Training and Development of ABL Employees

A separate Human Resource Development (HRD) section is formulated at the ABL. The HRD established The Management Development Centers (MDCs), various training courses have been arranged in these MDCs where around 5,000 employees participated as part of career planning and development policy. The Bank has also nominated 1100 employees on various courses held within Pakistan and 76 of employees were sent abroad to attend the courses and seminars during 2010. The Bank, during the year 2010, has incurred Rs. 57.8 million on training of employees as compared to Rs. 58.4 million spent in the previous year.

Training:
Training is a job-oriented activity. It provides or improves specific skills for the current job. A manager may be trained in communication skill to improve reading, writing, listening and speaking. A technician may be placed in a factory to acquire job-relevant skills in a computerized machine. It makes a person fit for the present work through updating or upgrading of skills. While in Allied bank training period is for 6months.

Development: Development is a concept-oriented preparation for human relation, problem solving in structured or unstructured situation. It provides conceptual skill to employees.

There are two types of training approaches. Off-job training approaches Occupational Training schools Cooperative Education Vestibule training On-job training approaches Apprenticeship Coaching Mentoring Job Rotation In-Basket Training

Off-job training approaches

There are further types of off-job training approaches. 1. Occupational Training schools There may be an individual who is aware of his insufficient skills, at hand, as compared with those required by the work place. Such a person may be provided desirable joboriented skill training by a school. The training school may be in public or private sector. The individual would opt for training programs in the respective skills.

2. Cooperative Education A cooperative education programs are a feasible vehicle of creating and sustaining liaison between the institution and the entrepreneur. College provides conceptual framework while the enterprise engages the strident with work experiences.

3. Vestibule training An employee may not be placed on actual workbench because of the pressure of work, efficiency of the already trained manpower and quality controls. A separate simulated workplace is identified to house the learners. It may be an in-service training school established by the organization.

On job training approaches

1. Apprenticeship A group of potential employees is inducted to hob-specific training under the guidance of matured and skilled personnel. If it is provided first time to a trainee, it is initial training that includes induction training as well. If trainee has already initial training, then it is only the induction training provided through apprenticeship. The apprentice is paid subsistence money to manage boarding, lodging and daily needs. 2. Coaching A coaching is an instructor of skills. Coaching teaches skills on the basis of one-to-one personal contact between the trainee and the trainer. It is an equally useful training method for managers and non-managers in business, industry, education and government. Allied bank includes training after 6 month probation for final evaluation of candidate, candidate goes to Islamabad (national institute of business and finance) for one week training then he is employed. 3. Mentoring A mentor means an experienced and trusted adviser. Mentoring is an advanced form of coaching designed for potential managers, of various levels, in conceptual skills. In Allied bank for this purpose seminars are conducted.

4. Job Rotation An employee is shifted from one position to another, at lateral level from one job to a similar of differentiated and diversified work, preferably, in ones own discipline. The similarity of elements in the previous and new jobs helps the trainee in acquiring the new skills. In Allied bank this situation already exists.

5. In-Basket Training The trainee is attached with a senior person. The trainer provides the trainee a basket containing official documents, i.e. memos, letters, reports, etc. The trainee studies these documents and learns about that level of management.