1.

1 SIGNIFICANCE OF STUDY

1. Skills
2. Education
3. Development
4. Ethics
5. Attitudinal Changes
6. Decisions Making
7. Problem solving skills

 SIGNIFICANCE OF TRAINING
Training help remove performance deficiencies in employees. This is particularly true
when- (i) the deficiency is caused by a lack of ability rather than a lack of motivation
to perform, (ii) the individual(s) involved have the aptitude and motivation need to
learn to do the job better, and (iii) supervisors and peers are supportive of the desired
behaviors.
There is greater stability, flexibility, and capacity for growth in an organisation.
Training contributes to employee stability in at least two ways. Employees become
efficient after undergoing training. Efficient employees contribute to the growth of the
organisation. Growth renders stability to the workforce. Further trained employees
tend to stay with the organisation. They seldom leave the company. Training makes
the employees versatile in operations. All rounder can be transferred to any job.
Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in
increase profit from year to year.
Accidents, scrap and damage to machinery and equipment can be avoided or
minimised through training. Even dissatisfaction, complaints, absenteeism, and
turnover can be reduced if employees are trained well.

 TRAINING NEEDS ASSESSMENT:

Needs assessment occurs at two levels - group and individual. an individual obviously
needs training when his or her performance falls short of standards, that is, when there
is performance deficiency. Inadequacy in performance may be due to lack of skill or
knowledge or any other problem. the problem of performance deficiency caused by
absene of skills or knowledge can be remedied by training.

1
Assessment of training needs must also focus on anticipated skills of an employees.
Technology changes fast and new technology demands new skills. It is necessary that
the employee be trained to acquire new skills. This will help him/ her to progress in
his or her career path. Training and development is essential to prepare the employee
to handle more challenging task.

Performance
Deficiency

Lack of Skill or Other

knowledge Causes

Training Non - training

Measures

1.2 OBJECTIVE OF THE STUDY

As we know that human resources are the primary capital and all other tangible assets
are as secondary. In the words of Henery Ford " Take away my building, Machinery
but leave my people with me, I would become Henery Ford again" Human resources

2
is set to become a part of balance sheet of any organisation. therefore an organization
grows if its people also grow. But as after appointment, the employees are like raw
materials which need to be handled very carefully. Then the next phase of the
personnel programme is to impart necessary training to them to make them fully fit
for the jobs they are supposed to handle. In modern organisation the need for training
of employees is also widely recognized so as to keep the employees in touch with the
new technological developments.
Every organization must have a systematic training programme for the growth and
development of the employees. Normally training is used with regard to teaching
specific skills.

The main objectives of the study are:-

 To study that training imparts new skills among the employees of Indian
Public Sector banks.
 To study the impact of training to improve overall performance of
organization.
 To study the effectiveness of training to increase the equality of knowledge in
doing specific jobs.
 To study the attitude brought about by training towards fellow employees
superiors and supervisors.
Indian Public sector banks. Constitutes the largest banking system in India compared
to private and Foreign Bank .The human resource is the most important element for
the progress of banking. With the changing times and technology banks would
require employees with the special skills set in the area of risk management treasury
economics, human resource management, customer relationship and IT services

1.3 LITERATURE REVIEW

The next phase after the fundamental principle of human resource management is to
treat people as valuable assets which never depreciate, new employees is to give
them necessary training to make them perform resource rather then a mere facture of
3
production. their jobs they are supposed appointment of is the most important element
for the progress of an organization handle. According. The to to Edwin B.Fillipo's
definition given The human
in T.N. Chabra's human resource management, concepts and doing issues is "Training
is the act of increasing the knowledge and skills of an employees for a particular job.
" It is obvious that training is basically meant to improve the knowledge and skill
level on a regular period of time as per the need of the our.
According to another definition of training and development given in K.Aswathappa's
Human resource management and personnel management is - "it is any attempt to
improve current or future employee prformance by increasing an employee's ability to
perform through learning usually by chaneging the employee's attitude or increasing
skills and knowledge. The need for training and development is determined by
employee's performance deficiency.
Training and development need = Standard performance- Actual performance.
Therefore, it can be said that the need of the training arises whenever there is
deficiency in performance of an employees during their jobs in any organization.
Training is a continuous process and has to be part of essential strategy of an
organization.
Every organization should concern with acquiring services of people, develop their
skills, motivate them to the highest level of performance and ensuring that they
continue to maintain their commitment to the organization. This level will be
achieved only when right type of training imparted to the employee who are building
material of the walls of organisation. Training is an organised activity for increasing
the knowledge and skills of people for a definite purpose. Thus, it enables the
employees to get acquainted with jobs and also increase their aptitude, skill and
knowledge:
The training bring about positive changes in (I) Knowledge (II) skills (III) attitude of
employees. (IV) Decision making and problems solving skills (V) Morale of the
employees (VI) Ethics (VII) Education (VIII) Development HLL has designed a
training programme consisting of enhancing, Decision Making and problem solving
skills. Which is basically meant for potential managers, supervisor and professionals.
Education also forms an important aspect of training activity which teaches
theoretical concepts and develops a sense of reasoning and judgement. Chief
Executive Officer's (CEOs) are known to attend refresher course's conducted by

4
business schools. The late Manu chabria, CMD of Shaw Wallace, took an urgent a
two month programme at the Harvard Business school.
Therefore, It is training and the development system of an organisation so as to ensure
the growth of employees, resulting the growth of organisation ultimately. need for
strengthening

1.4 FOCUS OF STUDY

TYPES OF TRAINING

5
On the basis of purpose , several types of training programmes are offered to the
employees.

1.Induction or Orientation Training.

Induction is concerned with introducing or orienting a new employee to the
organisation and its procedures, rules and regulations. When a new employee reports
for work, he must be helped to get acquainted with the work environment and fellow
employees. It is better to gives him a friendly welcome when he joins the
organisation, get him introduced to the organisation and help him to get a general
idea bout the rules and regulations, working conditions, etc. of the organisation.

2.Job Training.
Job training relates to specific job which the worker has to handle. It gives
information about machines, process of production, instructions to be followed,
methods to be used and so on, It develops skills and confidence among the workers
and enables them to perform the job efficiently.

3.Apprenticeship Training.
Apprenticeship training programme tends more towards education than merely on the
vocational training. Under this, both knowledge and skills in doing a job or a series of
related jobs are involved. The governments of various countries have passed laws,
which make it obligatory on certain classed of employers to provide apprenticeship
training to the young people. The usual apprenticeship programmes combine on the
job training and experience with class- room instructions in particular subjects.

4.Internship Training
Under this method, the educational or vocational institute enters into arrangement
with an industrial enterprise for providing practical knowledge to it students.
Internship training is usually, meant for such vocations where advanced theoretical
knowledge is to be backed up by practical experience on the job. For instance,
engineering students are sent to be industrial enterprise for gaining practical work
experience and medical students are sent to be hospitals to get practical knowledge.

5.Refresher Training or retraining

6
As the name implies, the refresher training is meant for the old employees of the
enterprise. The basic purpose of refresher training is to acquaint the existing
workforce with the latest methods of performing their jobs and improve their
efficiency further. In the words of Dale Yoder, " Retraining programmes are designed
to avoid personnel obsolescence." The skills with the existing employees become
obsolete because of technological changes and because of the tendency of human
beings to forget.

6.Training for promotion.

The talented employees any be given adequate training to make them eligible for
promotion to higher jobs in the organisation. Promotion of an employee means a
significant charge in his responsibilities and duties. Therefore, it is essential that he in
provided sufficient training to learn new skills to perform his new duties efficiently.
The purpose of training for promotion is to develop the existing employees to make
them fit for undertaking higher job responsibilities

1.5 CONCEPLULIZATION

INTRODUCTION OF TRAINING

A manager get results though the other people. His effectiveness will have greater
impact if and only if the employees working under him are properly trained. He will
7
be able to meet the goals of the organization with in stipulated time frame with the
properly trained work force. According to Edwin B. Filippo " Training is the act of
increasing the knowledge and skills often employee for a particular job".
Any training programme should attempt to bring about positive change in:-
1. Knowledge
2. Skills
3. Attitudes of the employees
Training is also defined as the attempt to improve current or future employee
performance by increasing an employee's ability to perform through learning, usually
by changing the employee's attitude or increasing his to her skills and knowledge.
The need for training and development is determined by the employee's performance
deficiency, computer as follows:

Training and development need = Standard performance - Actual performance.

Further, training makes newly appointed employee fully productive in the minimum
of time. Training is also necessary for the old employees whenever new machines
and equipments are introduced. Therefore it can be said that training is the
continuous process. The success of an organisation ultimately depends on how
effectively the managers are able to train their subordinates. With the trained man
power they are able to face all the challenges. Therefore it can be said that the
purpose of the training is to bring bout improvement in the performance of the work.

2.1ORGANISATION PROFILE

8
Banking is a Service Industry and delivers its Service across the counter to the ultimate
customer. It is one of the basic instruments of economic growth. It Constitutes the central
artery for all economic activities. Banking activities are Infact considered so vital for economic
development of any country that any change in its process is deemed to have repercussions on
the countries growth.
Banking is defined in Section 5(b) of the banking Regulation Act 1949 as the acceptance of
deposits of money from the public for the purpose of lending or investment. Thus traditional
functions of a bank are limited to accepting deposits and lending those funds to the needy.

Indian Public Sector Banks are known for:-

 The reliability and Credibility
 Greater Customer Base Compared
to the private and Foreign Banks
 Greater Customer Satisfaction by
providing better service.
 Round the Clock Baking
 To give best value of the

customers money.

9
 2.2 COMMERCIAL BANKS

Commercial banks are the single most important source of intuitional credit in India.
A bank is an institution that accepts of money from the public, withdrawable by
cheque and used for lending.
Two essential functions which make a financial intuition a bank - I acceptance of
chequable deposits (of money) from the public and II. Lending.

Three things about deposits are noteworthy:

a) Deposits of money.
b) Deposits are accepted from public at large.
c) Deposits are repayable on demand and withdrawable by cheque.
As bank (under the banking Regulation Act, 1949) is not allowed to carry on any
business of its own (other than that of banking), the word lending is used here broadly
to include both direct lending to borrowers and indirect lending through investment in
open market securities.

DEVELOPMENT OF 'COMMERCIAL BANKING

The first commercial bank was set up in Calcutta in the year 1770. It was called
Hindustan bank. Modern commercial banking begins with the setting up of the first
Presidency bank, the Bank of Bengal, in 1806 in Calcutta.
Two other Presidency banks were set up in Bombay and Madras in 1840 and 1843
respectively.
Between 1906 and 1913, a large number of banks got established like a bank of India,
Central Bank of India, Bank of Baroda, Canara Bank, Bank of Mysore.
In 1921 all the presidency banks were merged to form Imperial Bank of India, which
is nationalised as ' State bank of India in 1955.
Also in 1865 Allahabad Bank and in 1894 Punjab National Bank were established.
Before Independence number of banks in India in India were 640 out of which 96
banks were listed and remaining were not listed.
Reserve Bank of India was established in First April 1935 under the Reserve Bank of
India Act 1934. Reserve Bank of India is the central bank of India, which controls a
fiscal and monetary policies of the country. Being the supreme bank it takes the
responsibilities of controlling fiscal, monetary policies and inspection of all the
nationalized bank.

10
 2.3 NATIONALIZATIONS OF BANKS

● First to be nationalised was RBI on 1 January 1949.

● Nationalization of Imperial Bank Of India and its conversion to state Bank of
India in July 1955.
● Conversion of 8 major State - associated banks into subsidiary banks of SBI
in 1959.
● Nationalization of 14 other Indian scheduled banks in July 1969.
● Nationalization of 6 more bank in April 1980.
● Indian bank merged into Punjab National Bank in 1995.
● At present, there are 27 commercial banks in public sector.
● Out of these 19 banks are nationalised.
● There are 297 scheduled banks (including foreign banks and one non- scheduled
bank at the end of the year of 2006.

2.4 THE PRINCIPAL OBJECTIVE OF THE NATIONALIZATION

● To eliminate concentration of economic power in a few hands.

● To diversify the flow of bank credit towards priority sectors consisting

ofagriculture and allied activities,small scale industries and small business,

● To foster a new class of entrepreneurs so as to create, sustain and accelerate

economic growth.

● To professionalze banks managements.

● To impart adequate training as also reasonable terms of service to banks staff

● To extend banking facilities to unbanked rural area.

11
 2.5 RESERVE BANK OF INDIA

INTRODUCTION

● It is the apex institution of country's monetary system and financial system.

● It plays a leading role in organising, running, supervising,regulating and
developing the monetary and financial system. The design and conduct of the
monetary and credit policy are its special responsibility.
● It was established on April 1, 1935 under the Reserve Bank of India Act 1934.
● Initially, it was constituted as a private shareholders' n bank with a fully paid- up
share capital of Rs. 5 crores.
● It was nationalised on January 1, 1949.
● The executive head of the bank is called Governor who is assisted by deputy
governors and other officers.
● It has a central board of directors, supplemented by four local boards at Delhi,
Kolkata, Chennai and Mumbai for four regional areas: northern eastern,
southern and western respectively.
● Its head office is at Mumbai.
● The Governor of RBI is Raghuram Rajan. There are 4 Deputy Governors, Deputy
Governor H R Khan, Dr Urjit Patel, R Gandhi and S S MUNDRA. Dr. Urjit
Patel became Deputy Governor in January 2013. One of the four Deputy
Governors is traditionally from RBI ranks, and is selected from the Bank's
Executive Directors. 
● The Reserve Bank of India has four regional representations: North in New Delhi,
South in Chennai, East in Kolkata and West in Mumbai. The representations
are formed by five members, appointed for four years by the central
government and serve—beside the advice of the Central Board of Directors—
as a forum for regional banks and to deal with delegated tasks from the central
board.[30] The institution has 22 regional offices.

12
 2.6 FUNCTIONS OF RBI

As Currency authority

The RBI is the sole authority for the issue of currency other than one- rupee notes and

conis and small coins which are issued by Government of India.

There are two separate departments. The Issue Department and the banking

Department.

As Banker to government (Centre as well as states).It transacts all banking business of

the government. In return, the governments keep their cash balance on current account

deposit with the RBI.It provides short-term credit to the government.The central

government is empowered to borrow through Treasury bill any amount it likes from

the RBI.Thus the Central government is the ultimate monetary authority of the

country.

As Banker's bank and supervisor

The RBI holds a part of the cash reserves of banks,lends them funds for short

periods,and provides them with centralised clearing and cheap and quick remittance

facilities. the RBI is authorised statutorily to require scheduled commercial banks to

deposit with it a stipulated ratio ( lying between 3% and 15% ) of their net total

liabilities. The ration is called cash Reserve Ratio (CRR).The pool of bank reserves

with the RBI does serve as the common fund out of which the RBI can and does

make advance to banks in temporary need of funds.The RBI is supposed to function

as only the'lender of last resort.'

13
 2.7 CLASSIFICATION OF BANKS

Broadly, commercial banks can be divided into two groups:

a. Scheduled Banks
b. Non- scheduled Banks.

a)Scheduled Banks: The bank which is included in the second schedule of RBI, act,
1934. The bank included in this list should fulfill two conditions;
1. The paid up capital and collected funds of bank should not be less than Rs. 5 lakh.
2. Any activity of bank will not adversely effect the interest of depositors.

Every scheduled bank enjoys following facilities:

i) It becomes eligible for obtaining debts/ loans on bank
rate from RBI.
ii) It automatically acquires the membership of clearing
house.
iii) It get the facility of rediscount of first class exchange bills
from RBI.
b) Non- scheduled Banks: The bank which is not included in the list of
scheduled banks is called non- scheduled bank. It has to follow CRR conditions.
However, it can keep these funds with itself as no compulsion has been made to
deposit CRR funds with RBI. It is not eligible for having loans from RBI for meeting
their day- to day activities abut under emergency conditions it can be granted loans by
RBI.

RECLASSIFICATION OF COMMERCIAL BANKS.

Commercial Banks

Indian Banks Foreign Banks

Public Sector Banks Private Sector Banks

14
 2.8 INTRODUCTION TO STATE BANK OF INDIA

The Birth of State bank of India took in the form of bank of Calcutta on June 1806 .
IN 1921 two presidency banks namely bank of Madras ( 1843) and Bank of Bombay
(1840) were amalgamated to Imperial Bank of India . On 1 July 1955, it has been
converted to state bank of India by passing a bill in parliament.
At present state bank of India has 13,684 Breaches and 7928 ATMs in Different parts
of cities and village allover the India.
It is the largest commercial bank of country with a yearly net profit of one billion
dollar.
There are seven associates bank which are supporting state bank of India. These
Associates banks are as follows:-
1. State Bank of Bikaner & Jaipur
2. State Bank of Hyderabad.
3. State Bank of Indore.
4. State Bank of Maisore.
5. State Bank of Saurashtra.
6. State Bank of Patiala
7. State Bank of Travancore.
According to the changing in Indian economy and demand of market it has re-
organised it self :-
8. 1972 establishment of Merchant Banking Division
9. 1986 Establishment of State Bank of India cap
10. 1987 Establishment of SBI Mutual Funds.
IN the decade of Ninety SBI has launched its first ATM. Today SBI With its
Associate banks is the largest provider of ATM. It has started bancassurance with
global partner Cardit S.A. State bank of India Established first branch aboard in
Colmbo in 1867 and this branch was established by bank of Madras. There are
branches of SBI in Dhaka and Male and also has branches in west Asia , Europe ,
North America, Singapore , Honkong , Shangai , Tokyo, Osaka, Manila & Sidney .

15
India Millennium deposited launched in year 2000 by SBI was a hit as NRI responded
greatly and there was great inflow of money in country.

2.9 INTRODUCTION OF ORIENTAL

BANK OF COMMERCE

Established in Lahore on 19th February 1943, Oriental Bank of Commerce made a

modest beginning under its Founding Father, Late Rai Bahadur Lal Sohan Lal, first
chairman of Banks.
IN 1945, OBC was acquired by the Thapar Group-A leading business group of the
country. The Bank has to face the holocaust of partition and branches in the newly
formed Pakistan has to be close down. Late Lala Karam Chand Thapar, the then
Chairman of the Bank, in a unique gesture honoured the commitments made to the
depositor from Pakistan and paid every rupee to its departing customers. The
foundation of customer service thus laid has ever since remained Oriental Bank's
prime philosophy and has been nurtured well as elegancy by all its successor, year
after year. After the partition of the country, its Registered Office away shifted, first
to Amritsar and subsequently to Delhi in 1951. The Bank was nationalised on April
15, 1980, when it had a network of 307 branches with total business of Rs. 282.61
corer and Rs. 152.69 crore, respectively. As at end- December 2006, total business
and crossed Rs. 1,00,000 crore with a network of 1233 branches. The bank has not
only made phenomenal progress in terms of its reach and business levels but also
created a niche in domestic as well as in international, the bank has an impeccable
track record of declaring profit.

PRODUCT AND SERVICES

It is said that banks are not mere purveyors of credit but creators of credit. In the
olden days a commercial bank has no other function to discharge otherwise than
accepting of deposits and lending. Banks have so long been practicing this, until
winds of charge swept across the entire economy. Under the influence of liberalized
economy, and the opportunities and avenues offered by the changes in the economy a
16
new breed of private sector banks have emerged on the horizon. These new
ingeneration banks for establishing foothold in the market have invented many
services which were hitherto not even imagined by the banking industry in its wildest
dreams.
These banks in their efforts to attract customers from the existing set of banks have
invented altogether different financial products/ services. To list a few of these
innovative products / services are distribution of insurance products, Depository
participating services , Distributions of mutual funds so no.
1. Bancassurance: under Bancassurance banks distribute various insurance
products of insurance companies thought their distribution channels. Most of
the banks have entered to agreement with insurance companies for agreed
remuneration in the form of commission.
2. Mutual funds: Mutual funds pool the resources of the investors and invest
them in capital markets. The funds offer units and investor subscribes to them
at the price decide by the fund. the fund thus collected from different
persons will be invested in capital markets by Subscribing to the units, the
subscriber is entitled to proportionate share in the assets of the mutual fund.
The returns on these funds to the investor depends on the values of the
securities in which the funds to the mutual funds are invested in
3. Merchant Banking : With the regular Public issues hitting the capital
markets, Merchant Banking assumes great significance in the present day
banks business merchant Banking in general terms refers to the activity of
assisting the corporate in raining capital from the primary markets though
IPOs or through private placemats Banker's roe as the Merchant banker
involves preparation of prospectus, fulfilling all there quested legal
requirements, compliance with guidelines of SEBI and other controllers ,
appointment of brokers, registrars to the issue etc. Banks also act as collecting
agents to the capital issue. Generally in the banks separate division of this
merchant banking activity is carved out.
4. Credit Card business : Credit cards are also known as plastic money.
These card are gradually substitutes the paper currency into the markets. Many
banks offer credit cards. Banks have tied - up with VISA, Master Card for the
credit and business.

17
4. Portfolio Management: Portfolio managements function is a devising
the clients in their investments decision after understanding their investments
needs. A portfolio manger is one who enters into contract with the client for
advisor him on investment.
5. ATM: Automate teller Machines, another form of services modern days
banks provide. These automate machines offers convenience in banking to
customers. These machines allow the customers to deposit. withdraw money,
cheques. Many other facilities like recharging coupons for mobile phones.
Payment of bills. etc are the other value added services available at the
disposal of the customer round the clock.
7. Internet Banking: Through this facility the customers can access to their
accounts by the click of mouse. The customer by sitting in their office/ house
can issue instruction for funds transfers, know the balance. There are other
host of advantages customer can derive by opting for this service.
8. Factoring : Factoring is a contract under which the factor (the person offers
factoring service) undertakes to collect debts of the client for an agreed
amount offers)
9. Forfaiting: Forfeiting services refer to the services offered by the factor in
relation to the export receivable. Banks offer these services mostly through
their subsidiaries specially incorporated for providing factor services.
10. Real Time Gross Settlement: RTGS is the tool to settle inter bank fund
settlement throughout the day continuously on transaction to transaction basis.
11. Debit cards: Debit cards are same as credit cards. The only difference is
that in Debit card the account of the card holder will be debited as soon as the
transaction takes place and the customer does not enjoy any credit card
facility in contrast to the credit where a pre sanction credit limit is available
with card holder.
12. Depository Services: Under this, the shares and securities held by the
investor in the physical form will be converted into electronic form
(dematerialization and will be created to the customer A/c maintained with the
Depository Participant.
13. Authorised forex dealers: Bankers as authorized dealers in foreign
exchange deal with the foreign exchange. Banker buy and sell foreign
currencies in exchange of Indian currencies:

18
14. Online Trading services: Some banks are providing the online trading
facility in the their premise whereby the customers of the banks who have
Demat accounts can trade in the securities online and can issue delivery
instructions of the securities traded instantaneously.
15. Consultancy services: Bank also started providing consultancy services in
the field of feasibility studies for projects, arranging loans through consortium.
Pep reparation of project reports.
16. Venture Capital: Venture capital refers to the finance assistance provided
to the new business venture capital refers to the financial assistance provided
to the new business ventures where the risk involved is higher and if
successful the returns are good. The promoters of such companies are
technically sound and financially not so resourceful. Bank provides venture
capital in the form of loans and sometimes in the form of equity participation
in the venture.
17. Specialisation of Financial Assets: Securitisation is the process
wherein the financial assets i.e. receivables are converted into securities and
then are traded in the market.

19
 2.10Punjab national bank

Punjab National Bank was registered on 19 May 1894 under the Indian Companies
Act, with its office in Anarkali Bazaar, Lahore. The founding board was drawn from
different parts of India professing different faiths and a varied back-ground with,
however, the common objective of providing country with a truly national bank which
would further the economic interest of the country.[1] PNB's founders included several
leaders of the Swadeshi movement such as Dyal Singh Majithia and Lala Harkishan
Lal, Lala Lalchand, Shri Kali Prosanna Roy, Shri E.C. Jessawala, Shri Prabhu Dayal,
Bakshi Jaishi Ram, and Lala Dholan Dass. [5][6] Lala Lajpat Raiwas actively associated
with the management of the Bank in its early years. The board first met on 23 May
1894. Ironically, the PNB Website now claims Lala Lajpat Rai to be the founding
father, surpassing Rai Mul Raj and Dyal Singh Majithia. [1] The bank opened for
business on 12 April 1895 in Lahore.

PNB has the distinction of being the first Indian bank to have been started solely with
Indian capital that has survived to the present. (The first entirely Indian bank,Oudh
Commercial Bank, was established in 1881 in Faizabad, but failed in 1958.)

PNB has had the privilege of maintaining accounts of national leaders such
as Mahatma Gandhi, Jawahar Lal Nehru, Lal Bahadur Shastri, Indira Gandhi, as well
as the account of the famous Jalianwala Bagh Committee.[1]

Operations

The bank had 6,351 branches in India as on 30 September 2014. It also had 4 overseas
branches out of which 2 were in Dubai and one each in Dubai and Kabul. The total
business of overseas branches was billion as on 31 March 2013, which accounted for
6.98% of its total business. Bank also has one joint venture in Nepal - Everest Bank
Limited which has 48 branches.

Employees

As on 31 March 2013, the bank had 63,292 employees, out of which 11,594 were
women (18%). It also had 919 employees with disabilities on the same date (1.45%).
[3]
 The average age of bank employees on the same date was 46 years. [3] The bank
reported business of INR 11.65 crores per employee and net profit of INR 8.06 lakhs
per employee during the FY 2012-13.[3] The company incurred INR 5,751 crores
towards employee benefit expenses during the same financial year

20
Award and Recogination

 Punjab National Bank was ranked #717 in the Forbes Global 2000 in May
2013.
 Punjab National Bank was ranked #26 in the Fortune India 500 ranking of
2011.
 PNB was awarded the 'Best Public Sector Bank' by CNBC TV18 in 2012.
 The bank was recognised as the 'most socially responsive bank'
by Businessworld and PwC in 2012.
 In 2011, it received Golden Peacock Award for "Excellence in Corporate
Social Responsibility,and "National Training Award.

PNB Personal Loan

Get offers from 20 banks in the market today ApnaLoan.com/Persona

LoanPunjab National Bank with 4497 offices and the largest nationalised bank is
serving its 3.5 crore customers with the following wide variety of banking
services:

Punjab National Bank has been ranked 38th amongst top 500 companies by The
Economic Times. PNB has earned 9th position among top 50 trusted brands in
India.

Punjab National Bank India maintains relationship with more than 200 leading
international banks world wide. PNB India has Rupee Drawing Arrangements
with 15 exchange companies in UAE and 1 in Singapore.

PNB Mutual Fund services

 Principal Growth Scheme

 Principal balanced Fund
 Principal Income Fund
 Principal Income Fund - Short Term Debt
 Principal Cash management Fund
 Principal Index Fund
 Principal government Securities Fund

21
 2.11 COPERATION BANK

Corporation Bank came into being as Canara Banking Corporation (Udipi) Limited,
pioneering efforts of a group of visionaries. The Bank started functioning with just
Rs.5000/- as its capital and at the end of the first day, the resources stood at 38
Rupees-13 Annas on 12th March, 1906, in the temple town of Udupi, by the -2 Pies.
The Founder President Khan Bahadur Haji Abdullah Haji Kasim Saheb Bahadur,
committed to fulfill the long felt banking needs of the people and also to inculcate the
habit of savings, provided the much-needed impetus to founding a financial
institutition that would bring about prosperity to the society.
The content of the first Appeal to the public dated 19th February, 1906 speaks volume
about the lofty ideals and ethos behind the foundation. The Founder President Haji
Abdullah declared that “The Primary object in forming ‘Corporation’ is not only to
cultivate habits of thrift amongst all classes of people, without distinction of caste or
creed, but also habits of co-operation amongst all classes”. “ This is ‘Swadeshism’
pure and simple and every lover of the country is expected to come forward and co-
operate in achieving this end in view ”
The initial growth was consciously cautious and need based. The first branch of the
Bank was opened at Kundapur in 1923, followed by the second in Mangalore in 1926.
The Bank stepped into the then Coorg State in 1934 by opening its seventh branch at
Madikeri. In 1937 the Bank was included in the second schedule of Reserve Bank of
India Act, 1934.
In 1939, the Bank’s name changed from Canara Banking Corporation (Udipi) Ltd., to
“Canara Banking Corporation Ltd.,” and strongly put forth its vision with the motto-“
Sarve Janah Sukhino Bhavantu” which means“Prosperity to All ”

The second change in the name of the Bank occurred in 1972, from ‘Canara Banking
Corporation Ltd.’ to ‘Corporation Bank Limited.’ and finally ‘Corporation Bank’
following its nationalization on 15th April, 1980.
The Bank took on the priorities successful in fulfilling the its performance oriented
culture and embracing newer technology. , the national objectives, while sustaining
22
Bank crossed Rs.1000 crore-deposit mark in the year 1985 and launched into the
profit augmenting record. Amidst all this 1990s with focus on high quality growth by
of nationalization in full stride and emerged
The end of first phase sector of Banking reforms in India had seen the Bank emerging
as the most innovative and dynamic bank in the public sector, outshining other banks
in terms of asset quality, capital adequacy, operational , and strong balance sheet.
efficiency, well diversified income base, profitability, productivityThe tremendous
amount of confidence and loyalty reposed by the public in general and customers in
particular, manifested it self in the overwhelming response to the IPO of the Bank in
the year 1997.
As on at Rs.63,202.56 crore. The Networth rose to Rs.5,775 crore and Net
s.1,55,9NPA declined to 0.3131st March, 2010, the Total Business of the Bank
crossed R36 crore while the Net Profit rose to Rs.1170.25 crore. The Total Deposit
stood at Rs.92,733.67 crore and the Total Advances were %.
The Bank has Representative Offices at Dubai and ATMs at Hong Kong. Presently,
the Bank has a network of 1155 fully automated CBS branches, 1145 and 1200
Branchless Banking Units across the country. The Bank has also drawn up plans to
open 700 new branches in the next five years.
The Bank has extended Branchless Banking units to 1200 villages and has issued
Smart Cards to all account holders in these villages for enabling them to operate their
accounts at their doorsteps through the Business Correspondents appointed by the
Bank.
From 38 Rupees-13 Annas-2 Pies to Rs.1,55,936 crore and from a Networth of
Rs.5,000 to Rs.5,775 Crore, the evolution of the Bank from a Nidhi to graduate as a
Premier Public Sector Bank and from the early days of Swadeshism to post-
Liberalisation days, weathering two world wars, economic depressions, imbibing the
latest in technology, responding to financial reforms and the unique record of
uninterrupted posting of profits right from its inception in 1906, has been a corporate
success story.Every institution has its start in modest initiatives but what makes it
great is the passion of the people behind it. Carrying the legacy forward with an
undaunted commitment to its vision, the journey of Corporation Bank truly
epitomizes this.
Started about 104 years ago in 1906, with an initial capital of just Rs.5000,
Corporation Bank has recorded Rs. 1,67,000 Crore mark in business and even far
more, with over 3500 service outlets across the nation, served by committed and

23
dedicated 13,000 plus Corp bankers. Proof of which is seen in its enviable track
record in financial performance. We have many reasons to cheer, predominant of
them is, being able to participate in nation building by empowering the rural and
urban population alike. Today, we are proud that we are significant contributors to the
growth of the country's economy.
Nationalised in 1980, Corporation Bank was the forerunner when it came to evolving
and adapting to the financial sector reforms. In 1997, it became the Second Public
Sector Bank in the country to enter capital market, the IPO of which was over-
subscribed by 13 times. the Bank has many " firsts " to its credit - Cash Management
Services, Gold Banking, m-Commerce, " Online " approvals for Educational loans,
100% CBS Compliance and more recently, its poineering efforts to take the
technology to the rural masses in remotest villages through low-cost branchless
banking - Business Corresponent model. All of which symbolise Bank's unswerved
commitment to its customers to provide convenience banking.
At Corporation Bank, what motivates us is the passion to excel in banking by
maintaining highest standards of service to our customers, backed by innovative
products and services which makes us one of the leading Public Sector Banks in the
country, catering to a wide range of customers - from individuals to corporate clients

24
 3.1 RESEARCH METHODLOGY

Business research is defined as the systematic and objective process of gathering

recoding, and analyzing data for aid in business decisions. This suggests that the
information is neither intuitive nor haphazardly gathered. It connotes patient study
and scientific investigation where in the researcher takes another, more careful look at
data to discover all that can be knows about the subject of study. It also suggests that
the information generated or data collected and analyzed are to be accurate, the
business researcher must be objective and free from all bias in order to maintain the
value of the data. The last part of the definition of business research points out that the
objectives of research is to facilitate the managerial decision- making process for all
aspects of business i.e. finance, marketing, personnel etc. By reducing the uncertainty
of decisions, research reduces the risk of making wrong decisions. However, research
should be an aid to managerial judgement, not substitute for it.
Another reason for conducting a research is to develop and evaluate concepts and
theories. Basic or pure research attempts to expend the limits of knowledge itself or to
verify the acceptability of a given theory or to discover more about a certain concept.
While applied research in conducted when a decision must made about a specific real
like problem or to make decisions about a particular course of action or policy
decision.
We can classify business research into three categories.
●Exploratory research
●Descriptive research
●Causal research
Exploratory research is conducted to clarify and define the nature of problems.
The major purpose of descriptive research is to describe the characteristics of
population or phenomenon. It also helps to segment and target markets. Accuracy is
of paramount importance in descriptive research though errors cannot be completely
eliminated.

25
The main goal of causal research is to identify cause - and - effect relationships
among variables. Thus in causal research it is typical to have an expectation of the
relationship to be explained.
Thus there researchers must me knowledgeable about the research subject. Causal
research attempt to establish that when we do one thing, another thing will follow.
The word cause is frequently used in everyday convention, but from a scientific
research perspective, a causal relationship is impossible to prove.
Once the research project is finalized the need arises to develop a research design. It
is defined as master plan specifying the methods and procedures for collecting and
analyzing the needed information. It is a framework or blueprint that plans the action
for the research project. The objectives of the study determined during the early stages
of the research are included in the design to ensure that the information collected is
appropriate for solving the problem.

26
 3.2 DATA COLLECTION METHOD

There are four basic research methods used for both descriptive and causal research.
● Surveys
● Experiments
● Secondary data studites.
● Observations.
Surveys are the most common method of generating primary data. A survey is defined
as a research technique in which information is gathered from a sample of people
using a questionnaire. The task of writing a list of questions and designing the exact
format of the printed or written questionnaire is a an essential aspect of the
developments of a survey research design.
Experiments hold the greatest potential for establishing cause-and-effect relationships.
The use of experimentation allows investigation of changes in one variable while
manipulating a one or two other variables.
Secondary data studies is often referred to as the historical data studies as it deals
with the data collected some data in a particular field during the course of their
research. This would include the existing company information system databanks of
other organization including government sources such as census bureau or trade
association studies or reports, Syndicated data resources. The analysis of secondary
data studies generally requires greater quantitative sophistication than does
exploratory research.
Observation technique has a distinct advantage over the others as it records behaviour
without relying on reports form respondents.
In the project I have used the survey method. The primary data was collected by
getting the questionnaire filled by the respondents.
The questionnaire companies the questions ranging from quality of training imparted
to various training aid used for instructions.

27
3.3 SAMPLING DESIGNS

There are several alternative ways of taking a sample. The major alternative sampling
plan
● Probability sampling
● Non - probability samplings may be grouped into.

Probability sampling is a technique in which every member of the population has

known, non zero probability of selection. It consists of simple random sampling,
systematic sampling stratified sampling, cluster sampling and militating and
multistage sampling.
In the project I have used non probability convenience sampling and random
sampling. The sample size of 50 respondents was taken from two Banks namely state
Bank of India and oriental Bank of commerce. It was a sample ranging from
probationary officer to clerks. The questioned filled by them up to my satisfaction
level.

Field work
The questionnaires were filled by the respondents whom I approached and who were
wiling to fill them without any compulsion. It was very important to approach people
who appeared to be balanced in their opinions and were not filling the questionnaire
for the sake of doing so. Getting the right respondents to fill the questionnaire is the
best methods to reduced the errors that would arise at the time of analysis .

3.4 Data Analysis

28
Once the required number of questionnaires were filled completely the data was
coded and recorded. The process of data entry i.e. the transforming of data (answers
to the survey questionnaires ) to computers is carried out. The data is entered in the
computer in the form of excel sheets so that it is convenient to analyse it. Once the
coding is dome it is very essential to counter check the data entry. This is done in
order to avoid any manual error, which might have occurred at this stage of the
project.

4.1 ANALYSIS AND INTERPRETATION

In this chapter the researcher would discuss the analysis of the data and the result of
findings.

Q.1 How satisfied are you with the types of training imparted by banking staff
training college?

S.R. Parameters No.of respondents Percentage

1. Very satisfied (A) 30 60%

2. Fairly satisfied (B) 20 40%

3. Neither satisfied nor Nil

dissatisfied (C)
4. Somewhat satisfied (D) Nil

5. Not satisfied (E) Nil

60
50
40
30 %
20
10
0
A B

29
The graphs shows that out of 50 respondents 60% are very satisfied and 40% are
fairly satisfied with the type of training given to them.

Q. 2Do you feel that after the completion of training how much your skills are
increased?

S.R. Parameters No.of respondents Percentage

1. To a very great extent (A) 10 20%
2. To a considerable extent 40 80%

(B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

80
70
60
50
40 %
30
20
10
0
A B

The graphs shows that out of 50 respondents 20% feel that their skills are increased
to a very great extent and 80% feel skills are increased to a considerable extent.

30
 Q.3 Do you feel after under going training your area of knowledge is widened?

S.R. Parameters No. of respondents Percentage

1. To a very great extent (A) 10 20%
2. To a considerable extent 40 80%

(B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

80
70
60
50
40 %
30
20
10
0
A B

The graphs shows that out of 50 respondents 20% feel that their knowledge are
increased to a very great extent and 80% feel knowledge are increased to a
considerable extent.

Q.4 Do you feel that training motivate you upto what extent to be more concerned to
the organization, fellow employees & superiors?

31
S.R. Parameters No. of respondents Percentage
1. To a very great extent (A) 35 70%
2. To a considerable extent 15 30%

(B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

70
60
50
40
%
30
20
10
0
A B

The graphs shows that out of 50 respondents 70% feel that their are concerned to a
very great extent and 30% feel concerned to the considerable extent to the
organization.

Q.5Do the training imparted by banking staff training college help you to perform in
your routine job?

S.R. Parameters No. of respondents Percentage

1. To a very great extent (A) 40 80%
2. To a considerable extent 10 20%

32
 (B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

80
70
60
50
40 %
30
20
10
0
A B

The graphs shows that out of 50 respondents 80% feel that performance increased to a
very great extent and 20% feel it increased to considerable extent.

Q.6How much training programs motivate you to do your work more efficiently ?

S.R. Parameters No. of respondents Percentage

1. To a very great extent (A) 45 90%
2. To a considerable extent 5 10%

(B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. 90 Not at all (E) Nil
80
70
60
50
40 %
30
20 33
10
0
A B
The graphs shows that out of 50 respondents 90% feel motivated to a great extent and
10% feel it increased to a considerable extent.

Q.7Do you think that training period designed by training college is sufficient for you
to learn about the training programs?

S.R. Parameters No. of respondents Percentage

1. To a very great extent (A) 30 60%
2. To a considerable extent 20 40%

(B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

60

50

40

30 %

20

10

0
A B

The graphs shows that out of 50 respondents 60% feel that a training period is
sufficient to a very great extent and 40% feel it sufficient to a considerable extent.

34
Q.8Are you satisfied with the type of training given and training aids provided
banking Staff College?

S.R. Parameters No.of respondents Percentage

1. Very satisfied (A) 15 30%
2. Fairly satisfied (B) 35 70%
3. Neither satisfied nor Nil

dissatisfied (C)
4. Somewhat satisfied (D) Nil
5. Not satisfied (E) Nil

70
60
50
40
%
30
20
10
0
A B

The graphs shows that out of 50 respondents 30% are very satisfied and 70% are
fairly satisfied with the type of training and training aids given to them.

35
Q.9 Is the training programs helpful for your career planning and promotion in the
organization ?

S.R. Parameters No. of respondents Percentage

1. To a very great extent (A) 20 40%
2. To a considerable extent 30 60%

(B)
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

60

50

40

30 %

20

10

0
A B

The graphs shows that out of 50 respondents 40% feel that training program is helpful
in career and promotion to a very great extent and 40% feel it to a considerable extent.

Q.10 Do the medium of instructions followed by instructor at the training college

suit you.

S.R. Parameters No. of respondents Percentage

36
1. To a very great extent 10 20%

suitable (A)
2. To a considerable extent 30 60%

suitable (B)
3. To some extent suitable (C) 06 12%
4. To a very little extent 04 08%

suitable (D)
5. Not at all suitable (E) Nil

60

50

40

30 %

20

10

0
A B C D

The graphs shows that out of 50 respondents 20% feel that medium followed is
greatly suitable, 60% feel considerably suitable, 12% feel suitable to some extent and
while 8% feel little suitable.

Q.11.Is the course-contents provided by training college is sufficient to you?

S.R. Parameters No. of respondents Percentage

1. To a very great extent (A) 15 30%
2. To a considerable extent 35 7%

(B)

37
3. To some extent (C) Nil
4. To a very little extent (D) Nil
5. Not at all (E) Nil

70
60
50
40
%
30
20
10
0
A B

The graphs shows that out of 50 respondents 30% feel that course contents is
sufficient to a very great extent and 70% feel it to a considerable extent.

Q.12 How often training gives you feed back on your performance during your
training period?

S.R. Parameters No. of respondents Percentage

1. Always (A) 20 40%
2. Most of times (B) 30 60%
3. Some times (C) Nil
4. A few times (D) Nil
5. Never (E) Nil

38
 60

50

40

30 %
20

10

0
A B

The graphs shows that out of 50 respondents 40% feel that trainer always gives them
feed back and 60% feel most of times they are given feed back.

4.2 SWOT ANALYSIS

Strength
 Quick services
 Best ATM
 Brand image in market
 Satisfied customer properly
 Provide loans at low interes

Weakness
 Minor hindrance
 Hierarchical management

39
 Lags modernization

Opportunity
 Merger of associates bank with SBI
 Opportunities for public sector bank
 New branch and ATM

Threat
 CRM
 Private Bank venturing into the rural
 Employee strike
Advent of mnchame

5- FINDING

● Most of the managers prefer personal or phycisal training in comparison to other

methods.
● Most of the candidates for the training strategy are searched through job portals.
● Generally training are conducted in two to three rounds.
● According to the Survey, Type of training differs from company to company for
each category.
● All most the same training process for different grades of employees.

40
● Company is not paying much attention on the cost of the recruitment.
● Trainees are also seen as the prospective employees for the company.
● According to survey it is observed that the company is utilizing the job
description in order to make screening process more efficient.
● Majority of talent accusations rely on the company. Hence it shows the
company’s brand name and policies are efficient to win the talents faith.
● In the present scenario, people are more inclined towards brand value and
policies of the organizations.
● The Company’s growth directly proportional to employee satisfaction with the
company.

6- LIMITATIONS

However, I tried my best to have desired information from the company and to make
the report fruitful but some limitations are bound to incur which may affect the results
or findings.

Limitations of the study are:-

41
 Lack of Experience: I was new on the topic which was assigned to me. So lack
of experience in getting information from respondents came in to the way of
collecting the relevant data

 Time Constraints: Time was a bit short to fathom into the depth of the study. But
still all efforts to the best possible extent have been made to collect the data.

 The study is based on the data provided by the company statements so, the
limitations of the company’s employees remaining are equally applicable.

 In some cases data is collected from the companies past records.

 Data Collection Constraints: Since most of the data used is secondary in nature,
this poses the constraints on the validity and reliability of the data.

 Busy Employees: Employees are not available as are busy in their work.

 Sources: Sources were confounded some time to give proper information.

The present study is undertaken in PANIPAT city and data is collected from the
respondents in the year 2015. Hence, data pertained to the study is too short and brief
for generalization. Hence, it would be difficult to draw precise generalizations
regarding the implications of the study. The findings in the study, interpretations and
conclusions drawn could be best seen within these limitations

42
 7 CONCLUSION

The present study has been designed to study the aspect of training on employees. the
study considered the factors for which training plays a vital role to make the raw
and newly appointed employees fit to handle the jobs they are assigned to.
Majority of employees related that the training programme designed by Banking staff
training college ( BSTC) is by and large good enough to make them alert and aware
about the 3. As banking intensive service sector . So it will not be possible for the
banks to sustain effectiveness unless the technological change and know - how to
better the quality of customer service.
Human resource management is given prime importance because the technology is a
services industry and delivers its services across the counter to the ultimate
customer " the customer is the king and he is always right ", is a universal truth.
banking is primarily a labour is only as aid to human effort and not a substitutes
thereof .

43
 8- RECOMMENDATIONS

● There is a scope of improvement in the type of training imparted as it will

only suggest putting the right Man in the right job in the actual work
environment .
● There is a need to increase the morale of the employees so that they work
with greater motivation.
● There is scope of considering the period of training . It should not be so
short or lengthy.
● There is little scope to improve the career planning and promotion with
respect to training.
● There is need to work on the medium of instructions followed on it is
sometime little uncomfortable for the senior clerical cadre employees.
● The instructor should always take the feed back more frequently with the
trainees.

● Communication, personal and technical skills need to be tested for

employees.

● Job fair event sponsorship is a means of brand promotion; uses and appeal of
pool of talent accusations; having dual benefits both for resource and
company.

● Online talent hunting through mean of JOB portals can really boost for
efficient and accurate talent accusation. By this mean company can connect
with right talent through mean of direct communication.

44
 10-BIBLIOGRAPHY

BOOKS & JOURNALS REFFERED:

REFERENCES

Books

 Kunjukunju Benson (2008), “Commercial Banks in India” New Century Publication,

New Delhi.
 Jankiraman B. (2009),“Training and Development”Biztantra.
 Sangwan D. S. (2009),“Human Resource Management in Banks” National Publishing
House.
 Jyothi P. and Venkatesh D.N. (2006),“Human Resource Management” Oxford
University Press.
 Pande Sharon and Basak Swapalekha (2012),“Human Resource Management”
Pearson.
 Raj Aparna (2011),“Training and Development”Kalyani Publisher.

Journals

 Jadhav Ajit (2013),“A Study on Training and Development in Indian Banks”,

ABHINAV National Monthly Refereed Journal of Research in Commerce &
Management, Vol.1, No.1, pp34-39.
 ]Ramakrishna G., Kamleshwari, Kumar, M. Girdhar,Krishnudu CH.
(2012),“Effectiveness of Training and Development Programmes- A Case Study of
Canara Bank Employees in Kurnool District”,International Journal of
Multidisciplinary Research, Vol.2 No 4. Pp 150-162.
 Purohit Manisha (2012), “An Evaluation of HRD Practices Followed in Co-operative
Banks in Pune Region”, ACADEMICIA: An International Multidisciplinary Research
Journal, Volume 2,Issue 8, pp 186-195.
 Gopal (2008),“Effectiveness of Executive Training Programs”, The Indian Journal of
Commerce Vol.6, No.3, pp143-150.Through Internet Google Search Engine

Websites

 www.iba.org 12.www.rbi.org 13.www.bis.org

45