECEIVED PROFICIENCY

60%
54%
50%
PERCENTAGE
40%
30%
23%
20% 18%
10%
5%
0%
I'm already proficient I would need to I would need to Not necessary for me
acquire new skills improve my existing to find a job
skills
OPTIONS

INTERPRETATION
54% of the respondents choose that they need to acquire new skills
23% of the respondents choose that they need to improve their existing skills
18% of the respondents choose that they are already proficient
5% of the respondents choose that not necessary to find job

Table 4.15: Table showing responses of total respondents “in which skills employees are lacking
behind”
NO OF
1 Advanced IT 24 25%
2 Technical knowledge 37 39%
3 Learning skills 20 21%
4 Problem solving skills 14 15%
TOTAL 95 100
Graph 4.15: Graph showing responses of total respondents “in which skills employees are lacking
behind”
EMPLOYEES ARE LACKING BEHIND

45%
39%
40%
35%
PERCENTAGE
30%
25%
25%
21%
20%
15%
15%
10%
5%
0%
Advanced IT Technical knowledge Learning skills Problem solving skills
OPTIONS

INTERPRETATION
39% of the respondents choose that employees are lacking behind in technical knowledge skill
25% of the respondents choose that employees are lacking behind in advance it skill
21% of the respondents choose that employees are lacking behind in learning skill
15% of the respondents choose that employees are lacking behind in problem solving skill

Table 4.16: Table showing responses of total respondents “what are the ways in which web based
learning is imparted for employees in the organisation”
NO OF
1 Online learning courses 34 36%
Distributing material from the
2 organisation 16 17%
3 One to one learning 27 28%
4 Fostering collaboration 13 14%
5 Lesson based learning 5 5%
TOTAL 95 100
Graph 4.16: Graph showing responses of total respondents “what are the ways in which web based
learning is imparted for employees in the organisation”
WEB BASED LEARNING IMPARTED FOR

EMPLOYEES
40% 36%
35%
28%
PERCENTAGE
30%
25%
20% 17%
14%
15%
10%
5%
5%
0%
Online learning Distributing One to one Fostering Lesson based
courses material from the learning collaboration learning
organisation
OPTIONS

INTERPRETATION
36% of the respondents choose online learning courses where web based learning impart for employees
28% of the respondents choose one to one learning where web based learning impart for employees
17% of the respondents choose distributing material from the organisation where web based learning
impart for employees
14% of the respondents choose fostering collaboration where web based learning impart for employees
5% of the respondents choose lesson based learning where web based learning impart for employees

Table 4.17: Table showing responses of total respondents “are employees are satisfied with
effectiveness of web based learning programs”

1 Excellent 21 22%
2 Very good 37 39%
3 Average 28 30%
4 Poor 6 6%
5 Very poor 3 3%
TOTAL 95 100
Graph 4.17: Graph showing responses of total respondents “are employees are satisfied with
effectiveness of web based learning programs”
SATISFIED WITH EFFECTIVENESS OF WBL PROGRAM

45%
39%
40%
35%
30%
PERCENTAGE
30%
25% 22%
20%
15%
10%
6%
5% 3%
0%
Excellent Very good Average Poor Very poor
OPTIONS

INTERPRETATION
39% of the respondents choose that employees are satisfied with effectiveness of web based learning
program is very good
program is average
program is excellent
6% & 3% of the respondents choose that employees are satisfied with effectiveness of web based learning
program is poor & very poor respectively.

CHAPTER 5
FINDINGS, SUGGESTIONS AND CONCLUSION
MAJOR FINDINGS
1. Majority of the employees agree that through web based program they are enable to accountable
and authoritative in making decision.
2. Most of the employees agree that web based learning offers better understanding.
3. Many of the respondents agree that web based learning is helpful in building better skills &
knowledge compared to traditional learning.
4. it is found that majority of the employees agree that through web based learning they can achieve
more in less time more effectively.
5. Many organisations have provided training which is required to improve their skills.
6. Majority of them have attended offline training.
7. Most of the employees have attended half yearly the training program which was conducted in
their organisation.
8. Majority of the employees agree that it is easy to understand the features of web based learning
system.
9. It was found that there is professional development in web based learning.
10. Many of the employees are neither always nor often satisfied with their learning objective.
11. Most of the employee’s would need to acquire new skills.
12. Majority of the employees are lacking behind in technical knowledge & advanced it skills.
13. It is found that online learning courses impart for employees in the organisation.
14. Employees are satisfied with the effectiveness of web based learning.

CONCLUSION
The result of the study shows the ease of us, awareness and the risk, various skills are the important
determination of web based learning adoption. Web based learning is quite easy for employees to adopt
new skills. This study concludes that majority of the employees are aware and used to web based learning
and they need to adopt various skills for the current technology. Offline training is effective but as per the
current scenario or situation web based training is very useful. As per the current technology web based
program has created a wide range of training program where it’s very helpful for employees to upgrade
their skills. They are satisfied with web based learning as it enables them to acquire new skills through
web based learning.

SUGGESTIONS
From the above findings, the following suggestions are given:
1. Organisation should give training program where the employees can upgrade themselves in
technical skill & advanced it.
2. Organisation should provide more courses for employees to build their skills.
3. Organisation should motivate and encourage the employees where that should satisfy their
learning objective.
4. Employees need to acquire new technologies according to the current scenario or situation.

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UPSKILLING OF WORKFORCE THROUGH WEB BASED LEARNING DURING COVID

1.1 INTRODUCTION ABOUT THE TOPIC

DEPT OF MBA - DBIMSCA 1

1.2 INDUSTRY PROFILE

INDIAN BANKING SYSTEM HAS FOUR TIERS

DEPT OF MBA - DBIMSCA 2

DEPT OF MBA - DBIMSCA 3

DEPT OF MBA - DBIMSCA 4

TYPES OF BANKING SYSTEM IN INDIA

DEPT OF MBA - DBIMSCA 5

CLASSIFICATION OF BANKS IN INDIA

 Small Industries Development Bank of India

DEPT OF MBA - DBIMSCA 6

STRUCTURE OF INDIAN BANKING SYSTEM

The principle elements of the RBI are given underneath:

o Government assistance of people in general.

DEPT OF MBA - DBIMSCA 7

DEPT OF MBA - DBIMSCA 8

1.3 THEORETICAL BACKGROUND OF THE STUDY

UPSKILL YOUR WORKFORCE

DEPT OF MBA - DBIMSCA 9

BENEFITS OF ONLINE TRAINING

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WHY UPSKILLING IS KEY FOR THE FUTURE OF WORK

7 WAYS TO UPSKILL YOUR WORKFORCE

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DEPT OF MBA - DBIMSCA 12

IMPORTANCE OF THE STUDY

NEED FOR THE STUDY

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LITERATURE REVIEW & RESEARCH DESIGN

1 “IMPORTANCE OF RESKILLING AND UPSKILLING THE WORKFORCE”

AUTHOR: Sukarna Chakma & Nanvadee Chaijinda

YEAR: July 2020.

AUTHOR: Sumit Ghosh

ET HR WORLD.com from the Economic Times

YEAR: July 5, 2020 8:49 IST

DEPT OF MBA - DBIMSCA 14

3 “EXPLORATION OF E-LEARNING VS TRADITIONAL LEARNING IN INDIA”

AUTHOR: Gulbir Singh, Vivek Bhatnagar, Rajeev Gupta, Gautam Kumar

JOURNAL: Humanities & Social Sciences Reviews 8(2), 69-76,

4 “EMPLOYEE TRAINING AND DEVELOPMENT THROUGH E-LEARNING”

AUTHOR: Amrita Bhardwaj

DEPT OF MBA - DBIMSCA 15

5 “A STUDY ON PERCEPTION OF EMPLOYEES TOWARDS TRAINING AND DEVELOPMENT

AUTHOR: Mr.D.Kotteswaran and Ms.R.Kamala Saranya

JOURNAL: Shanlax International Journal of Management volume 5 issue 4

YEAR: March 2018

6 “A STUDY OF TRAINING AND DEVELOPMENT PRACTICES IN SERVICE SECTOR IN

AUTHOR: Devika Chandha

DEPT OF MBA - DBIMSCA 16

7 “A BRIEF REVIEW OF STUDIES ON TRAININGS AND RESEARCH IN BANKING SECTOR”

AUTHOR: Abhay Korde, Dr.Kavita Laghate

JOURNAL: International Journal of Business and Management Invention, volume 7 issue 8.

YEAR: August 2018.

8 “EMPLOYEE RETENTION, TRAINING AND DEVELOPMENT IN BANKING SECTOR”

AUTHOR: Ashish Dikshit, Trilok Kumar Jain.

JOURNAL: SSRN Electronic Journal

YEAR: January 2017.

DEPT OF MBA - DBIMSCA 17

9 “IMPACT OF TRAINING AND DEVELOPMENT WITH REFERENCE TO BANKING SECTOR IN

JOURNAL: international Journal of business administration and management, volume 7, number 1