| Pub. Date | : Jan, 2019 |
|---|---|
| Product Name | : The IUP Journal of Management Research |
| Product Type | : Article |
| Product Code | : IJMR91901 |
| Author Name | : Veenu Arora and Ritu Talwar |
| Availability | : YES |
| Subject/Domain | : Management |
| Download Format | : PDF Format |
| No. of Pages | : 15 |
To assume a leadership position in the market space, an organization will need to emphasize on the kind of programs they use to improvise performance and productivity and not just how much they simply spend on learning. Training needs identification, therefore it identifies the gap between what the job expects an employee to do, on the one hand, and what the employee is actually doing, on the other. The training needs analysis discovers whether there is a discrepancy between what an employee ought to be doing and what he or she can do. Learning is a continuous process, and even if employees are the best, they still need to refresh and renew themselves with the latest technologies and trends. After globalization and privatization, a lot of competition exists between banks—both in public and private sector—compelling quick and efficient services reinforced by innovative products and services. This development opened up the need for training to the bank employees to adapt to changes and contribute towards efficient service to customers. Banks also use training to improve the ability of their employees for customer satisfaction as a primary goal. Banks consider that giving emphasis on training is the best way to expand productivity. In connection with the above, the present paper aims to investigate the differential changes in public sector bank in their purposes of conducting training, basis for training needs identification and design and implementation of training programs. The study makes an effort to assess the training and development practices in a public sector bank (SBI) with special reference to its impact on employee effectiveness.
Training and development is a vital part of human resource development. It is assuming an ever important role in the wake of the advancement of technology which has resulted in ever increasing competition, rise in customers' expectation of quality and service and subsequent need to lower costs. It has also become more important globally to prepare workers for new jobs. Training is the process of learning a sequence of programmed behavior (Figure 1). Employee training tries to improve skills or add to the existing level of knowledge of the employees so that they are better equipped to do their present job, or to prepare them for a higher position with increased responsibilities. However, individual growth is not an end in itself. Organizational growth also needs to be measured along with individual growth. In today's scenario, change is the order of the day and the only way to deal with it is to learn and grow. Employees have become central to the success or failure of an organization. They are the cornucopia of ideas. So it is high time the organizations realize that 'train and retain' is the mantra of new millennium.