A Study on Effectiveness of Training in Commercial Banks of Bangladesh (original) (raw)
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A Study on the Motivation to Transfer Training in the Banking Industry of Bangladesh
South Asian Journal of Human Resources Management
Training and development activities in the banking sector of Bangladesh are quite extensive due to the compliance requirements for the central bank and other banks. These training programmes focus not only on increasing knowledge but also on transferring that knowledge to the job. However, the effectiveness with which training is transferred primarily depends on the motivation to transfer. There is extant research from recent years on the motivation to transfer training in different industries and in this sector. However, little is known about the motivation to transfer training in the banking industry of Bangladesh. Thus, this study attempts to identify the factors that influence the motivation to transfer training in the banking sector of Bangladesh. A sample of 275 employees who obtained training from banks was surveyed using a structured questionnaire. Data were analysed using the structural equation modelling (SEM) technique. The results show that self-efficacy, supervisory support and opportunity to perform have a significant impact on the motivation to transfer training in the banking industry of Bangladesh. This study suggests that the supervisory styles and working environment of banks play the most important role in motivating employees to transfer training in this sector of Bangladesh.
The aim of the study was to evaluate the effectiveness of employee training in the banking sector of Bangladesh, where effectiveness is defined as the improvement of knowledge, skill, ability (KSA) and job performance. There were four predictors (training design, development and implementation of training, validity of training and facilitation of transfer) and two hypotheses were developed to conduct the study. To test the developed hypotheses data were collected from 120 bank employees through close ended questionnaire and convenience sampling were used to select the respondent. Multiple regression analyses were used as a statistical tool to test the impact of the factors on improvement of KSA and job performance. The findings reveal that training design and facilitation of transfer have significant influence on improvement of KSA and job performance. This study will help the managers and practitioner to understand why evaluation of training is so much important. Simultaneously, it will encourage managers to provide support, opportunity and other facilitations that are conducive to transfer training.
Training is the process of teaching the new and/or present employees the basic skills they need to effectively perform their jobs. Alternatively speaking, training is the act of accumulating the skill and knowledge of an employee for doing a particular job. In short, the term 'training' indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs. Henceforth, training denotes to the teaching and learning activities carried on for the primary purpose of helping members of an organization to acquire and also to apply the required knowledge, skill and attitudes to perform their jobs effectively. On the other hand, Self-efficacy refers to one's belief in one's ability to succeed in specific situations or accomplish a task. One's sense of self-efficacy can play a major role in how one approaches goals, tasks, and challenges. The purpose of this paper is to explore the effect of training on self-efficacy of the bank employees working in selected banks in Chennai. The survey was conducted among 150 bank employees (i.e. 30 employees from each bank) from five different selected private banks such as HDFC bank, Yes bank, Kotak Mahindra bank, Karur Vysya Bank, and RBL bank located at Chennai. The results of the Structural Equation Modeling (SEM) proved that the training has the effect on perception of self-efficacy of the bank employees working in Chennai.
Training and Development is important to ensure that people continue to learn skills to help the company be successful. Employee training is a learning experience that seeks a relatively permanent change in employees such that their ability to perform at their current job improves. This may mean changing what employees know, how they work, or their attitudes toward their jobs, co-workers, managers, and the organization. The main objective of this study is to examine the effectiveness of training and development on employee's performance in the banking sector. For collecting data, convenient sampling method was used because total number of respondent was unknown. For analyzing data, a multivariate analysis technique like structural equation modeling (SEM) was used. Demographic information of the respondents was analyzed by using SPSS software and the structural equation modeling (SEM) was analyzed by using Smart PLS software. The result of structural equation modeling (SEM) indicates that Training & Development is significantly related to Employees Performance. This study suggests that for ensuring the better performance from the employees in the private commercial banking sector in Bangladesh should organize more training program for employees.
IMPACT OF MOTIVATION TO LEARN ON PERCEIVED TRAINING TRANSFER: EMPIRICAL EVIDENCE FROM A BANK
The main purpose of this study is to examine what are the elements of motivation, and perceived training transfer factors affecting training of employees as well as relationship between motivation to learn and perceived training transfer working in a Malaysian Bank. Literature reviews revealed that there is still room to investigate into these areas. A total of 194 sets of structured questionnaires were distributed to all the supporting staff of all the 11 Branches of Bank of Southern Region. All participants of the censor population responded to the survey. This study finds that the elements of motivation to learn are intervention fulfillment, learning outcome, job attitude, target achievement, and expected utility. The perceived training transfer elements that are found affecting training are trainee reactions, job attitude and improved job competency. The relationship between these variables and implications of this study are reported.
How Effective the Employee Training Programs Are? Evidence from Government Banks of Bangladesh
International Journal of Business and Management, 2020
This paper attempts to identify the factors concerning the effectiveness of training programs of government-owned commercial banks in Bangladesh. The banking industry of Bangladesh has witnessed tremendous growth since the country's independence. Need-based training and development of manpower have become prerequisites for the continuous growth of this sector. The prominent government banks conduct numerous training programs for the fresh recruits and the existing staff as well. A sample of 205 bank personnel who received training from the state-owned banks was surveyed through a structured questionnaire. The responses of the employees were analyzed using the Exploratory Factor Analysis and Multiple Regression Analysis techniques. This paper finds that the development of overall skills, reduction of stress level, development of technical skills, need-based training programs, long-run productivity, and quality of the instructors are the significant factors contributing to the effectiveness of training programs of government banks in Bangladesh. The finding of this study implies that the bank managers should emphasize more on the reduction of stress level, development of technical skills, need-based training programs, long-run productivity, and quality of the instructors that directly affect the effectiveness of the training programs run by the government-owned commercial banks in Bangladesh.
An Evaluation of the Effectiveness of Employee Training in the Government Banks of Bangladesh
10th International Conference on "Developing Organizations for the Future: Re-Interpreting the Modern Business Landscape" , 2019
There has seen a tremendous development in banking sector of Bangladesh since its independence. This sector is playing a significant role in the socio-economic development of the country. At present, there are 59 scheduled banks operating in Bangladesh under the control of central bank- Bangladesh Bank. Among them, there are nine State-Owned Commercial Banks (SOCBs) which are fully or partially owned by the Government of People Republic of Bangladesh. For the growth of the banking sector, proper training and development of the human resource is a prerequisite. Every year several training programs are conducted by these government banks for both the newly recruited employees as well as for the existing employees. But the effectiveness of these training programs is very poor. It means the training programs are hardly effective to increase the performance of the employees of Government banks. Hence, the aim of this study is to identify the factors that are concerned with the effectiveness of the training programs of state-owned commercial banks of Bangladesh. A sample of 205 employees who obtained training from the State-owned commercial banks of Bangladesh was surveyed using a structured questionnaire. Data were analyzed using the Exploratory Factor Analysis and Multiple Regression Analysis. The results show that the factors such as, development of overall skills, reduction of stress level, development technical skills, need-based training programs, helpful in the long run, and quality of the instructor are the important factors for the development of training effectiveness in government banks of Bangladesh. This study suggests that the Government banks should focus more on reduction of stress level, development technical skills, need-based training programs, helpful in the long run, and quality of the instructor that affect the effectiveness of the training programs operated by the state-owned commercial banks of Bangladesh.
The purpose of this research is: to know the influence of training design on training transfer, individual characteristics on transfer, work environment on training transfer, training transfer of employee's performance. The data analysis method used is Structural Equation Model (SEM) using Lisrel software. The SEM model is a model that combines a factor analysis approach, structural model, and path analysis simultaneously. The numbers of samples above 200 respondents in this study are eligible for data analysis using SEM. The findings in this study are 1) the first hypothesis testing suggests that the design of a good training does not influence the transfer of training on the employees of PT Total BangunPersadaTbk, 2) the second hypothesis testing shows it is found the influence of individual characteristics that have the ability, personality, self-efficacy, and motivation to learn that exists in trainees will improve the transfer of training on PT Total BangunPersadaTbk employ...
2020
This research studied changes in technological innovations and demographics directly affecting careers of which training and development for employees and organizations were important. Locus of control and self-efficacy were studied to confirm individual characteristics that determine training effectiveness. Social cognitive theory was used to explain behavioral change in organizations with regard to training effectiveness. The research applied a quantitative method by using a structured questionnaire. Multiple regression analysis was used to explore predictors on training effectiveness. The respondents were 19 employees in service industries, including real estate and the construction business. The results confirmed that internal locus of control and self-efficacy were positive predictors on training effectiveness of employees in Thailand. The standardized regression coefficient represented significant predictors of responsibility attribution β = 0.443 and β = 0.260; P < 0.05 fo...
In order to survive and succeed in the fast changing competitive environment, banks need to organize, develop and manage their human resources effectively. The major responsibility of banks in this regard is to build up a right mix of skills, attitude and conceptual understanding amongst their employees. For achieving this, a continuous process of training interventions in banks is a must. Purpose of this study is to determine the impact of training effectiveness on employee performance in banks of Mordabad (Uttar Pradesh) district. Based on review of literature a theoretical model was framed and structured questionnaire was constructed. Data from a sample of 200 bank employees, working with public and private sector banks of Moradabad district, was collected. Data was analysed using SPSS-19 and AMSO-20. Findings of the study reveal that employee performance (latent construct) is highly determined by salary received by the employee (.850) and effectively designed training has the maximum impact on overall training & development activity. Employee commitment has poor correlation with employee performance hence future studies can be carried out to explore this construct.