Annexures and References - INFLIBNETshodhganga.inflibnet.ac.in/bitstream/10603/39921/14/14_annexures and references.pdfAnnexures and References. THE BUSINESS SCHOOL UNIVERSITY OF KASHMIR

Annexures and References

THE BUSINESS SCHOOL UNIVERSITY OF KASHMIR(NAAC Accredited ‘A’) SRINAGAR-190006

PhD Project On

A Study of Training and Development Programmes and its Impact on Employee Satisfaction in theBanking Sector

ByNaila Khanday

Under the Supervision of Dr. S.A Mufeed

Professor

Sir/Madam,This is to inform you that I am pursuing Doctor o f Philosophy (PhD) Programme in The

Business School, University o f Kashmir, under the supervision of Prof (Dr) S. A. Mufeed, Professor Department o f Management Studies, University o f Kashmir, on the topic entitled “A study of Training and Development Programmes and its Impact on Employee Satisfaction In the Banking Sector” .

In this regard, I seek your co-operation for the completion of this research project. You are requested to fill the enclosed questionnaire aimed to access the measures taken by your organization with regard to training and development programmes. The same may kindly be returned to the U/s at the earliest. >

We assure you that the information provided by you will be strictly used for academic purposes and shall be kept confidential.

Thanking you in anticipation,Yours faithfully

Naila Khanday (Research Scholar)

Mobile No: 9419088022 e-mail:[email protected]

Instructions: Read the following statem ents carefully and indicate by tick m ark (V), in the appropriate box using under m entioned scale scores that relate to extent to w hich you feel that your bank provides it.

Scale: 0 = Not at all True.1 = Somewhat T rue.2 = True.3 = True to Great Extent. 4 = Very True.

SECTION -A.S. N o S tatem en ts R a tings

1. Training Policies and Objectives1.1 O u r b an k h as c lea r and tran sp aren t T ra in in g an d D ev elo p m en t Policy . 0 1 2 3 4 1

1.2 E ach T ra in in g an d D ev elo p m en t p ro g ram m e o f ou r b an k carries w ell d e fin ed o b jec tives. 0 1 2 3 4 1

1.3 T ra in in g p o lic ies o f ou r b an k focus on overall d ev e lo p m en t o f em ployees. 0 1 2 3 4 1

1.4 T ra in in g po licy is rev ised as p er the req u irem en ts o f the b an k in g industry . 0 1 2 3 4

1.5 T ra in in g is req u ired by em p lov ees o f ou r bank for im p ro v in g organ iza tional effec tiven ess. 0 1 2 3 4 1

2. Induction Training1.1 M u ch im p o rtan ce is g iv en to induction tra in in g by o u r bank . 0 1 2 3 4 1

1.2 T he in d u ctio n tra in in g p ro g ram m es o f ou r b an k are w ell p lanned .o 1 2 3 4

1.3 Ind u c tio n tra in in g p rogram m es o f o u r bank are o f su ffic ien t duration .o 1 2 3 4>1.4 Ind u c tio n tra in in g o f ou r b an k p rov ides an ex ce llen t o pportun ity for

n ew recru its to learn m uch abou t th e o rganiza tion .

1.5 N o rm s an d va lu es a re clearly ex p la in ed to th e n ew em ployees du ring theinduction train ing .

o 1 2 3 4

o 1 2 3 4

1.6 S en io r o ffice rs take m uch in terest an d spend enough tim e w ith th e new s ta f f d u rin g th e induction tra in ing . 0 1 2 3 4

3. Technical and Behavioral Training programmes3.1 O u r b an k p ro v id es su ffic ien t nu m b er o f tra in in g p ro g ram m es for develop ing

tech n ica l an d behav io ra l sk ills am o n g its em ployees.0 1 1 2

■■> i J 4

3.2 E m p lo y ees acq u ire tech n ica l k n ow ledge an d sk ills by tra in in g p rogram m es Im p arted by o u r bank . 0 1 1 2 3 I 4

3.3 T h e tra in in g an d d ev e lo p m en t p ro g ram m es im p arted by o u r bank m ake us C ap ab le o f ta k in g h ig h er responsib ilities. 0 1 1 1 2 1 3 1 4

3.4 E m p lo y ees are also ex p o sed to P ersonality D ev elo p m en t m o d u les d ev ised by o u r b ank .

3.5 H u m an re la tio n co m p e ten c ies are also d ev e lo p ed by ou r bank.

3.6 T h e b an k ta k e s ca re o f ou r ca reer and p ro m otion needs.

4 Training Needs Identification

4.1 T ra in in g an d D ev elo p m en t P rogram m ers are co n d u cted on the basis o f needso f an em p loy ee .

4 .2 P erfo rm an ce A ppraisa l is u sed fo r tak in g perso n n el d ec ision like tra in in g and d ev e lo p m en t in our bank.

4.3 P resen t P e rfo rm an ce A ppraisa l in o u r bank is helpfu l in iden tify ing em ployee T ra in in g an d d ev e lo p m en t needs.

4 .4 T ra in in g an d D ev elo p m en t p ro g ram m es are im p arted on th e basis o f req u irem en ts o f th e b an k also .

4.5 T he v is io n o f th e b an k is k ep t in m in d w hile d esign ing a tra in in g and d ev e lo p m en t p ro g ra m m e .

4 .6 O ur b an k im p arts tra in in g on the basis o f req u irem en ts o f a p articu lar task .

4.7 T ra in in g is req u ired by em p loy ees in our b an k to help th em in develop ing flex ib le an d ad o p tiv e responses.

5 Training Methods / Process5.1 A p erso n learn s h is jo b sim ply by w atch in g o thers do ing it, cop ies it and seeks

h e lp from h is su p erio r w h en ev er n eed ed to han d le jo b p roperly (on the jo b )

5.2 S im u la tion m eth o d s are u sed by o u r b an k to develop hu m an relation com p eten c ies .

>5.3 M o st o f the tra in in g an d dev e lo p m en t m ethods a re based on lectu re m ethods.

5 .4 B ra in s to rm in g sessions are h e ld for g enera tion o f ideas an d for p rob lem so lv ing .

5.5 S em inars, C o n feren ces are reg u larly h e ld by ou r bank to keep us ab reast w ith la test b an k in g tren d s w h ere in exchange o f in fo rm atio n on som e im portan t m atters tak es p lace p a r tic ip a n ts learn from each o th er .

5.6 S en io r lin e m an g ers o f ou r b an k help their ju n io rs fo r th e ir developm ent.

Dl

0 1 2 3 4

o5.7 E m p lo y ees o f th e bank are spo n so red for adv an ced m an ag em ent courses in repu ted

Ins titu te s o f Ind ia / F o reign countries. 05.8 S u ffic ien t tim e is d ed icated for a particu lar in ho u se tra in ing course.

2 3 4

2 3

2 3

2 3

2 3 4

2 3 4

2 3 4

0 1 2 3 I 4

2 3 4

2 3 4

2 3 4

2 3 4

2 3 4

2 3 4

5.9 W hich o f th e fo llo w in g m ethods you feel are helpfu l in te rm s o f k n ow ledge acqu isition an d p ro b lem so lv in g sk ills? G ive ra tin g s as p e r your p references.

C ase S tudy

Knowledge acquisition0 1 2 3 4

Problem solving0 1 2 3 4

2. C o n feren ce 0 1 2 ] 3 4 0 1 2 3 4

3. L ectu re0 1 2 3 4 0 1 2 3 4

4. B u sin ess G am es0 1 2 3 4 0 1 2 3 4

5. P resen ta tio n0 1 2 3 1 4 0 1 2 3 4

6. M o v ie F ilm s

7. R o le P lay in g

0 1 2 3 4 0 1 2 3 4

0 1 2 ■yJ 4 Io 1 2 | 3 | 4

8. Panel D iscu ssio n j 0 | 1 1 2 [ 3 4

9. S en sitiv ity T ra in in g

0 1 2 3 4

0 2 3 4 0 1 | 2 3 4

6. Training Evaluation/ Effectiveness6.1 O u r b an k h as w ell d efin ed tra in in g an d m onitosing system .

6.2 T h ere is a p ro p e r tim e o f p lan n in g fo r a tra in in g program m e.

6.3 M o d ern tra in in g / teach in g a ids , aud io visual a re used du ring tra in ing andd ev e lo p m en t p ro gram m es.

6 .4 T ra in in g an d D ev elo p m en t p ro g ram m es h ave m ore practical o rien tation .

6.5 E x ternal T ra in in g and d ev e lo p m en t p ro g ram m es are co n d u cted in th e rep u tedqu ality institu tions.

6 .6 T ra in in g p ro g ram m es are reg u larly up d ated an d eva luated .

6.7 E m p lo y ees feel substantial change in b eh av io r a fter g etting exposed to tra in ingp ro g ram m es.

6.8 T h ere is en o u g h fie ld ap p licab ility o f tra in in g an d d ev e lo p m en t p rogram m es.

6 .9 P re te s t an d p o st te s t ana lysis o f tra in in g an d d ev e lo p m en t p ro g ram m es is co n d u c ted regu larly .

0 1

0 1 2 3 4

0 1 2 3 4

0 1 2 3 4

0 1 2 3 4

0 | 1 2 3 4

0 1 2 3 4

0 1 2 3 4

6.10 A rran g em en ts a re m ad e to ensure com fo rt o f tra in ees du ring tra in ing p ro g ram m e.

7. Employee Satisfaction with Training and Development programmes7.1 O ur b an k co n d u cts em p loy ee satisfaction su rveys v ery often .

7.2 O ur b an k p ro v id es tra in in g an d d ev elopm en t m o du les pur excellence.

7.3 D ev elo p m en ta l career need s are ju s tifie d by the ex is tin g tra in in g and d ev e lo p m en t system o f o u r the bank.

7.4 E steem / reco g n ition needs o f an em ployee are taken ca re o f by th e ex isting T ra in in g an d d ev e lo p m en t p rogram m es.

7.5 M o n eta ry b en e fits a re enhanced due to tra in in g and d ev e lo p m en t p rogram m es.

7.6 T ra in in g an d D ev elo p m en t P rogram m es im p arted by o u r b an k im prove the q u ality o f w o rk life.

7.7 1 am sa tisfied w ith overall perfo rm an ce o f tra in in g an d deve lopm ent p ro g ram m es o f o u r bank.

0 1 1 2 3 4

0 1 2 3 4

0 1 1 2 3 | 4

0 1 2 3 4

O i l I 2 3 4

0 1 | 2 | 3 | 4

SECTION BAny suggestions for future improvements in Training and Development Function

N ote: In case yo u n eed m o re space, the back side o f th is p ag e can b e u tilized or a new p ag e can be a ttach ed p lease.

SECTION C PERSONAL DATA

N am e (o p t io n a l)________________________M / F ......................................... D e s ig n a tio n :___Q u a lif ic a tio n :__________________________O ffic ia l A d d re s s :_________________________A g e :__________________________________ W ork ing E x p e rie n c e :_____________________E x p erien ce w ith p resen t B ank_____________________________________________________L ocation o f the B a n k :____________________________________________________________H ierarchy L evel (p lease tick m ark) M a n a g e r ia l.................................—N on M anagerial

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