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 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 The Impact of Training and Development on Job Performance in Ugandan Banking Sector

2015 ◽  
Vol 6 (2) ◽  
pp. 65 ◽  
Author(s):  
Kanyesiga Johnson Amos ◽  
Bazinzi Natamba
Keyword(s):  
Job Performance ◽  
Banking Sector ◽  
Evaluation Process ◽  
Training And Development ◽  
Training Needs ◽  
Knowledge Application ◽  
Independent Variables ◽  
Training Technique ◽  
The Impact ◽  
The Relationship

The study examined the impact of training and development on job performance in the Banking sector in Uganda among the selected four banks of Equity Bank, Bank of Africa, Barclays Bank Uganda and Centenary Bank and specifically looked at the relationship between training needs identification, training methods, monitoring, evaluation of training and job performance in the banking sector in Uganda. The study used correlation research design to address the relationship between variables. The study involved managers, heads of departments at each bank and employees. Data was collected using questionnaires to facilitate quantitative approaches in the study. Data was analyzed at three levels that is; univerariate, bi-variate and multi-variate. Univeriate analysis fetched descriptive statistics in form frequencies and percentages while bivariate analysis obtained correlations between variables. At multivariate level a logistic regression model was used to ascertain the magnitude of effect of each independent variable on the dependent variable. Study findings at a bi-variate level revealed a positive and significant relationship between the independent variables (identify training needs, identify training objectives, training content, on the job training technique, off the job training technique, skills application and Knowledge application) and the dependent variable (job performance). At the multi-variate level, it was revealed that all independent variables except knowledge application in the training and evaluation process explain 69% of job performance in the model. It was concluded that identification of training objectives, identification of training objectives and skills application have a positive significant effect on job performance in the banking sector in Uganda. It was therefore recommended that there is need to need to streamline the needs assessment process before the training process, endeavor to clearly define training objectives and have a strict monitoring and evaluation process on trainees.

scholarly journals IMPORTANCE OF TRAINING NEEDS ANALYSIS FOR HUMAN RESOURCES DEVELOPMENT IN ORGANIZATIONS

2021 ◽  
Vol 22 (2) ◽  
pp. 151-160
Author(s):  
Shandy Puspita Puspita ◽  
Andres Dharma Nurhalim
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Training And Development ◽  
Positive Influence ◽  
Training Needs ◽  
Needs Analysis ◽  
Main Element ◽  
Development Programs ◽  
Behavioral Needs ◽  
Training Activities

Human resources are the main element of an organization. To meet the need for good performance improvement in an organization, one of the ways that can be taken is by conducting training and human resource development. Pragmatically, training and development programs have a positive influence on both individuals and organizations. Training needs analysis is an activity that needs to be carried out systematically to find any gaps between the knowledge, skills and attitudes of a person needed by the organization that can be improved through training. This behavioral needs analysis will later assist the organization in using resources effectively and prevent unnecessary training activities.

Service Quality Perception towards E-CRM Practices among Customers of Private and Public Sector Banks of Rajasthan Using SERVQUAL Method

2018 ◽  
Vol 7 (3) ◽  
pp. 22
Author(s):  
Neeti Kasliwal ◽  
Jagriti Singh
Keyword(s):  
Public Sector ◽  
Service Quality ◽  
Banking Sector ◽  
Sampling Technique ◽  
Vital Role ◽  
Public Sector Banks ◽  
Significant Difference ◽  
Private And Public ◽  
Score Method ◽  
Public Banks

Banking sector is growing rapidly and playing a vital role in the economic development of the nation. Both private and public sector banks are giving more priority to service quality to satisfy their customers. For this, banks are now emphasizing on E-CRM practices to carry out transactions and communicate with their customers. The purpose of this research is to assess the service quality among private and public banks in Rajasthan. Purposive sampling technique has been employed to collect the data from three private banks and three banks from public. To analyze the data, descriptive statistics, Mean score method and t test have been used. Results indicates that there is a significant difference in consumer’s perception of service quality dimensions related to E-CRM practices provided by selected private and public sector banks of Rajasthan..The findings of this research will help policy makers of banking sector to set customer oriented policies.

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

scholarly journals Human Resources Training Needs in the Small and Medium Enterprises from Cross-Border Area Romania-Ukraine-Republic of Moldova

2021 ◽  
Vol 13 (4) ◽  
pp. 2150
Author(s):  
Carmen Emilia Chașovschi ◽  
Carmen Nastase ◽  
Mihai Popescu ◽  
Adrian-Liviu Scutariu ◽  
Iulian-Alexandru Condratov
Keyword(s):  
Small And Medium Enterprises ◽  
Training Needs ◽  
Comparative Approach ◽  
Development Programs ◽  
Specific Training ◽  
Border Area ◽  
Common Features ◽  
Cross Border ◽  
New Development ◽  
Medium Enterprises

The research aim was to identify the training needs of entrepreneurs and employees within small and medium enterprises (SMEs) from the Suceava, Chernivtsi, and Bălți regions, to analyze the specific training practices in the cross-border area, and to identify the common features or the disparities. The research contains an exploratory survey, based on a semi-structured questionnaire that investigates the training needs in the SMEs and specific training practices with a comparative approach. The results relate to the challenges faced by transformation economies and by the specificities of SMEs from these remote areas. Additionally, the research connects the factors involved in planning and delivering training programs for employees in SMEs in this EU peripheral area with the weaknesses of the companies in facing the market competitive economy. The results of the survey disclosed some common features and specificities related to training needs, training responsibilities, and interests in the SMEs from this cross-border area. The discussions are relevant for different categories of stakeholders, at the micro-level, for the management of the companies, but also on a larger scale, in planning the new development programs for the labor market in the targeted areas.

Sustainability of Microbusinesses and Success of Microfinance

Paradigm ◽  
2017 ◽  
Vol 21 (1) ◽  
pp. 91-105
Author(s):  
Aradhana Chouksey ◽  
Yamini Karmarkar
Keyword(s):  
Rural Areas ◽  
Capital Investment ◽  
Technical Assistance ◽  
Self Employment ◽  
Funding Agencies ◽  
Fixed Capital Investment ◽  
Training Need ◽  
Funding Resource ◽  
Selection Of

Emergence of microfinance facilities has raised self-employment opportunities for the disadvantaged group. There are many small and micro entrepreneurs who have started their business with funding support from microfinance agencies. Though this increased funding resource has increased the number of businesses that are started by entrepreneurs in rural areas, another important fact is that all these new businesses are not necessarily successful. In Malwa region of Madhya Pradesh (MP), only 20 per cent of businesses funded by microfinance agencies are profitable. There are multiple reasons behind this lack of success of microenterprises. There are paucity of information in selection of right opportunity, absence of technical assistance, lack of business knowledge and marketing and finance skills, which are few of them. This is an alarming sign for funding agencies as higher failure rate of microenterprises bound to jeopardize, the sustainability of the microfinance in long term and retard the development of region. This research conducted on microenterprises of Malwa region of MP tries to identify the specific training needs of microfinance clients. Further, this research tries to evaluate empirically what are the potential and sustainable microbusiness opportunities, which can be started and run by people of disadvantage groups. Empirical findings through a survey designed on a sample of 54 microenterprises of eight villages of Malwa region show that any microbusiness having higher ratio of working capital to fixed capital investment are successful in Malwa region. Also, it is found that the most important training need of these enterprises is in the field of ‘managing finance’ for small business.

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