A Study of General Perceptions of Skills of New Recruits in Banks (original) (raw)

Abstract

— This report investigates the perception of people about general banking skills, using a survey administered to academicians, banking professionals and corporate executives in and around Pune. The researcher attempts to gain a better understanding of the levels and types of skills possessed by banking professionals at the entry level. We can then analyze the gap of the skills in banking sector and suggest ways and means to improve the existing skill gaps. It has been found that the training programs that can be slated to give the highest customer care as well as create pathways to realize career goals. Our findings prove that there is a perceived skill gap in the new recruits of the banks. There is a scope for further improvement of the banking professional skills. As such the skill development training programmes can be designed and implemented.

Figures (5)

“gene Inference: 34.48% respondents were in the age bracket of 20 - 30 years, 27.59% respondents were in the age bracket of 31 - 40 years, 29.31% respondents were in the age bracket of 41 - 50 years, 8.62% respondents were in the age bracket of More than 50 years. The respondents think that there is scope for improvement in the skillset of bank officials/new recruits and hence training & development programmes should be designed & implemented to reduce/eliminate the existing skill gaps.

“gene Inference: 34.48% respondents were in the age bracket of 20 - 30 years, 27.59% respondents were in the age bracket of 31 - 40 years, 29.31% respondents were in the age bracket of 41 - 50 years, 8.62% respondents were in the age bracket of More than 50 years. The respondents think that there is scope for improvement in the skillset of bank officials/new recruits and hence training & development programmes should be designed & implemented to reduce/eliminate the existing skill gaps.

A. Profile of Respondents:

A. Profile of Respondents:

a Inference: 26.32%of the respondents were having work experience in the range of 10 -15 years, 10.53% of the respondents were having work experience in the range of 15 - 20 years, 12.28% of therespondents were having work experience in the range of 2 - 5 years,10.53%of the respondents were having work experience in the range of 5 - 10 years,22.81% of the respondents had Less than 2 years of experience, 17.54% of the respondents had More than 20 years of experience. Inference: 50.88% of the respondents were Academicians, 15.79% of the respondents were Bankers, 1.75% of the respondents were Government Employees, 26.32% of the respondents were Private Employees, and 5.26% of the respondents were Self Employed

a Inference: 26.32%of the respondents were having work experience in the range of 10 -15 years, 10.53% of the respondents were having work experience in the range of 15 - 20 years, 12.28% of therespondents were having work experience in the range of 2 - 5 years,10.53%of the respondents were having work experience in the range of 5 - 10 years,22.81% of the respondents had Less than 2 years of experience, 17.54% of the respondents had More than 20 years of experience. Inference: 50.88% of the respondents were Academicians, 15.79% of the respondents were Bankers, 1.75% of the respondents were Government Employees, 26.32% of the respondents were Private Employees, and 5.26% of the respondents were Self Employed

P value is 3.48E-08 < 0.05=0, and so we reject the null hypothesis (HO= All the skill-sets have equal weightage), and conclude that there is a significant difference in the skillsets (Mean is not equal) F Crit. Value 1.56542 < F Value 3.71 hence we will reject the null hypothesis.

P value is 3.48E-08 < 0.05=0, and so we reject the null hypothesis (HO= All the skill-sets have equal weightage), and conclude that there is a significant difference in the skillsets (Mean is not equal) F Crit. Value 1.56542 < F Value 3.71 hence we will reject the null hypothesis.

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