Welcome To My Presentation

Exploring the Training and Development

Program of AB Bank Limited

INTRODUC

TIONProviding employees with training and development opportunities not only contribute to the quality and effectiveness of the organization, it also serves to motivate and retain employees. Training is a major part in human resources development and now a days, an integral part in human resources department. Training and development is necessary because it is a condition for survival. In fact, Training and development is not an expense but an investment. Companies need to invest in on-going employee development in order to keep employees updated and to become successful in business.

Objectives

Broad Objective:•The broad objective of this report is to explore the training and development program of AB Bank Ltd.

Specific objectives:• To know the perception of the employees of ABBL regarding training and development program.• To know the impact of training program on the employees of ABBL.

• To determine employee’s satisfaction regarding training program of ABBL.

Methodology of the Study

a) Primary sources:

b) Secondary Sources:

c) Data Analysis & Presentation:

•To do the research I have conducted a survey for which I have made a set of questionnaire. For this study simple random sampling was used to select the despondences from the population. The data from the survey is analyzed by Microsoft Excel and SPSS.

• Total sample contains 30

• Convenience Sampling

• Quantitative Data Analysis using SPSS software.

Company overview

• AB Bank Limited, the first private sector bank was incorporated in Bangladesh on 31st December 1981 as Arab Bangladesh Bank Limited and started its operation with effect from April 12, 1982.

• During last 31 years AB Bank extended services at home and abroad. Currently AB Bank has 86 local branches, one foreign branch in Mumbai, India; 6 subsidiary companies including one exchange company in UK, Off-shore Banking Unit and Custodial services. The Bank re-opened the Bank’s Representative Office at Yangon, Myanmar and at London, UK extending its foreign operations.

• AB is recognized as the people's choice, catering to the satisfaction of its cliental. Their satisfaction is AB's success.

Literature Review

• According to Webster Collegiate Dictionary: “Training means to educate narrowly.”

• According to Cascio: “Training consists of planned programs designed to improve performance at the individual, group and/ or organizational levels. Improved performance in turn implies that there have been measurable changes in knowledge, skills, attitude and social behavior”

• According to Griffen: “Training usually refers to the teaching operational or technical employees how to do the job for which they were hired.”

• According to Griffen (REFERENCE YEAR): “Development refers to teaching managers and professionals the skill needed for both present and future jobs.”

• According to Gary Dessler (REFERENCE YEAR): “Any attempt to improve current or future management performance by imparting knowledge, changing attitude, or increasing skills.”

• Beach (REFERENCE YEAR): “Management developing is a systematic process of training and growth by which individuals gain and apply knowledge, skills, and insights attitudes to manage work of organizations effectively.”

Empirical Findings

Analysis

According to the table around 40% of the employees strongly agree that the training they are having good enough in terms of quality training, 16.7% strongly Disagree that and other 30.0% voted with disagree , Nil voted agree & there is only 13.3% response neutral regarding that issue.

ABBL arranges training after

analyzing the need of the

employees.Analysis

From the given frequency

table we can understand

that 30% employee

disagree that ABBL does

not arrange training

whenever employee does

require. In contrast, 20%

strongly agree with that

issue and 10% of the

respondent’s response

neutral and 10% strongly

disagree on that also

30% disagree that.

Training helps to work more effectively and efficiently

Analysis

According to the table it has been clear that only 3 respondent or 10% respondents were disagree regarding the issue. In contrast 18 respondents or 60% were strongly agreed 10% respondents (3) were agreeing that training helps more effective and efficient performed. In the end 20% of the respondents (6) were neutral regarding that issue.

On the job training provided enough training session

Analysis

According to the table only 6 respondent was strongly disagree and 9 were disagree regarding the issue because they prefer outside training. That majority of the respondents 40% (12) were positive minded to have In-house training. Only 10% (3) were neutral on this issue.

Employee gets reward by attending training programs

Analysis

The frequency table of the study shows that 40% respondents response agree that whenever they attend training programs they gets reward. Other 10 % response neutral, 30% responses disagree and 20. % responses strongly disagree on that issue.

SWOT Analysis

Strength’s• AB Bank Limited, the first private sector Bank. • Faithful • Working Environment is Comfortable • High quality services in different areas of banking operations • Bank acquired confidence and trust of the public  Weakness • Slow progress in new system • Product & services are lower than other bank example ATM card  

Opportunities • Do fast in competition market • Develop product & services than other bank • Going on faster progress in new system  

Threats • New generation banking system • The competitors • Money launder

Major Finding

• Some of the employees showed their disagreement regarding the quality of training because training materials are not updated.

• Most of the respondents are dissatisfied about the arrangement of training program. Sometimes the employees think that they need more training for doing their jobs but do not get chance for it or the authority does not select them at that time.

• Major respondents are satisfied regarding the training budget of ABBL. Some employees argued that there is mismanagement in training institute regarding the allocation of budget.

• Most of the employees are satisfied about the trainer. They agreed that they are trained by skillful and experienced staff personnel trainer.

• Most of the Employee said they did not gets reward by attending the training programs.

RECOMMENDATION

• The management of ABL may match between training content and job content and training materials should be regularly updated to improve the quality of the training program.

• The management of ABBL may identify the need analysis before arranging training and they may take feedback from the employees regarding the training need.

 • ABBL may follow a systematic and transparent reward guideline

to reduce the dissatisfaction of the employees regarding training reward.

 • Training calendar does not help to identify the training dates so

the manger can review the dates which may help the manager avoid variances in the coming period.

CONCLUSION

• In my report I tried to figure out how AB Bank is dealing with its employees to make a long-term relationship and know the perception of the employees regarding training and development program. through its Training and Development . As true secret of good Training and Development programs : “A company will be judged by what it does, not what it promises”.