scholarly journals Direct from the horse's mouth: what bank employees feel about training and development programs in Indian banking sector

2020 ◽  
Vol 20 (1) ◽  
pp. 1
Author(s):  
Athar Mahmood
Keyword(s):  
Banking Sector ◽  
Training And Development ◽  
Development Programs ◽  
Bank Employees

scholarly journals Does forensic audit influence fraud control? Evidence from Nigerian deposit money banks

2020 ◽  
Vol 15 (2) ◽  
pp. 214-229
Author(s):  
Kehinde Adesina ◽  
Olayinka Erin ◽  
Opeyemi Ajetunmobi ◽  
Simon Ilogho ◽  
Osariemen Asiriuwa
Keyword(s):  
Least Squares ◽  
Internal Control ◽  
Banking Sector ◽  
Survey Design ◽  
Ordinary Least Squares ◽  
Training And Development ◽  
Primary Data ◽  
Regulatory Agencies ◽  
Development Programs ◽  
Structured Questionnaire

This study examines the importance of the application of forensic audit in controlling financial frauds that ravage or threaten the soundness and business continuity of Deposit Money Banks (DMBs) in Nigeria. The study used survey design methods, and the primary data were obtained through the administration of structured questionnaire covering seventeen (17) banks out of twenty-two (22) Deposit Money Banks (DMBs) operating in the country, which is 77.3%. In this study, the Ordinary Least Squares (OLS) method was used to analyze and test hypotheses, and the findings showed that the involvement of qualified and experienced forensic auditors would not only contribute to the amelioration of financial frauds in DMBs, but would also lead to much-needed sanity in the banking sector of Nigeria. The study recommends that regulatory agencies, within the limits prescribed by law, mandate all the banks to create a special forensic department, managed by a professional forensic auditor, which will develop and constantly implement effective and efficient internal control, timely prosecution of fraudsters by considering them to be criminals and as a deterrent to others, and work out adequate training and development programs for their staff, especially in fraud control, in order to reduce the number of fraud cases in Nigerian banks.

scholarly journals BENEFITS OF TRAINING AND DEVELOPMENT PROGRAM ON EMPLOYEES’ PERFORMANCE: A STUDY WITH SPECIAL REFERENCE TO BANKING SECTOR IN BANGLADESH

2020 ◽  
Vol 5 (12) ◽  
pp. 77-88
Author(s):  
Dr. Dhanonjoy Kumar ◽  
Humaira Siddika
Keyword(s):  
Random Sampling ◽  
Banking Sector ◽  
Development Program ◽  
Employee Training ◽  
Training And Development ◽  
Stratified Random Sampling ◽  
Relative Importance ◽  
Bank Employees ◽  
Structured Questionnaire ◽  
Do So

Training and development is incredibly vital for ensuring effectiveness of the employees in an organization. The organizations have stretched understood so as to their most precious asset is their human capital where many are convinced for the large investments in employee training and development. This study aims to investigate the significance of training along with development program and its benefits to employees and organization. It focuses on the relative importance of training and development program and their impact on the overall organizational success. To do so, 50 bank employees from Agrani Bank Limited (ABL) have been interviewed through a structured questionnaire. The sample has taken from the Kushtia and Jhenaidah district followed by stratified random sampling. The study has found that training and development program increase the skill, ability and intellectuality of the bank employees. The study also has proposed some suggestions related with the present field.

scholarly journals Influence of Training and Development Programs in Banking Sector on the Performance of Employee

2019 ◽  
Vol 8 (4) ◽  
pp. 5711-5718
Keyword(s):  
Banking Sector ◽  
Research Paper ◽  
Training And Development ◽  
Training Needs ◽  
Influential Factor ◽  
Average Score ◽  
Development Programs ◽  
Public Banks ◽  
Training Need ◽  
Selection Of

In this research paper, the performance of employee in banking sector is studied by understanding the effect of training and development. In the case of SBI bank, the majority of the respondents (52%) were with the organization form 1 to 5 years. In case of ICICI bank, the majority of the respondents (48%) were engaged with the organization from 1 to 5 years. This may also conclude that employee’s turnover is less than public bank and people have more secured jobs in public banks. In the case of SBI bank, on the basis average score (mean) the highest influential factor is HR department is identifying the training needs (4.02) and least influential factor is Methodology for the selection of training (3.08). In the case of ICICI bank, on the basis average score (mean) the highest influential factor is HR department is identifying the training need (4.34) least influential factor is Methodology for the selection of training (3.04).

scholarly journals The Influence of Workplace Comfort towards Job Satisfaction among Private Bank Employees

2019 ◽  
Vol 8 (3) ◽  
pp. 4019-4024
Keyword(s):  
Job Satisfaction ◽  
Life Stress ◽  
Banking Sector ◽  
Simple Random Sampling ◽  
Training And Development ◽  
Comfort Level ◽  
Private Bank ◽  
Significant Difference ◽  
Bank Employees ◽  
And Gender

Comfort’ is one of the most sought for factors to keep one’s life stress-free. This holds good for workplace comfort too, as both the genders are equally employed now a days. Especially in a busy sector like banking, where long hours of sitting and compulsion to stay alert, the need for comfort level relatively takes a higher order of importance. This study is attempted to analyse the level of comfort the private bank employees experience at workplace, which ultimately impacts their job satisfaction beyond monetary benefits. The aim of this study is to analyse the relationship of comfort level at workplace towards employee job satisfaction, the factors that impact employee comfort at workplace and to suggest measures to effect a stress-free comfortable workplace for private bank employees. A sample size of 70 has been employed using simple random sampling method and the results thus sought are analysed and interpreted statistically. The results thus derive that there is a significant relationship between gender and job rotation practices; Age and work timing; Age and Promotion practices; Designation and work timing; designation and training and development practices. It is also derived that educational qualification, number of dependents and gender have significant difference with respect to salary; that age, number of dependents and designation have significant difference with respect to Training and development practices in private banking sector.

Employees Attitude towards E-Learning in Banking Sector -An Empirical Study of Shivamogga District

2019 ◽  
Vol 118 (10) ◽  
pp. 88-106
Author(s):  
Dr.Mamatha. S.M ◽  
Mr.Panduranganagouda Honnali
Keyword(s):  
Banking Sector ◽  
Employee Performance ◽  
Private Bank ◽  
Public And Private ◽  
The Public ◽  
Body Of Knowledge ◽  
E Learning ◽  
Banking Structure ◽  
Bank Employees ◽  
Methods Of Learning

E-learning has become a global phenomenon and it is the central theme of many industries and organizations for the additional method of training which can complement traditional methods of learning. The practices of E-learning and Learning management system (LMS) in the banking sector make the drastic changes in the employee performance and their knowledge regarding job in the modern banking structure. This study provides a comprehensive body of knowledge about LMS and e-learning, in general, within the public and private bank in India. The main objective of this paper to understand and analyze the attitude of employees towards E-learning practices in banking sector in Shivamogga district. The data was analyzed by using exploratory factor analysis, based on the responses received from a random the sample 50 of the bank employees working in the private sector banks.

Impact of Training and Development Programmes on the Productivity of Employees in the Banks

2016 ◽  
Vol 5 (1) ◽  
Author(s):  
Jaspreet Kaur
Keyword(s):  
Regression Analysis ◽  
Banking Sector ◽  
Human Resources Management ◽  
Training And Development ◽  
Linear Forms ◽  
Knowledge And Skills ◽  
Resources Management ◽  
Level Of Satisfaction ◽  
Log Linear ◽  
The Impact

Manpower training and development is an important aspect of human resources management which must be embarked upon either proactively or reactively to meet any change brought about in the course of time. Training is a continuous and perennial activity. It provides employees with the knowledge and skills to perform more effectively. The study examines the opinions of trainees regarding the impact of training and development programmes on the productivity of employees in the selected banks. To evaluate the impact of training and development programmes on productivity of banking sector, multiple regression analysis was employed in both log as well as log-linear forms. Also the impact of three sets of training i.e. objectives, methods and basics on level of satisfaction of respondents with the training was also examined through employing the regression analysis in the similar manner.

ATTITUDE AND PERCEPTION OF EMPLOYEES TOWARDS TRAINING AND DEVELOPMENT IN MANUFACTURING INDUSTRIES

2018 ◽  
Vol 6 (26) ◽  
Author(s):  
Shweta Gaikwad ◽  
Arun Ingle Gaikwad
Keyword(s):  
Systematic Approach ◽  
Training And Development ◽  
Manufacturing Industries ◽  
Development Programs ◽  
Development System ◽  
Planning Approach

Training and Development is one of the crucial differentiator for business especially manufacturing industries. The training and development system in manufacturing industries in Ahmednagar as needs a systematic overhaul. The present training and development programs lack a systematic approach especially in regards to design and planning approach. If the testimony of the employees is to be believed then manufacturing industries lack a clear policy of training and development and seldom are employees deputed to external organizations. The attitudes towards training are influenced due to individual and institutional attributes

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