TRAINING AND DEVELOPMENT

1) The bank has 46,000 employees spread across 21 countries, and

analyzing the training needs was a major task for the organization. The
basic aim of the organization was to overcome the challenges of the
organization by providing a suitable strategy to overcome those
difficulties by designing training programs, according to the job roles and
characteristics of the employees. As we saw in the above case study, the
branch managers identified the needs by discussing with the employees,
referring to their appraisals and customer complaints, considering the
audit and inspection reports and also analyzing the business plan. By
performing these certain activities the bank is able to determine the
training issue of the employees and understands the overall training needs
of the bank. The exercises performed by Bank of Baroda were important
as they wanted their employees to fill the gap between their actual
performance and desired performance by acquiring proper training and
developing themselves as individuals.
The Analysis performed in the above case study was done in 2 phases,
namely, Level 1 and Level 2, where the top management and the zonal
heads after thorough discussions finalized a training schedule and a
training calendar that was sent to the regional offices and the HR
Department conducted training programs accordingly.

2) If I were to be working as an HR manager in Bank of Baroda, I would

take the following steps to identify the training needs of the employees:
 Firstly, to decide which training plan I should go with for both the staff as
well as the business goals. We will have to carry out training need
analysis according to which we will figure out the training requirements
according to the personnel in a cost-efficient manner.
 The need assessment process would then include the three types of
analysis namely Organization analysis in which the reasons or pressure
points of the organization would be determined, then comes the task
analysis in which I will figure out what they need to do in the training
according to the needs of each employee, then lastly comes person
analysis in which I will determine among all the employees who are the
employees that need training.
 The organizational analysis would help to evaluate whether overall
training is needed in the business or not, by performing this analysis we
can analyze whether the future skills needs that will occur due to change
in products, technology or any other factor or the upcoming changes in
any sector will also influence the training needs for our business and a
practical way to identify and review all the processes would be by
carrying out the SWOT analysis.

 As for the task analysis we will have to compare the job requirements
with the existing skills of all the employees by performing this analysis
we can identify the gap between the actual and desired position of the
organization. We can also set practical levels of skills and knowledge that
are to be achieved by the employees by performing the task analysis.

 As for the person analysis, we will have to examine if each employee in

the organization needs training or not. This information can be collected
by customer reviews and different appraisals, we can also collect
feedbacks from employees on their recommendations and other
suggestions to perform their roles and responsibilities. Person analysis
can also be used to determine weather an employee is lacking because of
his lack of knowledge, skill or ability, or is lacking because of motivation
and cannot adapt to the current working style.

3) Yes, I do believe that branch managers should be empowered to identify

and nominate employees for training along with the regional HR
managers, but they should not be given full authority to make decisions,
because I think that the branch manager works with the employees on a
daily basis and knows very well which employ in his/her branch needs
training. However, I believe that Bank of Baroda must prepare a list for
training required for each employee and the HR managers should be
allowed to make qualitative changes according to the requirements for the
employees working under their branch as it would help the HR manager
to help them acquire qualities that they are missing and they would be
able to perform in a more effective and efficient manner.
By doing so the individual objectives would go together with the
organizational objectives and also the conflicts between branch managers
and employees would be minimized, therefore to avoid biased decisions
there should be a standard training that every employee should attend in
the organization before actually joining for work, as if the decision would
lie totally in the hands of the branch manager it would lead to conflict and
biased decisions against some employees which would not be fair and
just for the working environment of the organization and also the
personnel working under it.