Training is one of the most important strategies for organizations to help employees gain proper knowledge and skills needed to meet the challenges in an organizational environment (Rosow and Zager, 1988; and Goldstein and Gilliam, 1990). The training unit, in a successful program, understands the organization’s strategic direction and designs and implements a creative way of moving people in that direction. When the people grow to a point where they are ready for responsibilities beyond their initial assignment, training and development becomes imperative. Training and development is not only concerned with helping individuals to adequately fill their positions, but it is also concerned with helping the whole organization and sub-departments to grow and develop. Training and development, though primarily concerned with people, is also concerned with technology, the precise way an organization does business.

Khandelwal (2005) states that the challenge before the banks is not only to produce employees with multi-skills and applications, but also to develop these skills on a continuous basis.

Ramu (2006) states that designing and implementing effective training and development systems is a particular challenge because all the costs are borne in the present, while all the benefits will be accrued in the future.

Nagar (2009) empirically examines training programs in staff training centers of State Bank of Bikaner and Jaipur (Udaipur) and The Bank of Rajasthan Ltd. (Jaipur). The author highlights that a systematically designed training program helps in motivating the trainees towards effective learning.

Karthikeyan et al. (2010) empirically examine the training methods and their effectiveness in selected public and private sector banks, namely, State Bank of India (SBI), Indian Overseas Bank (IOB), Indian Bank, Industrial Credit and Investment Corporation of India (ICICI) Bank, Housing Development Finance Corporation (HDFC) Bank, and City Union Bank and conclude that the overall effectiveness of training is quite high and that training contributes to the growth and better performance of the banks.

Training evaluation ensures whether the candidates are able to implement their learning in their respective workplaces or regular work routines. Measuring the effectiveness of training programs consumes valuable time and resources. Yet, being able to measure the results helps the firms adapt to such changing circumstances. The present study undertakes: to analyze the effectiveness of training programs in commercial banks; and to analyze the opinion of trainees on the effectiveness of various aspects of training imparted by the commercial banks.

Bank Management Journal, Indian Banks, Asset Liability Management, Data Filtering, Least Absolute Deviation, Decision-Making Group, Commercial Banks, Ordinary Least Square, Banking Industry, Kenyan Banks, Least Squares Regression, Mutual Fund Industry, Linear Programming, Financial Markets, Capital Required Adequacy Ratio, Public Sector Banks.