PowerPoint Presentation

Effectiveness of Officers Training & Study of Functionality of H.R.M of Pune- West Zonal Office, in Bank of Maharashtra.

UNDERTAKEN AT SUBMITTED BY

BANK OF MAHARASHTRA, PUNE NEHA NAGENDRA MOHABEY(PGDM0053/15-HR)

EXTERNAL GUIDE:

C.Mgr. HEMANT DEODHAR - (STC, PUNE).S.Mgr. P.D KALASKAR- (PWZ, BANK OF MAHARASHTRA).

Executive Summary

Industry & Company Profile Sector/Location/Department/Major Player/Vision.

REGULATORY FRAMEWORK: RBI Act, 1934 & Banking Regulation Act, 1949

Project-work consists of two sections :-Section A - Research Project:Talks About.Research Methodology : Research Design- Descriptive Research-Cross Sectional Study. Sampling Design- Disproportionate stratfied Random SamplingSize and Sample Population.Primary data Questionnaire (feedback- Paper & Google Form).Secondary Data Collection from STC, Case Studies, Research papers and training-effectiveness models.Process of Analysis & Interpretation.

Section B Live Project:Talks About.Process

OBJECTIVES :

OBJECTIVES OF THE PROJECT:

To study STC training FUNCTIO undertaken by the Bank of Maharashtra for their employees.To examine the effectiveness of training programs on employees of the organization.To gain on-the job learning and deliver the delegated work on the Reimbursement of allowances and Statutory Contributions.To study Payroll format and HRIS System in Bank of Maharashtra.

ACTION PLAN : Research Project

BASE MODEL :The Kirkpatrick ModelA Tool to check the effectiveness of Training Programs imparted at STC.

Imparted training worth the Cost InvestedReflects the Organizational Culture, Profitability/Safety.

Require Some Time LagSet initial Targets & evaluate the target achieved. Workplace Behavioral Changes.Survey/Observation/Interviews/Self-Appraisals.

Post Training EvaluationDegree to which Training has impacted on employees; Pre & Post Training Methods.

Attitude at the End of SessionExpectations; Content; Presentation Style; Overall Course; Interaction etc.

GIST OF ANALYSIS!Emotional ReactionAchieving Learning Objectives

Behavioral ChangeImpact on Organization

Sr. No.Particulars2013-2014 (in INR)2014-2015 (in INR)Net Profit386 crore451 croreCost of Investment for Training53, 56, 30048, 34, 600ROI(Calculation)ROI = (Net Profit/Cost of Investment)*100=(386cr./5356300)*100= 72064.67 (INR)=(451cr./4834600)*100= 93285.90 (INR)

ROIAdditional Information

ACTION PLAN:Live ProjectTHE PROCESS OF SANCTIONING VARIOUS ALLOWANCESConveyance allowanceMobile/Telephone/Data allowanceNewspaper AllowanceHouse Rent AllowanceMedical AllowanceTraveling Allowance/Transport allowanceCurtain AllowanceFurniture Allowance

ContinueTHE PROCESS FOR SANCTIONING FURNITURE ALLOWANCE:PROCEDURE FOR GIVING BONUS BENEFITS TO EMPLOYEES, BRANCHES OF PWZ:

Some More!!ON-THE-JOB LEARNING INCLUDES-

Maintenance forwarding of hospitality & domiciliary claims of employees.Study the bifurcation of salary slip of the employees of Pune West Zonal Office.Salary updation for PWZ staff and workforce of 70 branches coming under PWZ.Leave recordings and related calculations.Work on HRIS system of the department.

CONCLUSIONS DRAWNSr. No.Kirkpatrick FactorsConclusions DrawnEmotional Reaction26% found session insufficient. Need to make certain changes in Schedule to gain employee satisfaction.Scope of Improvement as majority found design of program Good or Very Good.Influential 13%+ mentioned subject coverage inadequate. NA Category need to be given adequate training.18%+ responded that teaching technique was not interesting and sometimes not active interaction takes place.Require to induce better Teaching Technique (mono-act) etc.Generally use Bilingual language but 39.71% wants training in English Language.Overall: Very Effective Achieving Learning Objectives5.88% found training unproductive. Rate training for helping in achieving targets- 42% rated 51-75%.None registered himself decline in their PRE AND POST TEST Performance. Majority have met Moderate Changescope for Drastic.Overall: Effective Behavioral Change1.5%- disagreed with given statement about improvement. Need to focus on employees who are stagnated at rating Neutral.80% employees looking for certain training to get help at workplace.52%+ looking for external institutional training.(RBI/FEDAI)Majority of PWZ branches: able to achieve the given targets.Overall: Effective Impact on Organization60% says training needs were discussed and incorporated BUT 27% disagreed on the same.Feedback culture is adopted signify effort of making training effective.18% mentioned STC dont work on feedback collected. 75% mentioned about it positively.Overall: Very Effective ROI22% rise in ROI from 2013 to 2015.Overall: Effective

SUGGESTIONSSr. No.Suggestions and perception of workforce of this organization towards Training Programs.Particular Factors Respective SuggestionsPedagogyCase Studies & GDs:Include case studies happened in this organization to avoid fraud.More Case Studies and Group Discussions.Case Study benefits for the real time experience.Teaching-Technique:Innovation in teaching methods is required.ContentGive complete and detailed knowledge on bank products, Stepwise processes for concerned working.Start from basics.Must match with the market trend.Include more technical aspects as persuasive subjects were covered.Practical/TheoreticalMore practical approach as compare to theoretical sessions is required.Individual should be allowed to do whatever is taught in class practically on their system.For Specific Training Program(s)Relationship Managers - More focus on Marketing Strategies and skills e.g. How to break the market rather discussing products and services. NPA Mgt. and TDS Related Issues - More sessions should be included to schedule.Time/No. of SessionsSufficient time should be allotted for analytical based sessions and those with wide subject coverage.Sessions should be short and productive rather than long and boring.More days of training but less per day hours to train.Industrial VisitMore industrial visits must be arranged.Frequency of Training ProgramsMore External Training should be deployed.More training is required to be given to new officers.FacultyMore internal faculty with innovation in teaching is needed.Experts from different banks should be called to share experience.External professionals may be called for imparting training on specific topics.TNANeed based Training of corporate & employees must be given.Training Program should be designed considering trainees expectations.Requirement of trainees must be considered before beginning the sessions.InfrastructureResidential Automation needs improvement or residential arrangement choice should be given to candidates.

Sr. No.Suggestions and perception of workforce of this organization towards Training Programs.Particular Factors Respective SuggestionsCost-CuttingVideo conferencing can be organized to save hotel and other costs. It would help to train more employees with low cost, save time and to deal with distance limitations.CompulsionTraining should be made compulsory.OtherThere should have dialogue with the participants after training gets completed.ComplaintsNot given training since joined to company.Not imparted training for a long time of working in this organization.Have not got training since last 5 years.AppreciationIt was already very fruitful.Praised for educating the employees.Everything was covered, good topic, interactive and knowledgeable faculties.Training was very beneficial.Training was quite good and up to date.Efforts of training staff were very good.STC always conduct useful workshop for officers.

Fig.Tabulation of Suggestions of trainees/employees for making training more fruitful.

AchievementSection (A) - Research Project:

Key Findings are counted helpful in drawing certain conclusions by STC, Pune for its workforce.

Accomplished the motive of carrying research using the Kirkpatrick Model, covering employees of all the 35 zones of Bank of Maharashtra, all over India.

Appreciation from the Chief Manager of STC, Pune for the analysis done for this research.Section (B) - Live Project:

Sanctioned Reimbursement of all the allowances & contributions like Bonus and Increments of 70 branches coming under PWZ & its staff as well.

Achieved access & Opportunity to work on HRIS of the department for salary updation, payment process and other relevant task under the supervision of the internal mentor.

Gained praise and satisfaction of my internal guide and employees of PWZ for my work and clearing seven months of backlog of the office.

Thank You!!