Professional Documents
Culture Documents
MBA 2014-16
PROJECT REPORT ON
“TRAINING EFFICIENCY”
UNDERTAKEN AT
PUNJAB NATIONAL BANK
(CIRCLE OFFICE, KANPUR)
PREPARED BY
(7275409946) har.01.best@gmail.com
Uttar Pradesh .
SUBMITTED TO:
(MBA -2014-2016)
SUBMITTED BY:
HARLEEN KAUR
This is to certify that the Summer Training Report entitled “TRAINING EFFICIENCY WITH
in partial fulfillment of the requirement for the award of degree MBA Science & Technology
candidate’s own work carried out by her under my supervision. The matter embodied in this
dissertation is original and has not been submitted for the award of any other degree.
This study will be incomplete without acknowledging my sincere gratitude to all those who have
I express a word of gratitude to the management of Science & Technology Entrepreneurs’ Park
Harcourt Butler Technological Institute for giving me an opportunity to conduct this study.
I wish to express my profound gratitude and Guide Mr. PRABHAT DIWEDI for his valuable
guidance precious time spent and help rendered during my study. I am grateful to him for his
advice and support throughout my study which has enabled me to complete my term paper
successfully.
A special word of thanks to Mr. Raza Hussain (human resource department) of circle office
PUNJAB NATIONAL BANK ,KANPUR for their continuous help and encouragement of this
study.
My sincere gratitude to my parents for their great help in the completion of this study.
Finally I thank all those who have directly indirectly helped me in completion this study.
Thank You
DECLARATION
The Dissertation report has been undertaken as a partial fulfillment of the requirement for the
The report was executed during the 3rd semester under the supervision of Mr. PRABHAT
DIWEDI. Further, I declare that this summer training Project Report is my original work and the
Student Signature
PREFACE
At STEP-HBTI, the MBA program has been designed keeping in the mind require of company in
the world at large. We, the student of STEP-HBTI are required to undergo 6-8 weeks company
project study after completing 2nd semester, where the students have to prepare a project during a
particular area of specialization. Then the students have to presentation of their 6-8 weeks
The objective of the training module is to help the students to understand the business
environment well and equip us with the work culture of companies in the present era.
EFFICIENCY. During my training with Punjab National Bank, Kanpur, I was able to enhance
Chapter – VI Conclusion
Annexure
Bibliography
CHAPTER – I
INTRODUCTION
people.
Information is power; data about products, prices, and customers are essential to
every business.
productive or more effective in their jobs, directly contributing to the bottom line.
A training program for 65 bank supervisors was found to cost $50,500, but the
utility to the organization was over $34,600 in the first year, $108,600 by the third
year, and more than $148,000 by the fifth year (Mathieu & Leonard, 1987).
The purpose of training and management development programs is to improve
When the organization invests in improving the knowledge and skills of its
employees, the investment is returned in the form of more productive and effective
employees.
team performance.
Every organization needs to have well trained and experienced people to perform the
o p p o r t u n i t y f o r p e o p l e a t w o r k w i l l l e a d d i r e c t l y t o improvement in
operating effectiveness.
that better people achieve better results. So if the current or potential job occupant can
meet this requirement, training is not important. But when this is not the case,
it is n e c e s s a r y t o r a i s e t h e s k i l l l e v e l s a n i n c r e a s e t h e v e r s a t i l i t y a n d
adaptability of employees. Inadequate job performance or a decline in
The term training refers to the acquisition of knowledge, skills, and competencies as a
result of the teaching of vocational or practical skills and knowledge that relate to specific
useful competencies. It forms the core of apprenticeships and provides the backbone of
In addition to the basic training required for a trade, occupation or profession, observers of
the labor-market recognize as of 2008[update] the need to continue training beyond initial
qualifications: to maintain, upgrade and update skills throughout working life. People
within many professions and occupations may refer to this sort of training as professional
development. Training usually refers to some kind of organized (and finite it time) event — a
seminar, workshop that has a specific beginning data and end date. It’s often a group activity, but the
word training is also used to refer to specific instruction done one on one.
Employee development, however, is a much bigger, inclusive “thing”. For example, if a manager
pairs up a relatively new employee with a more experienced employee to help the new employee
learns about the job, that’s really employee development. If a manager coaches and employee in an
ongoing way, that’s employee development. Or, employees may rotate job responsibilities to learn
about the jobs of their colleagues and gain experience so they might eventually have more
broader term that includes training as one, and only one of its methods for encouraging
employee learning. The important point here is that different activities are better for the
achievement of different results. For example, if the desire is provide an employee with a better
understanding of how the department works, job rotation might work very well. If the goal is to
improve the employee’s ability to use a computer based accounting package direct training would
This includes:
Establishing the skill requirements and the subsequent training needs of the
workforce.
The design of the most suitable events and most effective training methods for your
organization.
Delivery of the training with additional support for any open learning aspects.
Evaluation and validation of the training event to ensure that you achieve
identifiable and cost effective business improvements from the development of your
staff
A. Broad Objective
1. To evaluate, analyze and get idea about the training programs of Punjab National Bank
B. Specific Objectives:
1. Types of training in Punjab National Bank.
2. Length/Duration of the training programs.
3. Who are the trainees of training programs.
4. Topics of the training programs etc
Importance of Training and Development:
Addressing Weaknesses
Most employees have some weaknesses in their workplace skills. A training program allows
you to strengthen those skills that each employee needs to improve. A development
program brings all employees to a higher level so they all have similar skills and
knowledge. This helps reduce any weak links within the company who rely heavily on
others to complete basic work tasks. Providing the necessary training creates an overall
knowledgeable staff with employees who can take over for one another as needed, work on
teams or work independently without constant help and supervision from others.
An employee who receives the necessary training is better able to perform her job. She
becomes more aware of safety practices and proper procedures for basic tasks. The
training may also build the employee's confidence because she has a stronger
understanding of the industry and the responsibilities of her job. This confidence may push
her to perform even better and think of new ideas that help her excel. Continuous training
also keeps your employees on the cutting edge of industry developments. Employees who
are competent and on top of changing industry standards help your company hold a
position as a leader and strong competitor within the industry.
Consistency
A structured training and development program ensures that employees have a consistent
experience and background knowledge. The consistency is particularly relevant for the
company's basic policies and procedures. All employees need to be aware of the
expectations and procedures within the company. This includes safety, discrimination and
administrative tasks. Putting all employees through regular training in these areas ensures
that all staff members at least have exposure to the information.
Employee Satisfaction
Employees with access to training and development programs have the advantage over
employees in other companies who are left to seek out training opportunities on their own.
The investment in training that a company makes shows the employees they are valued.
The training creates a supportive workplace. Employees may gain access to training they
wouldn't have otherwise known about or sought out themselves. Employees who feel
appreciated and challenged through training opportunities may feel more satisfaction
toward their jobs.
Types of Training :
T h e r e a r e s e v e r a l T & D me t h o d s a v a i l a bl e . T h e u s e o f a p a r t i c u l a r m e t h o d
d e p e n d s w h i c h m e t h o d a c c o m p l i s h e s t h e training needs and objectives. Training
methods can be classified into two categories:
I. On-the-Job Methods
This refers to the methods of training in which a person learns a job by actually
doing/performing it. A person works on a job and learns and develops expertise at the
same time.
1. Understudy
In this the employee is trained by his or her supervisor. The trainee is attached
with his or her senior and called understudy or assistant. For example, a future
ma nager might spend fe w months as assistant to the present manager.
2. Job rotation
3. Special projects
The trainees' may ask to work on specia l projects related with departmental
objectives. By this, the trainees will acquire the knowledge of the assigned work and
also learn how to work with others.
4. Experience
It refers to learning by doing. This is one of the oldest methods of on-the-job training.
Although this is very effective method but i t a ls o ve ry ti me -c ons umi ng a nd wa s te ful.
Thus i t shoul d be followed by other training methods.
5. Committee assignment
6. Coaching
In this, the supervisor or the superior acts as a guide and instructor of the trainee.
This involves extensive demonstration and continuous critical evaluation and correction.
These methods require trainees to leave their workplace and concentrate their entire time
towards the training objectives. These days off-the-job training methods have become
popular due to limitations of the on-the-job training methods such as facilities and
environment, lack of group discussion and full participation among the trainees from
different disciplines, etc. In the off-thejob methods, the development of trainees is the
primary task rest everything is secondary. Following are the main off-the-job training
methods:
These are the most traditional and even famous today, method of developing personnel.
Special courses and lectures are either designed by the company itself or by the
management/professional schools. Companies then sponsor their trainees to attend these
courses or lectures. These are the quick and most simple ways to provide knowledge to a
large group of trainees.
In this, the participants are required to pool their thoughts, ideas, viewpoints, suggestions
and recommendations. By attending conferences and seminars, trainees try to look at a
problem from different angles as the participants are normally from different fields and
sectors.
3. Selected reading
This is the self-improvement training technique. The persons acquire knowledge and
awareness by reading various trade journals and magazines. Most of the companies have
their own libraries. The employees become the members of the professional associations to
keep abreast of latest developments in their respective fields.
5. Programmed instruction/learning
This is step-by-step self-learning method where the medium may be a textbook, computer
or the internet. This is a systematic method for teaching job skills involving presenting
questions or facts, allowing the person to respond and giving the learner immediate
feedback on the accuracy of his or her answers."
6. Brainstorming
7. Role-playing
In this method, the trainees are assigned a role, which they have to play in an artificially
created situation. For example, a trainee is asked to play the role of a trade union leader
and another trainee is required to perform the role of a HR manager. This technique
results in better understanding of each other's situation by putting foot in other's shoes.
8. Vestibule schools
9. Apprenticeship training
This training approach began in the Middle Ages when those who wanted to learn trade
skill bound themselves to a master craftsman and worked under his guidance.
Apprenticeship training is a structured process by which people become skilled workers
through a combination of classroom instruction and on-the-job training.
In this technique, the trainees are provided background information on a simulated firm
and its products, and key personnel. After this, the trainees are provided with in-basket of
memos, letters, reports, requests and other documents related with the firm. The trainee
must make sense out of this mass of paperwork and prepare memos, make notes and
delegate tasks within a limited time period."
Business games involve teams of trainees. The teams discuss and analyze the problem and
arrive at decisions. Generally, issues related with inventories, sales, R&D, production
process, etc. are taken up for consideration.
This is structured approach to teach specific supervisory skill. This is based on the social
learning theory in which the trainee is provided with a specific model of behaviour and is
informed in advance of the consequences of engaging in that type of behaviour.
In this type of training, a small group of trainees consisting of 10 to 12 persons are formed
which meets in an unstructured situation. There is no set agenda or schedule or plan. The
main objectives are more openness with each other, increased listening skills, trust,
support, tolerance and concern for others. The trainers serve a catalytic role. The group
meets in isolation without any formal agenda. There is great focus on inter-personal
behaviour. And, the trainer provides honest but supportive feedback to members on how
they interacted with one another.
This technique of training was first introduced by McCormick, President of McCormick &
co. of Baltimore in 1932. He gave the idea of establishing a junior board of directors.
Authority is given to the junior board members to discuss any problem that could be
discuss in senior board and give recommendations to the senior board. Innovative and
productive ideas became available for senior board.
Evaluation of Training:
2. To ascertain how far the training is useful to improve career prospects of individual
3. To identify the deficiencies of the training for the purpose it is intended in order to
4. To identify unnecessary aspects in the training program for the purpose of deleting such
Principles of Evaluation:
4. Evaluation specialist must be clear about the goods and purpose of evaluation.
Techniques of Evaluation:
1. Questionnaires
2. Tests
3. Interviews
5. Feed back
Evaluation methods:
1. Test-retest method:
Participants are given a test before they begin the program. After the program is
completed the participants retake the test. This test may not be valid but more importantly,
Increase in test scores may be due to causes other than the training program.
In this method each participant is evaluated prior to training and rated on actual job
3. Experimental :
Control group method: Two groups are established i.e. experimental & Control group,
comparable as to skills, intelligence and learning abilities and evaluated on actual job
performance. Members of control group work on the job but do not undergo training.
Experimental group is given the training. At the conclusion of the training the two groups
are reevaluated.
According to this method evaluation of following 4 factors are essential to determine the
1) Reaction: Employees reaction to the training program by itself is a good indicator. This
is subjective evaluation. However it reveals the attitude of the trainees to the training
2) Learning: In this case an attempt is made to assess whether the trainees have learned the
3) Behavior: here the trainee’s behavioral pattern is examined carefully after his training
program for the purpose of evaluating whether there are changes in his behavior in the job
which can be directly related as a result of training. For example Productivity, reduction in
of keeping money for savings and checking accounts or for exchange or for
issuing loans and credit etc. A set of services intended for private customers and
characterized by a higher quality than the services offered to retail customers. Based on the
provide active support for general transactions and the resolution of asset-
to the storing of deposits and the extending of credit. Basic function may
loans.
The banking section will navigate through all the aspects of the Banking System in India. It
will discuss upon the matters with the birth of the banking concept in the country to new
players adding their names in the industry in coming few years. The banker of all banks,
Reserve Bank of India (RBI), the Indian Banks Association (IBA) and top 20 banks like
IDBI, HSBC, ICICI, ABN AMRO, etc. has been well defined under three separate heads
with one page dedicated to each bank. However, in the introduction part of the entire
banking cosmos, the past has been well explained under three different heads namely:
Government took major step in the 1969 to put the banking sector into systems and it
Without a sound and effective banking system in India it cannot have a healthy
economy.
The banking system of India should not only be hassle free but it should be able to
meet new challenges posed by the technology and any other external and
internal factors.
For the past three decades India's banking system has several outstanding
achievements to its credit. The most striking is its extensive reach. It is no longer
system has reached even to the remote corners of the country. This is one of
The government's regular policy for Indian bank since 1969 has paid rich
Dividends. With the nationalization of 14 major private banks of India. Not long ago, an
account holder had to wait for hours at the bank counters for getting a draft or for withdrawing
Gone are days when the most efficient bank transferred money from one branch to other in
two days.
Now it is simple as instant messaging or dials a pizza. Money has become the order of the day.
The first bank in India, though conservative, was established in 1786.From 1786 till today,
the journey of Indian Banking System can be segregated into three distinct phases. They
New phase of Indian Banking System with the advent of Indian Financial
& Banking Sector Reforms after 1991.To make this write-up more explanatory, I prefix the
Phase I
Next came Bank of Hindustan and Bengal Bank. The East India Company
established Bank of Bengal (1809), Bank of Bombay (1840) and Bank of Madras
These three banks were amalgamated in 1920 and Imperial Bank of India was
shareholders .In 1865 Allahabad Bank was established and first time exclusively by
Indians, Punjab National Bank Ltd. was set up in 1894 with headquarters at
Lahore. Between 1906 and 1913, Bank of India, Central Bank of India, Bank of
Baroda, Canara Bank, Indian Bank, and Bank of Mysore were set up. Reserve Bank
of India came in 1935.During the first phase the growth was very slow and banks
came up with The Banking Companies Act, 1949 which was later changed to Banking
Regulation Act 1949 as per amending Act of 1965 (Act No. 23of 1965). Reserve Bank of
India was vested with extensive powers for the supervision of banking in India as
the Central Banking Authority. During those day’s public has lesser confidence in
the banks. As an aftermath deposit mobilization was slow. Abreast of it the savings bank
facility provided by the Postal department was comparatively safer. Moreover, funds were
Phase II
Government took major steps in this Indian Banking Sector Reform after
formed State Bank of India to act as the principal agent of RBI and to
country. Seven banks forming subsidiary of State Bank of India was nationalized in
1960 on 19th July, 1969, major process of nationalization was carried out. It was the
Indian Banking Sector Reform was carried out in 1980 with seven more banks. This
After the nationalization of banks, the branches of the public sector bank India raised to
the sunshine of Government ownership gave the public implicit faith and immense
Phase III
This phase has introduced many more products and facilities in the banking sector
committee was set up by his name which worked for the liberalization of banking
practices. The country is flooded with foreign banks and their ATM stations. Efforts
convenient and swift. Time is given more importance than money. The financial
system of India has shown a great deal of resilience. It is sheltered from any crisis
suffered. This is all due to a flexible exchange rate regime, the foreign reserves are
high, the capital account is not yet fully convertible, and banks and their customers
have been included in the Second Schedule of Reserve Bank of India (RBI) Act,
1934. RBI in turn includes only those banks in this schedule which satisfy the
criteria laid down vide section 42 (6) (a) of the Act. As on 30th June, 1999, there
were 300 scheduled banks in India having a total network of 64,918 branches. The
banks in India" means the State Bank of India constituted under the State Bank of
India Act, 1955 (23 of 1955), a subsidiary bank as defined in the State Bank of India
any other bank being a bank included in the Second Schedule to the Reserve Bank
of India Act, 1934 (2 of 1934), but doesnot include a co-operative bank"."Non-
section 5 of the Banking Regulation Act, 1949 (10 of 1949), which is not a scheduled
bank".
Andhra Bank
Allahabad Bank
Bank of Baroda
Bank of India
Bank of Maharashtra
Canara Bank
Corporation Bank
Dena Bank
Indian Bank
Syndicate Bank
Union Bank of India
UCO Bank
Vijaya Bank
Dresdner Bank AG
BANKING SERVICES IN INDIA
With years, banks are also adding services to their customers. The Indian banking industry
is passing through a phase of customers market. The customers have more choices in
choosing their banks. A competition has been established within the banks operating in
banks have become more easy and convenient. The past days are witness to an hour wait
before withdrawing cash from accounts or a cheque from north of the country being
cleared in one month in the south. This section of banking deals with the latest discovery in
the banking instruments along with the polished version of their old systems.
BANK ACCOUNT
The most common and first service of the banking sector. There are different types
of bank account in Indian banking sector. The bank accounts are as follows:
Bank Savings Account - Bank Savings Account can be opened for eligible person /
persons and certain organizations / agencies (as advised by Reserve Bank of India
Bank Account Online - With the advancement of technology, the major banks in the
public and private sector has facilitated their customer to open bank account online.
Bank account online is registered through a PC with an internet connection. The
advent of bank account online has saved both the cost of operation for banks as well
PLASTIC MONEY
Credit cards in India are gaining ground. A number of banks in India are encouraging
people to use credit card. The concept of credit card was used in 1950 with the launch of
charge cards in USA by Diners Club and American Express. Credit card however
became popular with the introduction of foreign banks in the country. Credit cards are
financial instruments, which can be used more than once to borrow money or buy products
and services on credit .Basically banks, retail stores and other businesses issue these.
LOANS
Banks in India with the way of development have become easy to apply in loan market. The
Personal Loan
Home Loan
Education Loan or Student Loan In Personal Loan, one can get a sanctioned Loan
amount between Rs25, 000 to 10, 00,000 depending upon the profile of person
applying for the loan. SBI, ICICI, HDFC, HSBC are some of the leading banks
MONEY TRANSFER
Beside lending and depositing money, banks also carry money from one corner of the globe
to another. This act of banks is known as transfer of money. This activity is termed
as remittance business. Banks generally issue Demand Drafts, Banker's Cheques, Money
Orders or other such instruments for transferring the money. This is a type of Telegraphic
Transfer or Tele Cash Orders. It has been only a couple of years that banks have jumped into
The first Indian bank started only with Indian capital, was nationalized in July 1969 and
currently the bank has become a front-line banking institution in India with 4525 Offices
including 432 Extension Counters. The corporate office of the bank is at New Delhi. Punjab
National Bank of India has set up representative offices at Almaty (Kazakhstan), Shanghai
Bank with 4497 offices and the largest nationalized bank is serving its 3.5 crore customers
Corporate banking
Personal banking
Industrial finance
Agricultural finance
Financing of trade
International banking
Punjab National Bank has been ranked 38th amongst top 500companies 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 200leading international banks
world wide. PNB India has Rupee Drawing Arrangements with 15 exchange companies in
(PNB) was registered on May 19, 1894 under the Indian Companies Act with its
office in Anarkali Bazaar Lahore. The Bank is the second largest government-
owned commercial bank in India with about 4,500 branches across 764 cities. It
serves over 37million customers. The bank has been ranked 248th biggest bank in
the world by Bankers Almanac, London. The bank's total assets for financial year
2007 were about US$60 billion. PNB has a banking subsidiary in the UK, as well as
branches in Hong Kong and Kabul, and representative offices in Almaty, Dubai,
the first Indian bank to have been started solely with Indian capital that has
survived to the present. (The first entirely Indian bank, the Ouch Commercial
Bank, was established in 1881 in Faizabad, but failed in 1958.) PNB's founders
included several leaders of the Swadeshi movement such as Dyal Singh Majithia and
Lala Har Kishen Lal, Lala Lalchand, Shri Kali Prosanna Roy, Shri E.C.
Dass. LalaLajpat Rai was actively associated with the management of the Bank in
1940: PNB absorbed Bhagwan Dass Bank, a scheduled bank located in Delhi circle.
1947: Partition of India and Pakistan at Independence. PNB lost its premises in
1951: PNB acquired the 39 branches of Bharat Bank (est. 1942) Bharat Bank
September 1965: After the Indo-Pak war the government of Pakistan seized all the
offices in Pakistan of Indian banks, including PNB's head office, which may have
(Bangladesh).
1986 The Reserve Bank of India required PNB to transfer its London branch to
State Bank of India after the branch was involved in a fraud scandal.
1986: PNB acquired Hindustan Commercial Bank (est. 1943) in a rescue. The
1993: PNB acquired New Bank of India, which the GOI had nationalized in 1980.
Malayalam, had established the bank in 1899. It was incorporated in 1913, and in
1965 had acquired selected assets and deposits of the Coimbatore National Bank. At
the time of the merger with PNB, Nedungadi Bank's shares had zero value, with the
result that its shareholders received no payment for their shares.PNB also opened a
Nepal that permits migrants to transfer funds easily between India and Everest
2007: PNB established PNBIL - Punjab National Bank (International) - in the UK,
with two offices, one in London, and one in South Hall. Since then it has opened a
PNB Mitra SF
PNB Vaibhav
PNB Gaurav
Anupam Account,
Mahabachat Schemes,
Car Finance
Personal Loan
Credit Cards
Social Banking
Krishi Card
Corporate Banking
EXIM finance
Business Sector
Apart from these, and the PNB also offers locker facilities, senior citizens schemes, PPF
schemes and various E-services.
PNB SUBSIDIARIES
PNB GILTS LTD. PNB Gilts Ltd., a subsidiary of the Bank, is engaged in the
business of trading in Govt. securities, treasury bills and Non SLR Investments.
PNB GILTS LTD
Let’s analyze SWOT in order to know as to where the company stands
SWOT ANALYSIS
STRENGTH
Wide network
Brand image
WEAKNESS
Casual behavior
OPPORTUNITIES
THREATS
During 2014-15
Award By PMJDY Award of Excellence 2015 Federation of Industry Trade and Services .
FIPS Award for Access to Banking and Financial Services Through Kiosk Banking Solution
Technology ELETS.
BFSI Awards for Bank with leading Financial Inclusion Initiatives 2015 by ABP news
IBA Banking Technology Awards 2014-15- Training and Human Resources, eLearning
IBA Banking Technology awards 2014-15’ Best Risk Management Initiatives (winnner) by
MSME Banking Excellence Awards 2014- Best Bank for Financial inclusion -Runners Up
ORGANIZATIONAL STRUCTURE
4. BRANCHES (4525)
OUR VISION
To evolve and position the bank as a world class, progressive, cost effective and
customer friendly institution providing comprehensive financial and related
services.
Build and maintain a team of motivated workforce with high work ethos.
OUR VALUES
Bonding and Integrity
Ethical conduct
Periodic disclosure
Confidentiality and fair dealing
Compliance with rules and regulations
RESARCH
METHODOLOGY
CHAPTER - III
METHODOLOGY
The value of any systematic research lies in its methodology which is a way to systematically
solve research problems. Methodology helps the investigator to conduct in a prescribed manner.
"A Study on Training efficiency with Special Reference to Punjab National Bank, Kanpur."
For the purpose of the study the necessary data has been collected from primary and secondary
methods.
1. Primary Data: Primary data required for the study was been collected through questionnaire
method.
2. Secondary Data: It was collected published books, journals, company records, files and
internet.
Method of Sampling:
The sampling technique used was non-probabilistic sampling under which convenient sampling
2. The study was on 25 selected employees, so their need not be the universal opinion.
3. Workers are always busy in their work. I is may not have given clear answer.
CHAPTER - IV
In this chapter the investigator tried to analyze the collected data. The data has been collected
PART - A
1.Years of Service:
The employee's experience and are directly related. Common belief is that younger workers are
Years of service
12%
24%
4%
0-5 YEARS
5-10 YEARS
8% 10-15 YEARS
15-20 YEARS
20-25 YEARS
ABOVE 25 YEARS
12%
40%
Table No. - 2.
Direct relationship between Training Program Attendance and Employee Efficiency. The higher
the training level on employee the higher his efficiency because he can do his work with ease
yes 25
no 0
1st Qtr
2nd Qtr
100; 100%
Above pie chart shows that all the respondents (100%) have attended training programs earlier.
Table3
Yes 18
No 7
no
28%
no
yes
72%
program met their needs and expectations.28% of the respondents are of the opinion that the
Table No. - 4
yes 21
no 4
no
16%
yes
84%
84% of the respondents feel that adequate training facilities were provided.
16% of the respondents feel that adequate training facilities were not provided
Table - No. 5
Yes 20
No 05
no
20%
yes
no
yes
80%
80% of the respondents are of the opinion that content of the training program was logically
organized.
20% of the respondents are of the opinion that content of the training program was not logically
organized.
Table 6
6. Whether you exchange the knowledge gained at the training center with your colleagues
at your workplace?
yes 23
no 2
Sales
8%
yes
no
92%
92% of the respondents exchange the knowledge gained at the training center with colleagues at
their workplace.
8% of the respondents’ don’t exchange the knowledge gained at the training center with
JUST RIGHT 20
TOO FEW 2
TOO MANY 3
30%
JUST RIGHT
50% TOO FEW
TOO MANY
20%
80% of the respondents are of the opinion that batch size of the training program was just right.
8% of the respondents are of the opinion that batch size of the training program was too few.
12% of the respondents are of the opinion that batch size of the training program was too many.
EXCELLENT 5
GOOD 15
AVERAGE 5
20% 20%
AVERAGE
GOOD
EXCELLENT
60%
20% of the respondents are of the opinion that quality of the training program wasExcellent
60% of the respondents are of the opinion that quality of the training program was good.
20% of the respondents are of the opinion that quality of the training program was Average.
Table 9.
Improvement in Skill 6
Enhanced knowledge 14
Self Development 3
Attitudinal Changes 2
8%
24%
12%
improvement in skills
enhanced knowledge
self development
attitudinal changea
56%
24% of the respondents are of the opinion that the training program brought improvement in
skills.
56% of the respondents are of the opinion that the training program enhanced knowledge.
12% of the respondents are of the opinion that the training program was useful in self
development.
8% of the respondents are of the opinion that the training program brought attitudinal changes.
10. Whether the course material provided during the training was useful?
Column1
3%
yes
no
97%
rial
92% of the respondents feel that the course material provided during the training was useful.
8% of the respondents feel that the course material provided during the training was not useful.
11. Do you feel that you will be able to handle your job better after attending the training
program?
yes 22
no 3
12%
yes
no
88%
EXCELLENT 3
GOOD 12
SATISFACTORY 10
BELOW AVERAGE 00
12%
40%
EXCELLENT
GOOD
SATISFACTORY
BELOW AVERAGE
48%
12% of the respondents feel that overall the training program was excellent.
48% of the respondents feel that overall the training program was good.
40% of the respondents feel that overall the training program was satisfactory.
13. To what extent the Knowledge gained at the training centre is useful in your day to day
functioning?
Table 13: Usage of knowledge gained at the Training Center in day to day functioning.
TO GREAT EXTENT 6
TO SOME EXTENT 19
DISCOURAGE -
24%
TO GREAT EXTENT
TO SOME EXTENT
DISCOURAGE
76%
Chart 13: Usage of knowledge gained at the Training Center in day to day functioning
76% of the respondents are of the opinion that the knowledge gained at the training centre is
FINDINGS
Summary of Findings:
1) The respondents are well qualified ranging from graduates to post graduates.
4) Maximum number of respondents’ i.e.72% of them felt that the training program met their
5)84% of the respondents have stated that adequate training facilities were provided.6)80% of
the respondents felt that the content of the training program was logically organized.
7) 92% of the respondents exchange the knowledge gained at the training center with colleagues
at their workplace.
8) 80% of the respondents felt that the batch size of the training program was just right.
9) 60% of the respondents felt that the quality of the training program was good.
10) 56% of the respondents have stated that the training program enhanced their knowledge.
11) 92% of the respondents felt that the material provided during the training programwas useful.
12)88% of the respondents are able to do their job better after attending the training program.
13) The overall reaction to the training program was good which forms 48%.14) Most of the
respondents i.e. 76% have stated that knowledge gained at the training centre is useful to some
CHAPTER-VI
CONCLUSION
By the study conducted on training effectiveness at Punjab National Bank we can conclude that
in all respects the training programs were successful and for majority of the respondents the
training program met their needs and expectations. However it was found that there should be
more on the job support to encourage employees to practice what they learnt. It was glad to know
that majority of the respondents rated the quality of the training program as “good”. Overall the
training program was good according to the respondents. This shows the success of the training
programs conducted earlier. The open work culture, commitment and the co-operation among the
SUGGESTION
4. The Training program’s contents should be designed keeping in view the jobs assigned or to
be assigned.
5. Latest developments in the field are to be dealt along with the training program
9.The bank reflects the philosophy of its founders, training programs (such as workshops,
seminars for the general public) would help to attract more youngsters to Punjab National bank
THE STUDY
LIMITATION
o 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.
o Since data collected is both primary and secondary in nature, this poses
with the assistant managers and the reliability and validity of the data.
o In today’s day the companies are very sensitive regarding their internal data,
ANNEXURE
A Study on Efficiency of Training at Punjab National Bank with Special reference in Punjab
Respected Sir,
Part-A
Personal Details
1. Name
2 Age
3 Marital Status
4 Qualification
5 Department
6 Year of Experience
Part-B
1. How many years of service have you completed in Punjab National Bank? __________
3) Do you think the Training Program met your needs & expectations? Yes No
6) Whether you exchange the knowledge gained at the training center with your colleagues
Just Right
Too few
Too many
Excellent
Good
Average
9) In what way the training program was useful? (Tick your choice)
a) Improvement in Skills.
b) Enhanced Knowledge.
c) Self Development
d) Attitudinal Changes.
10) Whether the course material provided during the training was useful? Yes No
11) Do you feel that you will be able to handle your job better after attending the training
program?
Excellent
Good
Satisfactory
Below average
13. To what extent the Knowledge gained at the training centre is useful in your day today
functioning?
To a great extent
To some extent
No encouragement
14) Would you recommend any changes in the training programs? Please Specify
Bibliography
Bibliography
Websites
http://www.Canbankindia.com/
http://www.indiainfoline.com/
http://www.Rbi.org.in/
Database
Capitaline plus – Capital Market
Books:
Publishing
Journals