SUMMER INTERNSHIP PROJECT REPORT

ON

STUDY ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

PROGRAM

AT

BANDHAN BANK LTD.

In partial fulfilment of the requirements for the award of the degree

Of

Master of Business Administration

GYANODAYA INSTITUTE OF MANAGEMENT & TECHNOLOGY

2022-2023

Submitted to Submitted by

DR. RATI MISHRA NIKITA DHAKAD

ASSISTANT PROFESSOR OF GIMT

 DECLARATION

I am Nikita Dhakad student of Gyanodaya Institute of Management and Technology of MBA

3rd semester hereby declare that I have completed my project, titled “Effectiveness of
Training and Development program” in the academic year 2022 -2023.

The information submitted herein is true and original to the best of my knowledge.

Signature of student

Nikita Dhakad
 ACKNOWLEDGEMENT

I Acknowledgement my gratitude with sense of reverence of the Almighty God.

A large number have contributed to this project. I am thankful to all of htem for their help
and motivation . first and for most, I would like to express my deep regard tour the esteemed
HOD Mr. SANDEEP SONGARA and COORDINATOR DR. RATI MISHRA and
another faculty member of gyanodaya institute of management and technology.

I shall always be indebted to the bandhan bank ltd. Neemuch madhya pradesh for granting
me permission for undertaking summer training in such a prestigious and professional
organization .

No acknowledgement would suffice for the support of my family members, my training

colleagues, classmates, and friends.

Lastly, I extend my thanks to all those whose name have not been mentioned way in
successfully carrying out the project report.
 EXECUTIVE SUMMARY

Every organization needs to have well trained and experienced people to perform the
activities that must be done. If current or potential occupants can meet these requirements,
Training is not important. On the other hand, if this is not the case, it is necessary to raise the
skill levels and increase the versatility and adoptability of the employees. Moreover,
employees are the internal assets of an organization. Training presents a prime opportunity to
expand the knowledge base of all employees so that they can relate those training with their
workplace and give their best performance achieving company goals. Knowledge and skills
development is vital to the health of organizations. We live in an information age today and
organizations are routinely valued not just on their physical but on their intellectual capital.
Training is one of the chief methods of maintaining and improving intellectual capital, so the
quality of an organizations training affects its value. Untrained or poorly trained employees
cost significantly more to support than well-trained employees do. Training affects employee
retention and is valuable commodities that, if viewed as an investment rather than as an
expense, can produce high returns. Employees also miss out on work time while attending
training sessions, which may delay the completion of projects. Despite the potential
drawbacks, training and development provides both the company as a whole and the
individual employees with benefits that make the cost and time a worthwhile investment.

Bandhan bank Ltd. is an Indian banking and financial services firm headquartered in
Kolkata. With 5,646 banking outlets and over 2.77 crore customers, Bandhan Bank is present
in 34 of Indians 36 states and union territories. The bank began as a non-profit organization in
2001, providing microloans to underprivileged sections of society. It emphasised women’s
empowerment and financial inclusion through the development of sustainable livelihoods.
 CONTENT TABLE

❖ CHAPTER -1
1.1 Introduction Of The Topic
1.2 Introduction Of The Company

❖ CHAPTER -2
2.1 Literature Review

❖ CHAPTER-3
3.1 Research Methodology
3.2 Objective of The Study
3.3 Sampling Method
3.4 Population Method
3.5 Method of Data Collection
3.6 Research Design

❖ CHAPTER-4
4.1 Data Analysis and Data Interpretation

❖ CHAPTER-5
5.1 Finding Result
5.2 Suggestion
5.3 Conclusion
5.4 References of Review
 CHAPTER -1

INTRODUCTION

1.1 TRAINING AND DEVELOPMENT

Training and development play a vital role in the effectiveness of organizations and
employee experiences at work. Training has various implications for productivity,
health and safety at work, personal development and much more. Most organizations
are aware of this need and invest effort and various other resources in training and
development. Such investment may take the form of hiring various specialists training
and development staff and paying reward and salary to employees undergoing training
and development. Training and development are also one of the important strategic
tools of the organization to enhance the performance of employees and organizations
keep on increasing the training budget on an annual basis with the belief that it will
earn them a competitive edge and advantage.

The rapid changes in the environment have not only complicated the task but
also increased the pressure on organizations to re-adopt the various products and
services offered to compete in this rapidly changing world. Training and development
provide training to employees as well as to employers.

Training and development are vital part of the human resources development.
It is humble ever important role in wake of the advancement of technology which has
resulted in ever increasing competition, rise in customer’s expectation of quality and
service and a subsequent need to lower costs. It is also become more important
internationally in order to prepare workers for new jobs. Training and development
describe the formal continuing efforts that are made within organizations to improve
the performance and self-fulfilment of their employees through a variety of
educational methods and programs. In the modern workplace, these efforts have taken
on a broad range of applications from instruction in highly specific job skills to long-
term professional development.
 Training and development play an important role in the effectiveness of
organizations and to the experiences of people in work. Training has implications for
productivity, health and safety at work and personal development.

All organisations employing people need to train and develop their staff.
Most organizations are aware of this requirement and invest effort and other resources
in training and development. Such investment can take the form of employing expert
training and development staff and paying salaries to staff undergoing training and
development. Investment in training and development entails obtaining and
maintaining space and equipment. It also means that operational personnel, employed
in the organisation’s main business functions, such as production, maintenance, sales,
marketing and management support, must also direct their attention and effort from
time to time towards supporting training development and delivery. This means they
are required to give less attention to activities that are obviously more productive in
terms of the organisations main business. However, investment in training and
development is generally regarded as good management practice to maintain
appropriate expertise now and in the future.

• DEFINITION OF TRAINING AND DEVELOPMENT

According to Edwin B Flippo
“Training is an act of increasing the knowledge and skills of an employee for doing a
particular job”
“Management/executive development includes the process by which managers and
executives acquires not only skills and competency in their present job but also
capacities for future managerial task”
Training is a short-term reactive process meant for operatives and process while
development is designed continuous pro-active process meant for executive.
In training employees aim is to develop additional skills and in development, it is to
develop a total personality.
Development, on the other hand, means growth of the individual in all respects. An
organisation works for the development of its executives or potential executives in
order to enable them to be more effective in performing the various functions of
management.
• FEATURE OF TRAINING

The features of good training are as follow:

▪ Clear purpose:
The objective of the programme should be clearly specified. The training should be
result oriented.
▪ Training needs:
The Training needs of employees should be clearly defined. The methods selected for
imparting training should be appropriate and effective.

▪ Relevance:
The Training programme and its contents must be relevant to the requirements of the
job for which it is intended.

▪ Balance between theory and practise:

A good training programme should provide a balanced mix of theory and practice the
theoretical framework should be backed by practical application to provide all round
training.

▪ To enable an employee to become versatile.

Sometimes an employee may have to gain knowledge of several related jobs. It will
not be enough if he is only good in the work he does presently.

• PURPOSE OF TRAINING

▪ One of the main purpose of training is to prevent industrial accidents. This is

done by creating safety consciousness among workers.
▪ When the employees are trained it enables them to achieve the required level
of performance which in turns increases the productivity.
▪ Training helps in increasing the knowledge and skills of employee.
▪ When the employees are trained it becomes easy for them to adapt themselves
according to the changes made in business.
 • DIFFERENCES BETWEEN TRAINING AND DEVELOPMENT

TRAINING DEVELOPMENT
Level of persons It is meant for supervisors and It is meant for managerial
involved operative level employees. levels.

Objectives It enables the employee to It ensures the overall growth of

perform the job better. the employee.

Duration It is a short -term process, for It is a long-term process.

a fixed duration.

Meaning It is a process increasing skills It is the process of learning and

and knowledge for doing growth.
particular job.

Focus It focuses on technical skills. It focuses on conceptual and

human ideas.

• IMPORTANCE OF EMPLOYEE TRAINING AND DEVELOPMENT

IN HRM

In today’s fast-paced workplace, it’s critical for businesses to upgrade their workforce’s skills.
It is vital for individuals to gain new skills and expand their knowledge in order to compete in
the workplace.

As a result, the company’s training and development initiatives benefit both the
organization and the employees.
The HRD department is dedicated to enhancing the organization’s human resources.
Employees are frequently motivated and their organizational commitment is improved
through training and development initiatives.

Employee believes that the company is fully committed to the development of their
workforce, and as a result, they want to participate in training and development programmers.
By promoting HRD initiatives, training development activities are also used to recruit new
talent to the firm.

• WHAT IS THE NEED OF TRAINING AND DEVELOPMENT?

➢ When a corporation revises its aims and goals to adapt to changing market
conditions, training and development are required.
➢ Companies frequently support training and development programmers in order to
increase employee performance.
➢ HR training and development is required to establish a performance baseline that
employees are expected to meet during a fiscal year.
➢ Training and development activities to teach employees new abilities like team
management, communication management, and leadership conduct are always
needed.
➢ Training and development are also used to try out innovative ways to boost
efficiency in the workplace.

• OBJECTIVE AND PURPOSE OF TRAINING AND DEVELOPMENT

➢ Providing training to your staff is one of the most effective ways to show them
that you value them. It shows that you care about their well-being and progress
just as much as they do about your company. Employees who are well-cared-for
will never want to work anywhere else.
➢ Training can be utilized as a preventative approach to preparing employees for
both expected and unexpected workplace changes and challenges. In time like
ours, where trends are always shifting thanks to online innovation, it only makes
sense to keep our team prepared.
 ➢ Employees are the most valuable and crucial component of a company’s assets
and caring for them implies caring for the entire company. As a result, any
company that spends time and money on their employee’s education or training
and development will only succeed in attaining their corporate objectives and
moving forward.

• TRAINING AND DEVELOPMENT PROCESS

Training development is a five-step process in which company train their employees
in specific skills and further monitor their performance constantly to help them
develop overall personality.
The training and development activity starts with a question about why the training is
required. While end with the evaluation of output of training and development
program.

▪ Steps involved in Training and Development Process

1. Need of training and development
2. Goals and Objectives
3. Method of Training
4. Implementation of program
5. Evaluation and constant monit
Step I- Need of training and development program

Companies often take a decision to roll out a training and development program after
identifying a specific need in the organization. The need could be introduction of new skill or
to update the existing skill of the employee. In the case of employees working on higher level
the training and development program is introduced to improve the behaviour skills and
ensure team work in the organization.

Step II- Goals and objectives of training and development

Here are different goals and objectives the companies can set before implementation of
training and development program-

1. To impart skills – Under this objective the employee is trained to operate the
equipment and machinery correctly. The goals are set to improve work efficiency and
to reduce wastage of time.
2. To Educated – The objective is linked with providing information about theoretical
concepts and provides hands-on experience of the task. The goal is to improve
reasoning power and judgment skills of employees.
3. To Enhance knowledge – The objective here is to improve behavioural knowledge of
the employee. The goal is to enhance understanding of human relations, management
and business environment among employees.
4. Ethics – the objectives is to provide knowledge about ethical conduct in the
organization. The goal is to regulate the conduct of the employee in the organization.
5. Change in attitude – The objective of the training is to change the attitude of the
employee in terms outlook, reaction, feelings and work beliefs. The goal is to improve
commitment and satisfaction of the employee by providing required motivation.

Step III – Training methods

There exist different types of training methods used by the organization based on the goals
and objectives of the training and development program. Here are few commonly used
training methods in corporate world-
 1. Orientations – Is generally used to introduce the newly joined employee to the
organizational work culture. It includes few lecture sessions, meetings with supervisor
and information regarding the history of the organization.
2. Lecture – This is a one-way communication method, mostly used when important
information has to be conveyed to large number of employees. The information can
be related to new updates in policies or any change management action in the
organization.
3. Case Study – Here the participants are given a situation in terms of case study and
they have to provide solutions on the stated problem in the provided case. It is a best
way to impart decision making skill and sharpen the judgment skill of the employee.
4. Role Playing – A scenario is created and each participant is assigned a particular role
to play out. The participant can practice their actual job work using role play method.
The facilitator provides immediate feedback to the participant which helps them to
improve their performance.
5. Job Rotation – In order to enhance the understanding about the whole organization
and to add skill the job rotation method of training is used. Here employees do
different types of job on rotational basis and gain knowledge of different work profile.

Step IV – Implementation of program

The management and HRM department take a meeting with different supervisors to decide the
time period of implementation of the training and development program. The implementation
of orientation programs and other newcomer training programs is carried out right after joining
of the employee.

The specific skills training programs are launched based on the workload and free time span
available to the employee. The on-the-job training program is an ongoing process and
employees should be informed about it in advance.

Employee orientation is the procedure by which new employees learn important organizational
process, qualities and standards, set up working relationship and figure out how to work inside
their employments. Skills and technical training programs are organized to teach the new
employee a particular skill or area of knowledge.
1.2 Company Introduction
Bandhan Bank Ltd. is a banking and financial services company, headquartered
in Kolkata. Bandhan Bank is present in 35 out of 36 states and union territories
of India, with 6,140 banking outlets and 3.07 crore customers. Having received the
universal banking licence from the Reserve Bank of India, Bandhan Bank started
operations on August 23, 2015, with 501 branches, 50 ATMs and 2,022 Banking Units
(BUs). The Bank has mobilised deposits of ₹1,08,479 crore and its total advances
stand at ₹1,03,168 crore as of June 30, 2023

Type Public

• BSE: 541153
Traded as
• NSE: BANDHANBNK

ISIN INE545U01014

Industry Banking

Founded 2015 (8 years ago)

Founders Chandra Shekhar Ghosh

Headquarters Kolkata, West Bengal, India

Number of 6,140 Banking outlets [1] (2023)

locations

Area served India

Key people • Dr. Anup Kumar Sinha

(Chairman)
• Chandra Shekhar Ghosh
(MD & CEO)

Banking, insurance, investment

management, mortgage loans, mutual
 Products funds

Revenue ₹18,373 crore (US$2.3 billion) (2023)

Operating ₹7,091 crore (US$890 million) (2023)

income

Net income ₹2,195 crore (US$270 million) (2023)

Total assets ₹155,770 crore (US$20 billion) (2023)

Number of 74,000+ (2023)

employees

Website www.bandhanbank.com

History

Bandhan was set up in 2001 as a not-for-profit entity with the objective of financial inclusion
and women empowerment through sustainable livelihood creation. It started its microfinance
operations from Bagnan, a small village, about 60 km from Kolkata. The model followed for
delivery of microfinance services was individual lending through group formation. Bandhan
focused on serving under banked and underpenetrated markets.

In 2006, Bandhan acquired a Non-Banking Financial Company (NBFC) and created Bandhan
Financial Services Private Limited (BFSPL) to scale up its microfinance activities. In 2010, it
became the largest microfinance institution (MFI) in the country.

Investors

Bandhan Bank is an associate of Bandhan Financial Holdings Limited (BFHL) which is

holding 39.99% of stake in the Bank as on December 31, 2021. Further, BFHL is a wholly
owned subsidiary of Bandhan Financial Services Limited (BFSL). Other major shareholders
of the Bank as on December 31, 2021, are Housing Development Finance Corporation
Limited (9.89%), and Caladium Investment Pt. Limited (7.79%).
 CHAPTER – 2

REVIEW OF LITERATURE

2.1LITERATURE REVIEW

In every study a good literature review does not only provide knowledge about what has been
done in the research area but also strengths and weaknesses upon which one can also build
and insightful and purposeful study.

1. Jadhav (2013)studied the training and development programmes undertaken by

banks for their employees. The main objectives of the present study were to analyse
effectiveness of training and development programmes for employees to discharge
their duties and to study how training and development programmes helps to achieve
customer satisfaction. For this study primary data was collected through questionnaire
filled by the bank employees. A sample of 40 employees is selected by the use of
random sampling from different banks like Bandhan Bank, HDFC, ICIC, Vijaya
bank, Bank of Baroda, and Dena Bank located in suburban area of Mumbai. It is
concluded that private and public banks undertake training and development
programmes for their employees to increase their efficiency. Bank provides training
programmes to enhance their knowledge and skills to satisfy the customer. Growth of
banking sector in India is the result of skilled manpower which is the outcome of
training and development.

2. Ramakrishna et al. (2012)have studied that Human Resource Development

department has to play a more proactive role in shaping the employees to fight out the
challenges. The banks not only have to make plans and policies and devise strategies,
the actual functionaries have to show competence and effectiveness in executing the
said policies and strategies. A sample of 85 employees covering all Canara bank
branches in Kurnool District has been considered for the study at random. The study
revealed that the employees have attended more training and development
programmes, employees strongly agreed about the necessity of training and
development programmes, majority of the employees rated trainer’s preparation as
 good, employees rated trainers creating learning atmosphere and employees given
overall rating for training and development programmes.

3. Sthapit(2012) pointed out that the strategic human resources development factors
affecting the evaluation of induction training effectiveness in Nepali banks. The study
was based on the survey which was conducted during Feb – March 2012 on 104 low
and middle level managers of Nepali development banks established from June 2001
to June 2010. The study revealed that induction training as most effective in terms of
learning and least effective on the behaviour change criterion.

4. Purohit (2012)studied the existing policies practiced in co-operative banks to

appraise the level of HRD practices, to assess the satisfaction level of employees
about HRD practices particularly Training and Development & Reward and
recognition of employees. In the present study structured questionnaire via in-depth
personal interviews is used to collect primary data. From large number of banks in
Pune region 16 are selected for the study. Information was collected from 30
employees of different level. The study adopted random sampling with regard to the
selection of cooperative banks. The study revealed that training helps employees to
gain better understanding in the area of job and this will enhance their stock of
knowledge. Extensive training providing the continuous development, such as on-the-
job training, training programmes and workshops can be a driving factor for the
activities in the firm. The present paper also suggests the ways and means by which
the selected co-operative banks can improve their high performances of work
practices.

5. Srimannarayana m. (2011) in his study found that Training Development is very

important component in the modern Human Resource Management and the scope of
training and development vary from one organization to another. The present study is
based on primary data. Data is collected from 105 HR/ Training professionals
working in manufacturing, IT/TES and service sector with a minimum experience of
three year in their respective organization in the functional area of training and
development. The study revealed that more than 75% of respondents have believed
that performance improvements made because of training is an extremely valuable
measure and 70.48% have believed that transfer of learning is extremely important.
Almost (95.24%) respondents have mentioned that they collect feedback of the
 participants after completion of the training programme routinely. There is a gap
between the measures that are used actually in assessing training and development
and HR/Training professionals do not have control over data that is required for
measuring training and development.

6. Mohanty (2011) explained how Liberalization, Privatization and Globalization have

changed the scenario of corporate world and holds for us many challenges. In these
connections, the development of human resources is putting newer challenges in
business world. New skills and abilities are needed to face these challenges and it is
possible by providing “Training”. Training is the strong foundation of highly skilled
and motivated human resource. So, training is one of the most important tools in
Human Resources Development effort to improve overall performance of an
organization. Effective and suitable training interventions can bring improvements
and impact in the working of organization significantly which help employees to
adopt new work practices for the success of business. Through training an
organization go green by making employees more effective and productive.

7. Nagar (2009) study the effectiveness of training programmes being conducted by

the commercial banks in public as well as in the private sector. The area of study is
limited to the staff training centres of State Bank of Bikaner & Jaipur and The Bank
of Rajasthan Ltd. The data is collected through a structured questionnaire containing
several questions relating to various aspects of training like course duration, library
facilities, trainer, teaching & computer aided programme and other infrastructural
facilities and the calculated t values are less than table value of t, hence null
hypothesis is accepted or hence there is no significant difference in the opinion of
respondent at the two staff training centres.

8. Onattu(2015) explored that the need for qualified and trainable employee is
recognized as an important factor to compete in the global market. This study was
conducted to generate information that can be used by industry, policy maker and the
consultants to develop appropriate training initiatives. The present study was based on
primary data which collected with help of questionnaire filled by 50 respondents.

9. Raju (2005) conducted and opinion survey on the various aspects of training like
management’s attitude, selection process, quality of training, impact of training on
 productivity & individual and post-training assessment in different categories of
banks in Coimbatore. A questionnaire was formulated comprising various aspects of
training and opinion on the statements was sought from 154 employees of 24 banks in
Coimbatore.

10. Kane (1986)if the training and development function is to be effective in the future;
it will need to move beyond its concern with techniques and traditional roles. He
describes the strategic approaches that the organization can take to training and
development, and suggests that the choice of approach should be based on an analysis
of the organization’s needs, management and staff attitudes and beliefs, and the level
of resources that can be committed. This more strategic view-point should be of use in
assessing current efforts as well as when planning for the future.
 CHAPTER -3

RESEARCH METHODOLOGY

3.1 RESEARCH METHODOLOGY

There are two methods commonly used by the research agents to gather knowledge- Primary
and secondary techniques. Primary techniques include observation technique, interview/
questionnaire technology, and case study technique. Secondary technique is the technology in
which knowledge is already gathered. The present study to be based on a combination of
qualitative and quantitative knowledge. Specific knowledge to be collected through sampling
from the employees. The random client to be selected for the purpose of sampling.

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. The scope of research
methodology is wider than that of research methods. When we talk of research methodology
we not only talk of research method but also the consider the logic behind the methods we
use in the context of our research study and explain why we are using a particular method or
technique.

3.2OBJECTIVE OF THE STUDY

Primary objective

➢ To understand the effectiveness of training and development programme in bandhan

bank.

Secondary objective

➢ To analyse how the training helps the organization development.

➢ To utilize whether employees satisfied with current training method.

➢ To find and analyse the views of the participants and superior on the training.
 ➢ To analyse the training method used to the employee and how they are evaluated.

3.3 SAMPLING METHOD

A technique for choosing a sample (random sample) from a statistical population so that any
sample that may be chosen has a predetermined likelihood of being chosen.

3.4 POPULATION SIZE

All the things under account are a universe or population in any field of investigation. A
complete list of all the items in the population is referred to as a census survey. The chosen
population size for this research is 130.

3.5 METHOD OF DATA COLLECTION

Research methodology is a systematic way to solve research problem. It also deals with
objectives of research study, the method of defining the problems, type of data collected,
methods used for collecting and analysing data. The task of data collection begins after
the research has been defined there are two kinds of data that can be collected. One is
primary, which is original in character as it has been collected for the first time. The other
one secondary, which was already been collected and need only, be compiled.

1. Primary data

The primary data to be collected from the trainers working in bandhan bank ltd. it is
the pure source of information. It includes direct flow of information and data.
Primary data to be collected from cross sections, questionnaires, containing etc.

2. Secondary data

It will be compiled from different books, articles, magazines and newspaper, journals
and periodical, seminar proceedings and websites to formulate the conceptual
framework.

3.6 DATA COLLECTION TOOL

Structured questionnaire will be used to collect the data. Direct questions to be asked from
selected people.
3.7 RESEARCH DESIGN

A research design is the arrangement of conditions for collection and analysis of data in a
manner that aims to combine relevance to the research purpose with economy in procedure.
In fact, the research design is the conceptual structure within which research is conducted.
This research was descriptive in nature.

Descriptive research, also known as statistical research, describes data and characteristics
about the population or phenomenon being studied. Descriptive research answers the
questions who, what, when and how.

Although the data description is facial, accurate and systematic, the research cannot describe
what caused a situation. Thus, descriptive research cannot be used to create a causal
relationship, where one variable affects another. In other words, descriptive research can be
said to have a low requirement for internal validity.

• Sample design

A sample design is a finite plan for obtaining a sample from a given population.
Convenience sampling is used for this study.

• Questionnaire

A well defined questionnaire that is used effectively can gather information on both
overall performance of the test system as well as information on specific components
of the system. A defeated questionnaire was carefully prepared and specially
numbered. The questions were arranged in proper order, in accordance with the
relevance.

• Sample size

Here we are going to collect data from primary sources as well as secondary sources.
The total sample size of data analysis to be taken will be 105 employees of Bandhan
Bank Ltd.

• Sample unit

The sample unit of the survey, employee and executive of Bandana Bank Ltd.
 CHAPTER-4

DATA ANALYSIS AND DATA INTERPRETATION

4.1 DATA ANALYSIS & INTERPRITATION

1) Do you get the training in the organization?

Particulars % Of Respondents

YES 70%

NO 30%

TOTAL 100%

% Of Respondents
00

30%
YES
NO

70%

Interpretation:- 70% respondents say yes they get the training and 30% said no.
2) Is the prior performance on employees considered for identifying training need?

Particulars % Of Respondents

YES 85%

NO 15%

TOTAL 100%

% Of Respondents
0 0

15%

YES
NO

85%

Interpretation:- 85% said yes and 15% said no.

3) Are employees comfortable in discussing training needs with supervisors?

Particulars % Of Respondents

YES 60%

NO 40%

TATAL 100%

% OF RESPONDENTS

YES
NO

Interpretation:- 60% of respondents said yes and 40% said no.

4) After training programme does the rate of error come down?

Particulars % Of Respondents

YES 75%

NEUTRAL 10%

NO 15%

TATAL 100%

% OF RESPONDENTS
0

15%

YES
10%
NEUTRAL
NO

75%

Interpretation:- 75% of respondents said yes 10% neutral and 15% said no.
5) Is it necessary to train each employee?

Particulars % Of Respondents

YES 50%

NEUTRAL 0%

NO 50%

TATAL 100%

% Of Respondents
0

YES
NEUTRAL
50% 50%
NO

0%

Interpretation:- 50% of respondents said yes and 50% said no.

6) Does the organization select all the new recruits for training program?

Particulars % Of Respondents

YES 70%

NEUTRAL 20%

NO 10%

TATAL 100%

% Of Respondents
0

10%

YES
20%
NEUTRAL
NO

70%

Interpretation:- 70% of respondents said yes, 20% neutral and 10% said no.
7) Are you satisfied with the duration of training period?

Particulars % Of Respondents

YES 65%

NEUTRAL 0%

NO 25%

TATAL 100%

% Of Respondents
0

25%
YES
NEUTRAL
NO
0%

65%

Interpretation:- 65% of respondents said yes and 25% said no.

8) After training are you able to deal with more customers?

Particulars % Of Respondents

YES 80%

NEUTRAL 5%

NO 15%

TATAL 100%

% Of Respondents
0

15%

5% YES
NEUTRAL
NO

80%

Interpretation:- 80% of respondents said yes, 5% neutral and 15% said no.
9) Are you able to do more work in less time?

Particulars % Of Respondents

YES 40%

NEUTRAL 10%

NO 50%

TATAL 100%

% Of Respondents
0

40% YES
NEUTRAL
50%
NO

10%

Interpretation:- 40% of respondents said yes, 10% neutral and 50% said no.
10) Does the training programme help in fulfilling the objectives of the organisation?

Particulars % Of Respondents

YES 60%

NEUTRAL 0%

NO 40%

TATAL 100%

% Of Respondents
0

40% YES
NEUTRAL
NO
60%

0%

Interpretation:- 60% of respondents said yes and 40% said no.

11) After completion of training were you asked to fill a feedback from?

Particulars % Of Respondents

YES 55%

NEUTRAL 0%

NO 45%

TATAL 100%

% Of Respondents
0

YES
45%
NEUTRAL
NO
55%

0%

Interpretation :- 55% of respondents said yes and 45% said no.

12) Is questionnaire a suitable method for evaluating the training programme?

Particulars % Of Respondents

YES 90%

NEUTRAL 0%

NO 10%

TATAL 100%

% Of Respondents
0
0%
10%

YES
NEUTRAL
NO

90%

Interpretation:- 90% yes and 10% of respondents said no.

 CHAPTER– 5

FINDING RESULT, SUGGESTION AND CONCLUSION

5.1 FINDINGS :-
The major findings of the project are enumerated as follow:

• Mostly all the employees of corporate HR are well aware of the role and importance of
the training. They are self motivated to attend such training program as it will result in
their skill enhancement and improving their interpersonal skill.

• Corporate HR, of Bandhan Bank, time to time training is provided to all the employees
and it is continuous process.

• Two types of training is provided to the employees by Corporate HR of both Bank-

induction training and soft skill development training.

• Questionnaire is the most popular mean of evaluating the training program in Bandhan
Bank.

• Post training evaluation focus on result rather than on the effort expended in conducing
the training and it worth the time, money and effort.

• Most of the participants are benefitted by giving feedback after attended the training. It
motivated them to do better, helped them to increase their job performance and is an
aid to future planning.

• These should be an increase in number of training program me for workers and

employees of different departments so that apart from improving their output they
start believing the organization is making an effort to improve their condition on the
whole.
• Regular pre-employment training has to be a part of comprehensive program me of
employee’s education.

• More interaction between the managerial staff and employee to be encouraged and each
supervisor has to give a report on the employees under his supervision to the top
management.

• The personnel department should give more consideration on the lowest employee
cadre for their social and economical development.

• The essentially like certificates for the training done to be given so that an employee’s
ego is also satisfied.
5.2 RECOMMENDATION

• Each employee should attend a minimum of three of maximum or five months of

training program conducted by the organization per year.

• The Management must ensure that the training output should be implemented.

• It may be suggested that the training program be conducted away from their area of

work.

• The training program should be more be more practical rather than giving lecture.

• The training program must have problem solving techniques as part of their of

program.

• The company must help the employees to overcome their weakness at the time of

training program.

• The organization should provide recreation program to the employee in order to

increase their morale.

5.3CONCLUSION

Professional competence describes the state-of-the-art, area- knowledge, expertise

and skill relevant for performing excellently within a specific functional department.

This competence insures that technical knowledge is both present and used within a

firm for the welfare of its stake- holders. To develop this competence regular Training

and Development is required therefore, Training initiatives and programs have

become a priority for Human Resource. As business markets change due to an

increase in technology initiatives, companies need to spend more time and money on

training employee. Business climate employee development is critical to corporate

success and organizations are investing more in their employees training and

development needs. Training evaluation is the important part of training process. It

provides a feedback and helps the sponsors and the resources persons for

improvement at the level of individual performance and in the strategy formulation

for training and development. Post training evaluation can be used to identify the

effectiveness and valuation of training program, to identify the ROI ( Return On

Investment), to identify the need of retraining and to provide the points to improve

the training.
5.4 REFERENCE OF REVIEW

• Morrison, J.E. Training for performance. Chichester: John Wiley and Sons Ltd.

2000.

• Patrick, J. Training Research and Practice. London: Academic Press.2001.

• Warr. P.B. Learning and Training. In P.B. Warr, (ed) Psychology at Work.

London: Penguin Books.2002.

• Phillips.J.J.(2002). How to measure training result. In StoneR.D, a practical guide

to tracking the six key indicators. New York: McGraw- Hill.

• Steven A. Beebe, T.P.(2004), training and development, enhancing

communication and leadership skills (p.513). boston.

• P. Subba Rao (2009), “Essentials of Human Resources Management and

Industrial Relations”, Himalaya Publication House, 3rd Revised & Enlarged

Edition.

• Michel Armstrong (2001). “A Handbook of Human Resource Management

Practice”, Kogan Page, 8th Edition.

➢ BOOKS

▪ Baldwin, T. and J. Ford. (1988). “Transfer of Training: A Review and Directions

for Future Research.” Personnel Psychology, 41, 63-105.

▪ Bhatti, M. and Kaur, S. (2009). “The Role of Individual and Training Design

Factors on Training Transfer.” Journal of European Industrial Training. 34 (7),

656-672.

➢ WEBSITES

▪ https://en.wikipedia.org/wiki/Training_and_Development

▪ http://www.hrwale.com/training-development/