A Study of General Perceptions of Skills of New Recruits in Banks (original) (raw)
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International Journal of Research in Commerce, IT and Management, 2016
The India is on the threshold of a demographic dividend-and to reap this dividend we need a skill demographic profile. For this dividend to be meaningful however, education, the basic right to which is now guaranteed by the constitution of India, needs to be supplemented with a skill development strategy that can ensure gainful employment. The present resources, skills and intentions are not sufficient to realize a India of dreams of freedom fighters. Skills of youth need to be honed under a formal and systematic training process. To make growth trajectory more inclusive, special emphasis should be given on prioritizing skill, training and developing appropriate skill sets among human resource. For India, it is critical to accommodate evolving growth/ trends to be responsive to the constantly changing dynamics of the economy. Skills and education will enhance the employability of the learner. With the acquired knowledge, workers will contribute toward productivity to determine India's competitive edge at global level. Skills are very much required, especially in the service sector and that too both soft as well as hard skills. The present study is a contribution towards skill India effort and is revolving around finding skill gaps in banking sector and strategies to fill those gaps in the banking industry.
Journal of Strategic Human Resource Management, 2018
The banking sector is one of the most important sectors of an economy. There is a vital need to address the issues pertaining to training holistically involving both the trainees and trainers in this key sector. The objective of the current study is to compare and analyse the trainee and trainer's perceptions towards impact of training and development programmes in Indian banking sector. The perceptions of both are found to be different with respect to utility, whereas their perceptions are same when it comes to impact on performance and problems with trainings. Although both categories feel training has a positive impact on performance, the trainers, in comparison to trainees, perceive training has a much more significant impact on overall performance. It is suggested that gaps between training sessions be minimised, performance parameters be the main yardstick of measuring the effectiveness of a training programme, a dedicated training policy for training should be designed in consultation with both trainees and trainers and other problems with trainings be addressed while designing programmes.
Training and development are continuous process in improving the caliber of employees. It is an attempt to improve their current and future performance but the organization should keep a track on their performance after imparting them training it means training needs assessment (Janice A. Miller, 2002) it is a systematic process of altering the behavior of employees in a direction to achieve the organization's goals. A training programme is an effort by the employer to provide opportunities for the employees to acquire job related skills, attitudes and knowledge. In order to meet the ever-growing needs of business and household banking has to become dynamic and updated in modern scenario and also to take up this industry to the heights of international excellence requires best combination of new technology and skillful and talented manpower. Therefore most of the commercial banks either private or public adopt training and development programmes at the time of induction, promotion and other situation. In this research paper an attempt is made to learn that training and development exist in banks and their impact to generate efficiency of employees to cater to the need of their customers. ___________________________________________________________________________
Manpower Competency in Bank Islam Malaysia Berhad
Islamic banking has grown so fast in global finance and it has become the talk around the globe especially after the recent financial debacle that began in summer 2007 where it ends with the crumbling the of Lehman Brothers and many more. Striving to reach and remain at the top of the world, Islamic banking institutions worldwide began to focus efforts on strengthening its position. This research explored manpower selection and training of Bank Islam Malaysia Berhad. It also evaluates bankers perception towards training and experience that they gained through working at the bank. Preferred selection method employed by BIMB is send in resume and the staffs have positive perception about trainings given and their experience on the job due to the staffs not having any formal training prior to joining the bank. And it is revealed that the perceptions of bankers towards clear and efficient training as well as exposure on the products and services before they are launched are dependent on capability of bankers to solve customer's problems. It is recommended that the banks' management take greater initiative in providing their employees with sufficient training to ensure customer satisfaction, face the challenges and meet the objectives of Malaysian government in positioning Malaysia as an Islamic financial hub in the region. It is hoped that the research will further assess the perceptions of employees in depth.
International Journal of Advanced Research (IJAR), 2019
The Banking sector undergoes a sea level changes with respect to the world?s economic situation irrespective of the economical status of the country. The challenges it faces shapes the way it behaves in the last few decades. The Banks in general have been well taken forward by the Private sector banks which set the destiny of its own compared to the public sector banks. The Reserve Bank of India or Central Banks in many other countries testifies the same the contribution made by them. The reason behind the sea level change or the challenges cannot be handled by Machine, Money or Materials but it is the Men the prime factor would take care of it, meaning they have been updating along with the changes and challenges it faces. The challenges are very similar like, up-gradation in the technology, people?s behavioral change, policy change worldwide, competition and fast changing facts and figures are all the prime contributors for the challenges in the private banking sector. Mumbai is not just one of the states in India where the banks has to function as similar to other places, it I one of the most happening gauged among the top states of cities in the world, therefore the global implication will fall on the Banking players in the state especially private banks, who are considerably fast runners. The challenges have been tackled by the human Resource, named, Employees were provided with the considerable training in two phases, viz., (i) In general and (ii) At a Global standard. The references have considerably contributed to justify and the need for the re-training and re-skilling among the employees of the private banks on all the technical and other areas where the skills to be sharpened. The result of the training well develops the employees professionally along with the organization and the economy as a whole.
A study of Evaluation of Training & Development in Selected Banks of Kolhapur City
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Introduction: *Employee training and development is becoming an increasingly important function of human resource management. It is used by the organisations to facilitate employee's learning of job-related competencies and to gain a competitive advantage in the rapidly changing business world. The role of banks is essentially carried out by the people and therefore it is essential to have a well-trained and motivated staff to manage the banking operations. Success of the banking operations depends upon the people, the employees and the effectiveness of the employee is very much depending on the training input given to the employees. The effectiveness of training is not static, it has to be periodically reviewed, updated and upgraded in tune with demanding situation of the economy, government policy, advancements in Information Technology and expectations of the customers. All the above-mentioned aspects impressed the researcher to study the existing training methods and their...
Performance Enhancement, Training and Development in Banking Sector: A Review Paper
SSRN Electronic Journal, 2017
In the present scenario of economic reforms and emerging challenges the banking industry cannot rule out the importance of training programs. It is through training and skill development that the banks meet out their profitability and productivity. Training has to be initiated as training needs assessment which forms the basis for designing, budgeting and implementing the training program. Refresher training for updating with the latest knowhow is essential even if the targeted employees are the best. The primary goal of the banks for conducting training is to equip the employees to bring about customer satisfaction by addressing the customer needs.
— Rapid progress and the abnormal profits of the private banking sector of India is the hot topic nowadays in India. This study aimed to explore the effect of training and development on employee attitude, turnover intention and job satisfaction of public and private banking sector of India. The employees of different banks of India were selected as sample. Mainly quota and purposive sampling technique were employed for sample selection. The result shows that perceptions on training and development program of the employees of the Indian public banks were rejected; it proves that employees of Indian public banks do not provide a good opportunity and enough training programs. On the other hand, the result shows that perceptions on training and development program of the employees of the Indian private banks were accepted, it proves that private banking sector provides their employees good opportunity and enough training programs. In addition, this study shows that the Indian public-sector banks employees' turnover intention is proportionally higher. But in the other case, Indian private sector banks employees' turnover intentions are quite low.
Graduate skills requirements for effective performance in the banking sector
Business: Theory and Practice, 2016
This paper aimed to explore the graduate skills requirements in the banking sector. In-depth interviews were carried out with twenty-five managers in ten companies in the banking industry in Turkey. The results show that 40 percent of managers thought universities do not provide their graduates with the skills necessary to be successful in their jobs. Soft skills (i.e. communication, interpersonal relationship, and teamwork skills) are particularly sought after, and managers would also like to see more training in analytical thinking skills. Researchers are recommended to study the subject in different counties using quantitative methods. Based on results, bank executives are advised to communicate and collaborate with educators to make sure their needs are known and met. This paper filled the gap in research on the skills the banking sector needs in new graduates.