Training needs assessment by TBL
1) Bank’s need assessment
To perform its organizational needs analysis, the band examines its proposed training projects with respect to the bank’s goals, objectives, and strategies. The following things are considered to assess the training needs of the Bank –
a) Whether the corporate culture will support the training and development programs align with and support the mission, goals and strategies of the bank
b) Whether the top management fully support the training program
c) Whether the training programs affect negatively other areas.
d) Whether the cost of the training program is within budget.
2) Task needs assessment
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Human resource plan
o. Safety plan
p. Standard of conduct
q. Compliance procedure
r. Future training program
s. Compensation structure
t. Transfer procedure
u. Career development facility
v. Medical plan
w. Retirement plan
x. Disability compensation
y. Termination procedure
After giving the above ideas to the employees then they are taught the operations of trust bank. They are taught jobs of all departments but emphasis is given on fundamental issues of banking and banking company Act and Audit compliance. The employees are taught about the operations of the following departments:
a. Credit Department
b. Retail Department
c. Financial control and accounts Department (FCAD)
d. Foreign Department
e. Cash Department
f. Accounts opening Department
g. Clearing Department
h. Fixed deposit rate (FDR) Department
As the functions of foreign exchange are very complex, it is taught at the last. The time to provide training on this Department is normally long. The bank uses Flora Bank Server Computer of its function, so it is taught well by the trainers.
The duration of foundation training is 15 days to 1 month. Normally, top executives provide the foundation training. But sometimes specialists are hired for this purpose.
2. Refresher Training and Course:
This training is provided to the current employees. This training is provided for 1 week. It is provided in case of three situations-
a) When new issues are introduced in the bank for example introduction of ATM booth.
b) When Bangladesh Bank asks for some new rule compliance, for example- scheduled Bank statement (SBS) by BD Bank.
c) When the top executives think the current employees should be trained. For example- when customer complaint increases the Bank may think for advanced training to new employees.
3. Training course:
After the foundation training new employees are given another training named advanced foundation training course. Its duration is 3 weeks normally. The topics of the training are determined based on training needs and areas of weak performance of the new employees.
4. Advanced training course:
Advanced training is provided current employees on specialized issue of a department. This training is provided to increase specialized knowledge of employees. Because it is not always possible to provide training properly and in a vast scope on specific department as every department covers vast issues of banking. Its duration is normally One week.
Objectives of Training and Development
Objective training and development may be manifold. The objectives may be form employee’s manager’s side or from the organization side. What even may be the sources of objectives; following points may highlight the same:
1. To induce new employees
2. To gain knowledge on new method
3. To obtain knowledge on company policy
4. T earn knowledge on customer...