Southeast University

Assignment On

Training And Development Method Of

Jamuna Bank LTD.(Local) & HSBC (MNC)

Course Title: Human Resource Management

Course Code: MGT 3125

Sec : 03

Sumitted To

S.M Raihan Uddin

Co-ordinator

Southeast Business School

Submitted By

Mithun Roy 2017210000097

Date Of Submission:12.01.2021

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Training & development of Jamuna Bank:

Types of training program of Jamuna Bank:

Methods in training include: discussion/ lecture/workshop/case study/games/ role play/ film

show/ simulation/group work & Presentation/ project visit and so on. The major Types of
training are: Freshmen Orientation, Continues Orientation, On The Job Training, Off The Job
Training.

Freshmen Orientation: Freshman orienting the new employee is a critical step in helping him
adjust to the workplace and the job. This article provides tips for the process and the contents
of orientation.

 Continuous Orientation: Jamuna Bank management evaluates their employees within every six
month and they try to find lacking of employees. Then they are going to arrange this
orientation.

 On the Job Training: On theoretical training say, general banking, the officers are required to
undergo rotation in general banking activities under the supervision of HRD. Similar process is
followed in case of CRM & Foreign Exchange.

 Off the Job Training: Which employees are already exist in the Jamuna Bank for these
employees better performance need some special training which are called Off The job Training
in that case Jamuna Bank take some Off The Job training like,Class Room Training or
Lecture,Video Presentation,Laboratory Training,Case Study.

Class Room or lecture is best use to create understanding of a topic or to influence attitudes
through education about a topic.

Video Presentation allows the trainee to be placed into a real-life job situation, solve a specific
problem, and receive immediate feedback as to effective of the decision made.

Laboratory Training designed the interpersonal skills, which can be help for future job
responsibilities; its main form is sensitivity training which increases a person’s sensitivity to
other.

Case Study attempt to simulate decision making situation that trainee might find on the job.
The trainee must make certain judgment and identify possible solution to the problem.

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HSBC’s Training and development Proces:

A) Rotation of Job: This method provides scope to the trainee to learn more by observing and
doing then by receiving instructions.

Apprenticeship Training: Employees at HSBC with potential sometimes work under successful
managers often in different departments of the banks this helps the assistant to get successful
virtues from his superior.

Training with Job Instructions: this method the supervisor explains the knowledge, skills and the
method of doing the job to the trainee.

Committee Assignment: this methods HSBC’s committee consisting of a group of employees are
given a problem and are invited to give solution. The employees solve the problem and submit
the solution.

Special Meeting of the Staff: In HSBC, special meeting of the staff of the department are held
periodically to discuss the problems faced by the employees at work and suggestions are
invited to improve performance of the job.

B) Off the Job Training: Off-the-job training occurs when employees are taken away from their
place of work to be trained.

Lecture method: The trainers use lecture courses and seminar to train the employees. The
concepts, ideas, theories and principles are explained through oral presentation of information.
Training is basically incomplete without lecture.

Conference Method: HSBC practices this method in Group discussions where exchanges of
ideas and opinions take place which help the participants develop leadership qualities.

Role Play Method: Role play is a recreation in which each participant is given a role to play.
Trainees are given with some information related to description of the role, concerns,
objectives, responsibilities, emotions, etc. Then, a general description of the situation, and the
problem that each one of them faces, is given.

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Training Program Evaluation: Effectiveness of training program that carry cognitive, skill-based,
effective outcomes are very frequently evaluated in HSBC. Cognitive outcomes determine the
degree to which trainees are familiar with principles, facts, techniques, procedures or processes
emphasized in training. Skill based outcomes include acquisition or learning of skills and use of
skills on the job. Effective outcomes include attitudes and motivation. Results are used to
determine training’s play off for the company. Cost benefits analysis is the process of
determining the economic benefits of a training program using accounting methods. This
involves determining training costs and benefits.

Comparison analysis:

HSBC: Training is important for the growth of any company and HSBC as banking company
cannot deny it. Training is also important to stay competitive and enjoy comparative advantage
in the industry. After identifying the problems or improvement opportunities only training can
help to reach the well deserved goals for the company. They not only increase the employees’
abilities and knowledge but also strengthen the relationship that exists between the workforce
and the members of leadership within the company. Providing employees with training
opportunities not only contribute to the quality and effectiveness of the organization, it also
serves to motivate and retain employees.

Jamuna Bank: As a personnel function, recruiting can be viewed as a major human resource
planning programmed designed to attract the qualified work force required to meet future
organizational needs. Recruiting also provides a means of achieving affirmative action goals set
by human resource planners and policy marker. Recruiting also serves to attract workers to
unexpected job vacancies caused by turnover and to new positions created by sudden demands
for goods and services of an organization.

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