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A PROJECT REPORT ON
TRAINING AND DEVELOPMENT IN
PUNJAB NATIONAL BANK
SUBMITTED TO:
UNIVERSITY OF MUMBAI
ACADEMIC YEAR
(2014-15)
SUBMITTED BY:
ANAGHA PURANIK
ROLL NO: 16
M.COM PART-I
(BUSINESS MANAGEMENT)
(SEMESTER 2)
PROJECT GUIDE:
PROF. VINAYAK RAJE
VPMS
K.G. JOSHI COLLEGE OF ARTS &
N.G. BEDEKAR COLLEGE OF COMMERCE
(THANE)
CERTIFICATE
OF
PROJECT WORK
This is certify that
Mr. / Ms.
_______________________________________________
Of
___________________
the curriculum of
MASTER OF
PROJECT GUIDE
EXTERNAL EXAMINER
DECLARATION
I ANAGHA PURANIK studying in MCOM Part-1 hereby declare that I have
done a project on reference to TRAINING AND DEVELOPMENT IN
Student
(ANAGHA PURANIK)
Place: Thane
Date:
ACKNOWLEDGEMENT
It gives me great pleasure to declare that my project on TRAINING AND
DEVELOPMENT IN PUNJAB NATIONAL BANK have been prepared purely from the
point of view of students requirements.
This project covers all the information pertaining to TRAINING AND DEVELOPMENT
INPUNJAB NATIONAL BANK. I had tried my best to write project in simple and lucid
manner. I have tried to avoid unnecessary discussions and details. At the same time it
provides all the necessary information. I feel that it would be of immense help to the
students as well as all others referring in updating their knowledge.
I am indebted to our principal Dr. Mrs. Shakuntala A. Singh Madam for giving us such an
awesome opportunity. I am also thankful to our coordinator Mr. D.M. Murdeshwar Sir and
also librarian and my colleagues for their valuable support, co-operation and encouragement
in completing my project.
Special thanks to Prof. VINAYAL RAJE my internal guide for this project for giving me
expert guidance, full support and encouragement in completing my project successfully.
I take this opportunity to thanks my parents for giving guidance and for their patience and
understanding me while I am busy with my project work.
Lastly I am thankful to God for giving me strength, spirit and also his blessings for
completing my project successfully.
INDEX
SR
CONTENTS
PAG
NO
.
1.
INTRODUCTION
NO.
6
2.
3.
4.
12
5.
14
6.
21
7.
22
8.
23
9.
NEEDS IN PNB
TRAINING FACILITY AVAILABLE FOR OFFICERS
25
10.
28
11.
PROGRAMME IN PNB
DATA ANALYSIS
31
12.
CONCLUSION
36
13.
38
14.
BIBLIOGRAPHY
40
INTRODUCTION
Every organization needs to have well trained and experienced people to
perform the activities that have to be done. This is the most important aspect of
human resource management. It is widely known that human resource
management helps people to expand their capabilities and offer numerous
opportunities. It is also felt that the expanded capabilities and opportunity for
people at work will lead directly to improvement in operating effectiveness. The
human resources approach means that better people achieve better results. So if
the current or potential job occupant can meet this requirement, training is not
important. But when this is not the case, it is necessary to raise the skill levels
an increase the versatility and adaptability of employees. Inadequate job
performance or a decline in productivity or changes
industrial growth cannot take place properly without trained manpower. The
technological advancement is taking place at such a rapid speed that the
knowledge and skill required become obsolete at much faster rate. In order to
cope up with the fast changes in requirement of skill and knowledge due to
advancement of technology the need for systematic training has been felt in
almost all organizations.
MEANING OF TRAINING & DEVELOPMENT
Training & Development is an organized activity for increasing the knowledge
and skills of people for a definite purpose. It involves systematic procedures for
transferring technical know-how to the employees so as to increase their
knowledge and skills for doing specific jobs with proficiency.
Training is the act of increasing the knowledge & skills of an employee for
doing a particular job. Development means growth of the individual in all
respects. Training involves the development of skills that are usually necessary
to perform a specific job. The purpose of training is to bring about improvement
in the performance of work.
OBJECTIVES OF TRAINING:
To increase the knowledge of employees in doing specific jobs.
To impart new skills among the employees systematically so that they
learn quickly.
To bring about change in the attitudes of the employees towards fellow
employees, supervisor and the organization.
To improve the overall performance of the organization.
To make the employees handle materials, machines and equipment
efficiently and thus to check wastage of time and resources.
their jobs is conflict with their bosses. And yet, as author, workplace
relationship authority, and executive coach, Dr. John Hoove points out,
"Tempting as it is, nobody ever enhanced his or her career by making the boss
look stupid." Training an employee to get along well with authority and with
people who entertain diverse points of view is one of the best guarantees of
long-term success. Talent, knowledge, and skill alone won't compensate for a
sour relationship with a superior, peer, or customer.
Typical roles in the field include executive and supervisory/management
development,
new-employee
orientation,
professional-skills
training,
10
11
responsibilities. It helps the worker carry out the duties in better way and
even find new ideas to incorporate in the daily execution of duty.
3. Consistency in duty performance:A well organized training and
development program gives the workers constant knowledge and
experience. Consistency is very vital when it comes to an organizations
or companys procedures and policies. This mostly includes
administrative procedures and ethics during execution of duty.
4. Ensuring worker satisfaction:Training and development makes the
employee also feel satisfied with the role they play in the company or
organization. This is driven by the great ability they gain to execute their
duties. They feel they belong to the company or the organization that they
work for and the only way to reward it is giving the best services they
can.
5. Increased productivity:Through training and development the employee
acquires all the knowledge and skills needed in their day to day tasks.
Workers can perform at a faster rate and with efficiency thus increasing
overall productivity of the company. They also gain new tactics of
overcoming challenges when they face them.
6. Improved quality of services and products:Employees gain standard
methods to use in their tasks. They are also able to maintain uniformity in
the output they give. This results with a company that gives satisfying
services or goods.
7. Reduced cost:Training and development results with optimal utilization
of resources in a company or organization. There is no wastage of
resources, which may cause extra expenses. Accidents are also reduced
12
during working. All the machines and resources are used economically,
reducing expenditure.
8. Reduction in supervision:The moment they gain the necessary skills and
knowledge, employees will become more confident . They will become
self reliant and require only little guidance as they perform their tasks.
The supervisor can depend on the employees decision to give quality
output. This relieves supervisors the burden of constantly having to give
directives on what should be done.
13
Goals: Define the company goals and devise training and staff
development techniques that lead to fulfilling those goals. Keep all staff
development projects aligned with the company purpose and focused on
customer satisfaction.
Identifiers: Identify the skills and characteristics of individual employees
and arrange for them to participate in training that taps into their natural
abilities.
Consistency: Maintain a consistent schedule of training as part of the
company culture. Staff development should be an ongoing, integral part
of the business to ensure optimal production and employee satisfaction
while keeping up with trends and changes in your industry as they occur.
Support: Support the efforts of the staff who indicate a desire for selfimprovement. Listen to the employees when they tell you what kind of
training they need and how it will improve their performance.
Encouragement: Encourage the staff to engage in staff development
projects and to make suggestions. Allow the staff to collaborate and
develop teams that are directly involved in future training plans.
Supply: While training and coaching are an integral part of staff
development, the company must supply the staff with the tools they need
to be successful. Update computers and other equipment as needed when
company implement new work processes or place additional expectations
on employees.
14
Intervention: When the manger see a problem within the staff, nip it in
the bud early by talking to the errant worker or instituting changes that
effectively stop the harmful behavior. Allowing staff members to continue
upsetting the flow of work can be infectious and negate the efforts at
positive staff development.
METHODS OF TRAINING
A large variety of methods of training are used in business. Even within one
organization different methods are used for training different people. All the
methods are divided into two classifications for:
A. On-the-job training Methods:
1. Coaching:Coaching is a one-to-one training. It helps in
quickly identifying the weak areas and tries to focus on
them. It also offers the benefit of transferring theory
learning to practice. The biggest problem is that it
perpetrates the existing practices and styles. In India most
15
16
17
18
19
assessment. Types of role play may be multiple role play, single role play, role
rotation, and spontaneous role play.
(d) In-basket training: In-basket exercise, also known as in-tray training,
consists of a set of business papers which may include e-mail SMSs, reports,
memos, and other items. Now the trainer is asked to prioritise the decisions to
be made immediately and the ones that can be delayed.
4. Sensitivity Training: Sensitivity training is also known as laboratory or
T-group training. This training is about making people understand about
themselves and others reasonably, which is done by developing in them
social sensitivity and behavioral flexibility. It is ability of an individual to
sense what others feel and think from their own point of view.
It reveals information about his or her own personal qualities, concerns,
emotional issues, and things that he or she has in common with other members
of the group. It is the ability to behave suitably in light of understanding.
A groups trainer refrains from acting as a group leader or lecturer, attempting
instead to clarify the group processes using incidents as examples to clarify
general points or provide feedback. The group action, overall, is the goal as well
as the process.
PROCEDURE OF TRAINING:
20
21
4. Preparing the trainer: The trainee should be put at ease. Most people
are somewhat nervous when approaching an unfamiliar task. The trainee
should be made to feel close to his normal working conditions. The
trainer can famaliarise him with the equipments, tools, processes etc.
5. Developing training packages: This step involves deciding the content
of training, designing support material for training deciding budget for
training packages and choosing the appropriate training methods. A
training course may cover time periods ranging from one week to a few
months.
6. Presentation: This is the action plan of training. The trainer explains,
demonstrates and illustrates in order to put over the new knowledge and
operation. The learner should be told of the sequence of the entire job, the
need for each step in the job, the relationship of the job to the total
workflow etc. Instructions should be clear and complete. Key points
should be stressed upon and one point should be explained at a time.
Audio visual aid should be used to demonstrate and illustrate.
7. Performance tryout: The trainee is asked to do the job several times
slowly. His mistakes are corrected and if necessary the complicated steps
are explained again. As soon as the trainee demonstrates that he can do
the job, he put on his own.
8. Follow up: The feedback generated through follow up will help to reveal
the weakness if any. Necessary corrective actions can be taken. Follow up
action reinforces the learning process it also helps in designing future
training programmes.
22
COMPANY PROFILE
120 YEARS OF BANKING EXCELLENCE
The Vision
To evolve and position the bank as world class progressive cost effective and customer
friendly institution providing comprehensive of technology and serving various segments
of society especially the weaker sections ,committed to excellence in serving the public and
excelling in corporate values.
The Mission
"To provide excellent professional services and improve its positions as a leader in the
field of financial and related services build & maintain a team of motivated & committed
workforce with high work ethos.& act as an effective catalyst for socio-eco development".
23
This two-way interaction helps the field staff to better appreciate the environmental
challenges at the corporate level and also helps the corporate management to obtain effective
feedback, which facilitate formulation of strategies and policies for achievement of corporate
objectives.
24
25
26
27
Organization
Group
Individual
Implantation:
Meeting current
Working together
as
Bringing the
organizational
goals
a team to meet
Being a
competent
working at the
level
principles and
and objectivities
practices in
existing targets
and
standards
of existing
requirements
operation
Improyement:
Incorporating
better
styles of operation
to sustain market
styles of operation
to sustain market
Setting higher
Continuous
targets and
improvement and
objectives and
making the best
objectives and
making the best
skill enhancement
through team
skill enhancement
through team
Innovation:
Innovation
Working across
Introducing new
methods and
practices at work
to
Improve
Introducing new
methods and
practices at work
to
Improve
productivity and
profitability as a
whole
productivity and
profitability as a
whole
boundaries to
create
new relationships,
new products and
improved
services.
Effectively using
improved skills
and
techniques in
regular business
techniques in
regular business
Being able to
work
differently and
more
creatively with a
shared sense of
purpose and a
clear
objective.
28
29
The objective of the programme should be clearly spelt out. Not only it should be
mentioned in the programme schedule but it must be made clear to participants
also.
The level of the participants, their existing knowledge, skills and experience
should be kept in mind before finalizing the programme schedule to know from
what level of knowledge the trainer should concentrate and carry the participants
with him trill every aspect of the subject is cleared.
Adequate time should be available for doing justice to all the subjects.
Flexibility in the design of the programme would ensure that participants do not
have to learn those aspects which they already know and whenever such situation
is faced by the faculty, either the level of discussion may be increased or subject
may be changed.
30
31
32
DEVELOPMENT PROGRAMME
(1) Have You attended any training programmes organised by the training
center recently?
Yes
No
63%
37%
(2) Please indicate your view on the qualitiy of training course by ticking the
appropriate box?
PERCENTAGE
V.Goo
Fair
Good d
Meeting Learning
Objectives
Relevant to Job
Trainer(s) help to
learn
Handouts dear and
useful
Note: Poor-None
25
28
35
26
40
46
31
34
35
20
25
55
33
21%
11%
68%
(4) What factors hinder your learning during the training programme?
Time constraint
Communication gap
No Hinderence
47%
21%
32%
(5) You were able to pass on knowledge and skills provided from the training
programmes to your subordinates.
Mostly
sometimes
Never
47%
37%
16%
34
25%
38%
21%
16%
5%
8%
26%
33%
28%
73%
27%
35
8%
12%
54%
26%
36%
32%
16%
11%
5%
36
57%
32%
11%
(12) Would you like to undergo any such training in the near future?
Yes
No
87%
13%
37
CONCLUSION
After going through the subsystem of HRD namely- Training and Development
in Punjab National Bank, I came to know that this subsystem is highly visible
in the organization. All Human resource development systems must have a
strong foundation within the Organization as an organization is made up of
people & function through people, the resource- men, money, material &
machinery are collected coordinated & utilized through people, it is through the
combined efforts of people that material monetary resources are effectively
utilized for the attainment of organizational objectives. As time, passes people
become experienced & skilled which is not so with the other resources that
generally depreciate as the time passes by. This resource is active, animate &
living. It is the man only who with his ability to feel, think, conceive & grow
can show his satisfaction or dissatisfaction, resentment or acceptance for all
types of related activities. It is the person at work who is valued, not the
machine, infrastructure or capital.
PNB, realizing the importance of the above fact, has given great emphasis on its
Training & development Activities). As far the PNBs training and development
activities are concerned, the bank has established a Central Staff College at the
corporate level and as many as 3 Regional Staff Colleges, 8 Zonal Training
Centers and one full fledged IT Center at Faridabad. To better equip the
employees to meet the emerging challenges, last year, the bank imparted
training to more than 27500 employees overall, through it's various training
centers. Intensive training programs were also conducted in the areas of credit,
forex, marketing, information technology, etc. to train officers for specialized
jobs. The IT center, Faridabad provided training to employees keeping in view
the technological developments taking place in the banking industry. Besides inhouse training, the bank deputed 565 employees to other prestigious institutions
38
39
40
Certain explicit incentives should be given to the employees undertaking training in
the form of rewards (both monetary and non-monetary), grades, certificates,
promotions or transfers, etc. so as to motivate the towards training and development.
The records of training volumes should be maintained more systematically. The
Training Inventory System can be improved upon with a little systematic approach
and rigidity upon employees.
The Feedback System can also be improved with more informal interactions between
the trainers and trainees. The trainees should be explained the importance of the
feedback forms and the benefit it would give the trainees. This would make them
more careful while filling up these forms.
There should be feedback from the trainers also. This would act as a motivating force
for the employee s if they are ranked or graded high and given rewards for better
performance. Also in case of lower grading timely feedback from trainer would help
the employee to adjust his efforts, or correct his mistakes and thus helping both the
employee and the organization getting the full benefit of the training provided.
Post Evaluation Of Training- The current scenario to evaluate the performance of
employees at PNB is based on two dimensions- Level of Learning and Results Achieved. This
does not provide the real picture of the efficiency of the training program; two more
dimensions are needed to be evaluated to complete the evaluation process effectively these
two dimensions are: -
Reaction of Learner
Also, the learning objectives should be measured along with a detailed Cost Benefit
Analysis of the training programs.
Feedback system should not only prevail during and at the end of the program, but it
should also be implemented after sometime of the training so as to check upon the
efficiency and effectiveness of the training procedure based on the degree of its
utilization
41
BIBLIOGRAPHY
BOOKS
-AUTHORS
Human Resource Management
-T.N Chhabra
Training needs Analysis and Evaluation
- Frances & Roland Bee
Training for organization transformation
- P.N. Singh
Training & Development
- A.K. Saha
WEBSITES
www.quickmba.com
www.pnbindia.com