Ranjini Project New

8/2/2019 Ranjini Project New

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CHAPTER NO CONTENTS PAGE NO

1 INTRODUCTION

2 REVIEW OF LITERATURE

3 INDUSTRY PROFILE

4 COMPANY PROFILE

5 PRODUCT PROFILE6 OBJECTIVE OF STUDY

7 PURPOSE OF STUDY

8 RESEARCH METHODOLOGY

9 DATA ANALYSIS AND INTERPRETATION

10 LIMITATIONS

11 FINDINGS

12 RECOMMENDATIONS AND SUGGESTIONS

13 CONCLUSION

14 ANNEXURE

15 BIBLIOGRAPHY


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INDUSTRY PROFILE


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INTRODUCTION

Financial Sector Reforms set in motion in 1991 have greatly changed the face of Indian Banking . T

banking industry has moved gradually from a regulated environment to a deregulated market economy. Tmarket developments kindled by liberalization and globalization have resulted in changes in t

intermediation role of banks. The pace of transformation has been more significant in recent times wi

technology acting as a catalyst. While the banking system has done fairly well in adjusting to the ne

market dynamics, greater challenges lie ahead. Financial sector would be opened up for greater internation

competition under WTO. Banks will have to gear up to meet stringent prudential capital adequacy norm

under Basel II. In addition to WTO and Basel II, the Free Trade Agreements (FTAs) such as with Singapor

may have an impact on the shape of the banking industry. Banks will also have to cope with challenges pose

by technological innovations in banking.


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EMERGING ECONOMIC SCENE

The financial system is the lifeline of the economy. The changes in the economy get mirrored in the performan

of the financial system, more so of the banking industry. The Committee, therefore felt, it would be desirable t

look at the direction of growth of the economy while drawing the emerging contours of the financial system. The

India Vision 2020" prepared by the Planning Commission, Government of India, is an important document, whic

is likely to guide the policy makers, in the years to come. The Committee has taken into consideration th

economic profile drawn in India Vision 2020 document while attempting to visualise the future landscape

banking Industry.

India Vision 2020 envisages improving the ranking of India from the present 11th to 4th among 207 countries give

in the World Development Report in terms of the Gross Domestic Product (GDP). It also envisages moving thcountry from a low-income nation to an upper middle-income country. To achieve this objective, the India Visio

aims to have an annual growth in the GDP of 8.5 per cent to 9 per cent over the next 20 years. Econom

development of this magnitude would see quadrupling of real per capita income. When compared with the averag

growth in GDP of 4-6% in the recent past, this is an ambitious target. This would call for considerab

investments in the infrastructure and meeting the funding requirements of a high magnitude would be a challeng

to the banking and financial system.

India Vision 2020 sees a nation of 1.3 billion people who are better educated, healthier, and more prosperou

Urban India would encompass 40% of the population as against 28 % now. With more urban conglomeration

coming up, only 40% of population would be engaged in agricultural sector as against nearly two thirds of peop

depending on this sector for livelihood. Share of agriculture in the GDP will come down to 6% (down from 28%

Services sector would assume greater prominence in our economy. The shift in demographic profile an

composition of GDP are significant for strategy planners in the banking sector.

FUTURE LANDSCAPE OF INDIAN BANKING

Liberalization and de-regulation process started in 1991-92 has made a sea change in the banking system. From


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totally regulated environment, we have gradually moved into a market driven competitive system. Our mov

towards global benchmarks has been, by and large, calibrated and regulator driven. The pace of changes gaine

momentum in the last few years. Globalization would gain greater speed in the coming years particularly o

account of expected opening up of financial services under WTO. Four trends change the banking industry wor

over, viz. 1) Consolidation of players through mergers and acquisitions, 2) Globalisation of operations,

Development of new technology and 4) Universalisation of banking. With technology acting as a catalyst, w

expect to see great changes in the banking scene in the coming years. The Committee has attempted to visualiz

the financial world 5-10 years from now. The picture that emerged is somewhat as discussed below. It enta

emergence of an integrated and diversified financial system. The move towards universal banking has alread

begun. This will gather further momentum bringing non-banking financial institutions also, into an integrat

financial system.

The traditional banking functions would give way to a system geared to meet all the financial needs of th

customer. We could see emergence of highly varied financial products, which are tailored to meet specific nee

of the customers in the retail as well as corporate segments. The advent of new technologies could see th

emergence of new financial players doing financial intermediation. For example, we could see utility servic

providers offering say, bill payment services or supermarkets or retailers doing basic lending operations. Th

conventional definition of banking might undergo changes.

The competitive environment in the banking sector is likely to result in individual players working o

differentiated strategies based on their strengths and market niches. For example, some players might emerge

specialists in mortgage products, credit cards etc. whereas some could choose to concentrate on particul

segments of business system, while outsourcing all other functions. Some other banks may concentrate on SM

segments or high net worth individuals by providing specially tailored services beyond traditional bankin

offerings to satisfy the needs of customers they understand better than a more generalist competitor.

Retail lending will receive greater focus. Banks would compete with one another to provide full range of financi

services to this segment. Banks would use multiple delivery channels to suit the requirements and tastes o

customers. While some customers might value relationship banking (conventional branch banking), others mig

prefer convenience banking (e-banking).


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One of the concerns is quality of bank lending. Most significant challenge before banks is the maintenance

rigorous credit standards, especially in an environment of increased competition for new and existing client

Experience has shown us that the worst loans are often made in the best of times. Compensation through tradin

gains is not going to support the banks forever. Large-scale efforts are needed to upgrade skills in credit rimeasuring, controlling and monitoring as also revamp operating procedures. Credit evaluation may have to sh

from cash flow based analysis to borrower account behaviour, so that the state of readiness of Indian banks f

Basle II regime improves. Corporate lending is already undergoing changes. The emphasis in future would b

towards more of fee based services rather than lending operations. Banks will compete with each other to provid

value added services to their customers.

Structure and ownership pattern would undergo changes. There would be greater presence of international playe

in the Indian financial system. Similarly, some of the Indian banks would become global players. Government

taking steps to reduce its holdings in Public sector banks to 33%. However the indications are that their PS

character may still be retained.

Mergers and acquisitions would gather momentum as managements will strive to meet the expectations

stakeholders. This could see the emergence of 4-5 world class Indian Banks. As Banks seek niche areas, we cou

see emergence of some national banks of global scale and a number of regional players.

Corporate governance in banks and financial institutions would assume greater importance in the coming yea

and this will be reflected in the composition of the Boards of Banks.

Concept of social lending would undergo a change. Rather than being seen as directed lending such lending woul

be business driven. With SME sector expected to play a greater role in the economy, Banks will give great

overall focus in this area. Changes could be expected in the delivery channels used for lending to small borrower

and agriculturalists and unorganized sectors (micro credit). Use of intermediaries or franchise agents could emerg

as means to reduce transaction costs.


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Technology as an enabler is separately discussed in the report. It would not be out of place, however, to state th

most of the changes in the landscape of financial sector discussed above would be technology driven. In th

ultimate analysis, successful institutions will be those which continue to leverage the advancements in technolog

in re-engineering processes and delivery modes and offering state-of-the-art products and services providin

complete financial solutions for different types of customers.

Human Resources Development would be another key factor defining the characteristics of a successful bankin

institution. Employing and retaining skilled workers and specialists, re-training the existing workforce an

promoting a culture of continuous learning would be a challenge for the banking institutions.


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COMPANY PROFILE

Widely known for customer centricity, Canara Bank was founded by Shri Ammembal Subba Rao Pai, a great

visionary and philanthropist, in July 1906, at Mangalore, then a small port town in Karnataka. The Bank has gone

through the various phases of its growth trajectory over hundred years of its existence. Growth of Canara Bank

was phenomenal, especially after nationalization in the year 1969, attaining the status of a national level player interms of geographical reach and clientele segments. Eighties was characterized by business diversification for the

Bank. In June 2006, the Bank completed a century of operation in the Indian banking industry. The eventful

journey of the Bank has been characterized by several memorable milestones. Today, Canara Bank occupies a

premier position in the comity of Indian banks. With an unbroken record of profits since its inception, Canara

Bank has several firsts to its credit. These include:

Launching of Inter-City ATM Network


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Obtaining ISO Certification for a Branch

Articulation of Good Banking Banks Citizen Charter

Commissioning of Exclusive Mahila Banking Branch

Launching of Exclusive Subsidiary for IT Consultancy

Issuing credit card for farmers

Providing Agricultural Consultancy Services

Over the years, the Bank has been scaling up its market position to emerge as a major 'Financial Conglomerat

with as many as nine subsidiaries/sponsored institutions/joint ventures in India and abroad. As at September 201

the Bank has further expanded its domestic presence, with 3432 branches spread across all geographical segment

Keeping customer convenience at the forefront, the Bank provides a wide array of alternative delivery channe

that include 2623 ATMs, covering 899 centres. With 100% CBS, the Bank offers technology banking, such a

Internet Banking and Funds Transfer through NEFT and RTGS across all branches. The Bank has furth

enhanced its basket of new tech-products for customer convenience like Canara Gift Cards, Canara Campus Car

Canara Platinum Card, Bills Desk for utility bills payment, Cash withdrawal at Point of Sale (PoS) machines

Merchant Establishments, VISA money transfer and the ASBA (Application Supported by Blocked Amoun

facility during FY1

Not just in commercial banking, the Bank has also carved a distinctive mark, in various corporate soc

responsibilities, namely, serving national priorities, promoting rural development, enhancing rural se

employment through several training institutes and spearheading financial inclusion objective. Promoting a

inclusive growth strategy, which has been formed as the basic plank of national policy agenda today, is in fa

deeply rooted in the Bank's founding principles. "A good bank is not only the financial heart of t

community, but also one with an obligation of helping in every possible manner to improve the econom

conditions of the common people". These insightful words of our founder continue to resonate even today

serving the society with a purpose. The growth story of Canara Bank in its first century was due, among others,

the continued patronage of its valued customers, stakeholders, committed staff and uncanny leadership abili

demonstrated by its leaders at the helm of affairs. We strongly believe that the next century is going to be equal

rewarding and eventful not only in service of the nation but also in helping the Bank emerge as a "Global Ban

with Best Practices". This justifiable belief is founded on strong fundamentals, customer centricity, enlighten

leadership and a family like work culture.

Subsidiaries


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Canara Robeco Asset Management Company

Canbank Financial Services

Canara Bank Securities

Canbank Computer Services

Can Fin Homes

Canbank Factors

Canbank Venture Capital Fund

Milestones

1st July 1906 Canara Hindu Permanent Fund Ltd. formally registered with a capital of 2000 shares of Rs

50 each, with 4 employees.

1910 Canara Hindu Permanent Fund renamed as Canara Bank Limited

1969 14 major banks in the country, including Canara Bank, nationalized on July 19

1976 1000th branch inaugurated

1983 Overseas branch at London inaugurated

1984 Merger with the Laksmi Commercial Bank Limited

1985 Commissioning of Indo Hong Kong International Finance Limited

1987 Canbank Mutual Fund & Canfin Homes launched

1989 Canbank Venture Capital Fund started

1989-90 Canbank Factors Limited, the factoring subsidiary launched

1992-93 Became the first Bank to articulate and adopt the directive principles of Good Banking.

1995-96 Became the first Bank to be conferred with ISO 9002 certification for one of its branches in

Bangalore

2001-02 Opened a 'Mahila Banking Branch', first of its kind at Bangalore, for catering exclusively to the

financial requirements of women clientele.

2002-03 Maiden IPO of the Bank

2003-04 Launched Internet Banking Services

2004-05 100% Branch computerization

2005-06 Launched Core Banking Solution in select branches and Number One Position in AggregateBusiness among Nationalized Banks

2006-07 Retained Number One Position in Aggregate Business among Nationalized Banks. Signed MoUfor Commissioning Two JVs in Insurance and Asset Management with international majors viz., HSBC

2007-08 Launching of New Brand Identity and incorporation of Insurance and Asset Management JVs


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2005-06 Launching of 'Online Trading' portal, Launching of a Call Centre and Switchover to Basel II

New Capital Adequacy Framework

2008-09 The Bank crossed the coveted 3 lakh crore in aggregate business and the Banks 3rd foreign

branch at Shanghai commissioned

2009-10 The Banks aggregate business crossed 4 lakh crore mark. Net profit of the Bank crossed 3000crore and the Banks branch network crossed the 3000 mark.

Overseas branches of Canara Bank India

The overseas branches of the bank are located in the following areas:

London

Leicester

Hong Kong

Shanghai

Moscow Dubai

Doha

Awards

It was awarded first National Award, for 'Excellence in Micro & Small Enterprises (MSE) Lending' by the

Ministry of Micro, Small & Medium Enterprises and Government. of India.

It received 'Golden Peacock Award for Corporate Social Responsibility' for the year 2007. It was honoured with

'The Organization of the Year Award- for PR Excellence', instituted by Public Relations Council of India.


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PRODUCT PROFILE

Credit Card Services:

CANARA CARD is a GLOBAL CREDIT CARD from the house of Canara Bank, one of the leading Banks in

India, with around 2700 Branches and 34 million loyal customer base. In tune with our tradition of offering

quality products with competitive features and best customer service, we are delighted to introduce you to

the Canara Global credit Cards, offered to the privileged & elite people of the society. Canara Card is designed

to meet your high-end life style with anything you might need to make your experience a sheer pleasure. No

matter where you are across the world, luxury and comfort is always at hand.

Our cards enjoy the privilege of worldwide acceptance and free insurance coverage. Canara Cards are backed by

wide network of CANARA BANK branches and 24 Card Service centers located at many important cities spread

across the country. CANARA BANK is the principal member of VISA-WORLDWIDE and MASTERCARD


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hospitalization facility, at networked hospitals.

CANARA CARD FOR DIFFERENT SEGMENT OF CUSTOMERS

The credit card has become a vital part of every one's life on account of benefits derived from it. The cardholder

has the privilege of paying for hotels and restaurant expenses, services, shopping Airlines bills, Telephone bills

and other shopping needs, through the card. This eliminates the need to carry the cash, which is inconvenient and

risky. We offer following range of products backed by excellent customer service:

CANARA VISA CLASSIC / MASTERCARD STANDARD GLOBAL CARD

CANARA GLOBAL GOLD CARD

CANARA CORPORATE CARD

ank has started a Joint Venture Insurance Company Canara HSBC Oriental Bank of Commerce Life Insurance

Company Limited. The new JV insurance company was launched on 16th of June 2008. In the JV insurance

company, Canara bank has a stake of 51%, HSBC Insurance (Asia Pacific) Holdings Ltd 26% and Oriental bank

of Commerce 23%. We also act as a Corporate Agent of Our JV Company. For further details log on

to www.canarahsbclife.com

Click on the Products for more details.

1. Canara HSBC Oriental Bank of Commerce Life Secure Smart Plan

2. Canara HSBC Oriental Bank of Commerce Life Insurance Dream Smart Plan

3. Canara HSBC Oriental Bank of Commerce Life Insurance Grow Smart Plan

4. Canara HSBC Oriental Bank of Commerce Life Pure Term Plan

5. Future Smart Plan

6. Insure Smart Plan

Canara Bank Website is the one-stop shop where one can get a complete range of banking products and a number

of financial services made available by the bank. Canara Bank is one of the leading commercial banks operating i

most of the geographical areas of the country. Now, the bank offers online availability thereby making it easier fothe customers to find details on all the products and services offered by the bank. Canarabank.com is the website

address of the bank and by making a visit at this website you will come to know how the bank has become a

renowned financial institution in the country.

Canara Bank websites can be accessed anytime from anywhere and get the best reliable information on several

financial products and services that include:
http://www.canarabank.com/upload/english/Content/classicstandardfeatures.dochttp://www.canarabank.com/upload/english/Content/goldcard.dochttp://www.canarabank.com/upload/english/Content/corporatecard.dochttp://www.canarahsbclife.com/http://www.canarabank.com/upload/english/Content/Life_Secure_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Dream_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Grow_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Pure_Term_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/FutureSmartPlanBrochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Insure_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/classicstandardfeatures.dochttp://www.canarabank.com/upload/english/Content/goldcard.dochttp://www.canarabank.com/upload/english/Content/corporatecard.dochttp://www.canarahsbclife.com/http://www.canarabank.com/upload/english/Content/Life_Secure_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Dream_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Grow_Smart_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Pure_Term_Plan_Brochure.pdfhttp://www.canarabank.com/upload/english/Content/FutureSmartPlanBrochure.pdfhttp://www.canarabank.com/upload/english/Content/Life_Insure_Smart_Plan_Brochure.pdf


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Savings & Deposits

Card Services

Loan Products

Mutual Funds

International Services

Technology Products

Consultancy Services

Depository Services

Cash Management Services

TUF schemes

IPO Monitor Activity

Syndication Services

NRI Banking

Priority & SME Credit Services

Canara Bank Online Login

Through its official website Canara Bank offers a number of online banking facilities to retail and corporate

customers. Internet banking services can be obtained by making online login to your account after registering wit

the bank website. Existing customers can provide their user ID and password to login to their account while new

users can enroll with the bank website by making an application for net banking.

At Canara Bank website, one can also find exclusive details on the latest career options and job openings availabl

with the bank. Job seekers can further find online application forms and details on eligibility criteria of the job

vacancies. The bank site also makes it completely easy for the customers to find the bank branches with the help

of the branch locator tool.

One can further find customer care centers and their contact numbers and address from the bank's website. Loan

and Emi calculators are also made available through which borrowers can get a clear understanding of the loan

term that they can afford. Canara Bank has different website for Internet banking (www.canarabank.in) where


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customers can enjoy a number of hassle free services. A visitor can also find notifications, sale notice, tenders,

press and media releases from the announcement section of the bank website. For further details, simply visit the

website of the bank.

EDUCATION LOAN AND OTHER PRIORITY SECTOR LOANS

A. Loans for Students

Purpose:Payment of course fees.Purchase of books, equipments, instruments, uniform, payment o

hostel fees, examination fees, study tours, passage expenses (for studies abroad)

Eligible Courses :

Studies in India:

Graduation, Post-graduation including technical / professional courses with employmentpotential conducted by colleges / Universities approved by UGC /

Govt./AICTE/Department of Electronics / IMC, autonomous institutions like IIT,IIM etc

Studies abroad: Job oriented, technical / professional courses- (graduation / post graduation

Quantum of Finance:

Need based finance

For studies in India : Max. Rs.10.00 lacsFor studies abroad : Max. Rs.20.00 lacs

Margin

Upto to Rs.4.00 lacs Nil

Above Rs.4.00 lacs for studies in India 5%

studies abroad : 15%

Security:

Loan is given jointly to the student and parent /guardian

Assignment of future income of the student

Upto Rs.4.00 lacs- No security

Above Rs.4.00 lacs upto Rs. 7.50 lacs Satisfactory third party guarantee(Note: If the proposed borrower prefers to offer collateral security of tangible assets

(moveable or immoveable) instead of bringing collateral securities in the form of third

party guarantee, the same may be accepted, at his request, provided the securities withstipulated margin covers 100% of the loan amount).

Above Rs. 7.50 lakhs: Collateral security equal to 100% of the loan amount.

Repayment

Commences two years after completion of the course or six months after gettingemployment, whichever is earlier.

Loan with interest is repayable in equated monthly instalments within 5 to 7 years.

Credit Delivery

Loan can be availed from the branch nearest to the place of permanent residence of theparent / guardian.

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http://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspx


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B. Laghu Udyami Credit Card Scheme(LUCC)

Objective

LUCC Scheme is devised to provide hassle free financial support to small business units

retail traders, artisans, village industries, SSIs and tiny units, P & SE and small

entrepreneurs.

PurposeTo meet Working capital requirement of small business units, retail traders, artisans,

village industries, SSIs.

Eligibility

All existing small borrowers of above mentioned categories enjoying aggregate loan /

limit of upto Rs 10 lakhs are eligible Borrowers should have satisfactory dealings with thbank for atleast for the last 3 years.borrowers with continuous satisfactory past dealings

for a minimum period of 3 years but not having any liability right now can also be issued

the card.

Loan Quantum Maximum upto Rs.10.00 lakhs per borrower (aggregate)

C. Loan for Retail Traders

Purpose For meeting the working capital/term-loan requirements.

EligibilityRetail Traders dealing in essential commodities (fair price shops), consumer co-op stores

and private retail traders with credit limit not exceeding Rs. 20 lacs.

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http://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspx


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0030000000000000000000000000000001b40000040000000340000000100000002000000000000bf000000bf00

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D. Loan for Solar Water Heating Systems

Purpose To purchase brand new solar water heater systems with necessary accessories

Eligibility

Individuals, Institutions, Associations, Small Business establishments, Industrial

establishments, Hospitals, Hotels, Hatcheries, SMEs etc..

Salaried individuals should have minimum monthly net take home salary of 25% of

their gross salary OR Rs. 2000/- (after meeting the loan instalment) whichever is

more. Professionals and other non-salaried class should have a minimum net yearly

income of Rs. 50000/-.

E. Direct Financing to Self Help Groups

Purpose

-To build mutual trust and confidence between the bankers and rural poor through

formation of Self Help Groups

- To encourage banking activity both in thrift and credit operations.- Credit Assistance to the Group on the extent of Savings mobilised, which varies from

1:1 to 1:4.

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0003000040010000f000000000000000000000000000000000e2040080a90300460000002c00000020000000454

462b014001001c000000100000000210c0db01000000600000006000000046000000780100006c010000454d46

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000000000803f214007000c0000000000000008400005c4000000b80000000210c0db0100000000000000000000

000000000000000000100000089504e470d0a1a0a0000000d4948445200000021000000070103000000bcdfb60



804986ba1fe50d001446187c9685727a0000000049454e44ae426082000840010824000000180000000210c0db0
http://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspx


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1

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bf000004420000e04003000000000000b3000000b3ffff0342000000b3000000b3ffffdf402100000008000000620

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ffffffff460000001c00000010000000454d462b024000000c000000000000000e000000140000000000000010000

00140000000400000003010800050000000b0200000000050000000c0207002100030000001e000400000007010

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0000100040000000000000000000000000000000000030000000000000000000000ffffff00b6770000222222222

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0040092900aa000000000000000700210000000000040000002701ffff03000000000

F. Lending to Micro Credit Groups (MCG)

OBJECTIVE:

The objective of the scheme is to provide credit to Micro Credit Groups of persons

belonging to economically disadvantaged sections of the society, irrespective of the placof residence, for taking up any Income Generating Activities, falling within the purview

priority Sector definition.

COVERAGE:

a) The scheme is applicable to the persons belonging to economically disadvantagedsections of the society irrespective of the place of residence.

b) The scheme is applicable only to Micro Credit Groups against the group guarantee.

c) The scheme will cover the NGOs/MFIs/MFI-NBFCs for on lending to Micro CreditGroups

PURPOSE:

The finance can be granted for starting/improving/expanding any type of income

generating activity. Finance can also be given for agriculture and allied activity. The

finance may be provided so as to enable the group members to improve their earning andliving standard.

QUANTUM:

The limit permitted is Rs.50000/- per member, with a maximum of Rs.500000/- per grou

The loan for the debt swap could also be given to the members up to a maximum ofRs.25000/-, within the overall limit of Rs.50000/- permitted per borrower.
http://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspxhttp://www.canarabank.com/english/scripts/otherprioritysectorloans.aspx


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SURVEY OF

LITERATURE


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2

SURVEY OF LITERATURE:

Training and development is by definition: The heart of a continuous effort deigned to improve employee

competency and organizational performance. (R. Wayne Mondy, Robert M. Noe, Shane

!

R. Premeaux, 2002, Human Resources management, p. 214). Training is planned to give trainees information and

skills, they need for their job, while development involves learning that goes beyond the knowledge needed justfor current job. It is more long-term focused as it enables employees to keep up with the organization and its

changes and growth.

Companies have different approach to training and development. Some companies tent to minimise the training o

its employees as they see it as an unnecessary budgeted cost. On the other hand, we have companies, which see

training of employees more as a strategic investment and a very important attribute, which may increase

employees productivity and reduce human error; such companies can be called a learning organizations (R. Wayn

Mondy, Robert M. Noe, Shane R. Premeaux, 2002)

According to Casse and Banahan (2007), the different approaches to training and development need to beexplored. It has come to their attention by their own preferred model and through experience with large

Organisations. The current traditional training continuously facing the challenges in the selection of the

employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for theenvironment of work and by recognizing this, they advising on all the problems, which reiterates the requiremen

for flexible approach.

Usually the managers have the choice to select the best training and development programme for their staff butthey always have to bear in mind that to increase their chances of achieve the target they must follow the five

points highlighted by Miller and Desmarais (2007). According to Davenport (2006), mentioned in his recent

studies that its easy to implement strategy with the internet supported software.

Someof the Training theories can be effective immediately on the future of the skill and developments. The content

and the access are the actual factors for the process. It is a representation itself by the Access on main aspectwhat is effective to the adopted practice in training development. As per the recent theories to access the

knowledge is changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the

new meaning of information with electronic learning use. There is a survey confirmation for using classroom to

deliver the training would drop dramatically, (Meister, 2001).

A manager is that what the other members of the organization wants them to be because it is a very popular trend

of development training for the managers in the training for the management (Andersson, 2008, Luo, 2002). Mos

of the managers seems to reject a managerial personality in support of the other truth for themselves (Costas and

Fleming, 2009).


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ABOUT THE TOPIC

DEFINITION OF TRAINING:


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2

Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job

Training process moulds the thinking of employees and leads to quality performance of employees. It is

continuous and never ending in nature.

IMPORTANCE OF TRAINING:

Training is crucial for organizational development and success. It is fruitful to both employers and employees of

an organization. An employee will become more efficient and productive if he is trained well.

Training is given on four basic grounds:

New candidates who join an organization are given training. This training familiarize them with the organization

mission, vision, rules and regulations and the working conditions.

The existing employees are trained to refresh and enhance their knowledge.

If any updations and amendments take place in technology, training is given to cope up with those changes. For

instance, purchasing a new equipment, changes in technique of production, computer implantment. The employee

are trained about use of new equipments and work methods.

When promotion and career growth becomes important. Training is given so that employees are prepared to sharethe responsibilities of the higher level job.

The benefits of training can be summed up as:

Improves morale of employees- Training helps the employee to get job security and job satisfaction. The more

satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and

the lesser will be employee absenteeism and turnover.

Less supervision- A well trained employee will be well acquainted with the job and will need less of supervisionThus, there will be less wastage of time and efforts.

Chances of promotion- Employees acquire skills and efficiency during training. They become more eligible for

promotion. They become an asset for the organization.

Increased productivity- Training improves efficiency and productivity of employees. Well trained employees


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show both quantity and quality performance. There is less wastage of time, money and resources if employees are

properly trained.

Ways/Methods of Training

Training is generally imparted in two ways:

On the job training- On the job training methods are those which are given to the employees within the everyda

working of a concern. It is a simple and cost-effective training method. The inproficient as well as semi- proficien

employees can be well trained by using such training method. The employees are trained in actual working

scenario. The motto of such training is learning by doing. Instances of such on-job training methods are job-

rotation, coaching, temporary promotions, etc.

Off the job training- Off the job training methods are those in which training is provided away from the actual

working condition. It is generally used in case of new employees. Instances of off the job training methods are

workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of

employees have to be trained within a short time period. Off the job training is also called as vestibule training,i.e

the employees are trained in a separate area( may be a hall, entrance, reception area,etc. known as a vestibule)

where the actual working conditions are duplicated.

DEVELOPEMENT:

Development is the general enhancement and growth of individual's skills and abilities through conscious and

unconscious learning.Development under the traditional vision falls inbetween training and

education.Developement can cover the present role or some grooming for future greatness.

IMPORTANCE OF TRAINING AND DEVELOPMENT

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of

human resource that further helps the employee to achieve the organizational goals as well as their individual

goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad

structure for the development of human resources technical and behavioral skills in an organization. It also helps

the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and

skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of

the employees.

Productivity Training and Development helps in increasing the productivity of the employees that helps the

organization further to achieve its long-term goal.


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Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team

collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health

culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling about the

organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthy working environment. It

helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of the organization thus

preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more positive attitudes towards

profit orientation.

Training and Development aids in organizational development i.e. Organization gets more effective decision

making and problem solving. It helps in understanding and carrying out organisational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other

aspects that successful workers and managers usually display.


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Training your employees is important because

Rapid technological innovations impacting the workplace have made it necessary for people to consistently

update their knowledge and skills

People have to work in multidimensional areas , which usually demand far more from their area of

specialisation.

Change in the style of management.

Due to non-practical collage education.

Lack of proper and scientific selection procedure.

For career advancement.

For higher motivation and productivity.

To make the job challenging and interesting

For self and development

For employee motivation and retention

To improve organisational climate

Prevention of obsolescence

To help an organisation to fulfil its future manpower needs.

To keep in pace with times

To bridge gap between skills requirement and skills availability

For survival and growth of organisation and nation


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2

NEED FOR STUDY

Training and development is necessary for improving the quality of work and improve the performance of human

resource in the organization.

The major needs are :


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1.To increase productivity.

2.To improve quality.

3.To help a company fulfill its future personal needs.

4.To improve organizational climate.

5.To improve health and safety.

6.Obsolescence prevention.

7.Personal growth.

SCOPE OF STUDY

Continuous improvement in training programme.

Qualitative emphasis of training.

Maintaining staff loyalty, commitment and motivation.

Maintaining and improving quality of service.

Providing staff with necessary skill and knoweldge to undertake their specific tasks an

responsibilty on job.


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2

PURPOSE OF STUDY


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To identify the type of training to be imparted to employees.

To find out whether the employees are satisfied with the present training matho

imparted by the management.

To determine whether the training programmes are helpful in developing the skil

of employees.

To find out the various areas in which employees should be trained.


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3

RESEARCH

OBJECTIVES


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PRIMARY OBJECTIVE:

To study about the Training and Developement process in CANARA BANK ,Spencer branch at Chennai.

SECONDARY OBJECTIVE:

To study the profile of employees who have attended the training programme.

To study the process and methods adopted for the training programme.

To study whether learning has taken place on account of training.

To analyze the behavioural change of the employees after training programmes.

To give suggestions to enhance the processes.


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3

RESEARCH

METHODOLOGY

Research can be defined as a scientific and systematic search for pertinent informatiom in any branch o

knowledge.It is the pursuit of truth with the help of study ,observation, comparison and experiment. Researc

methodology is a way to systematically solve the research problem. It may be understood as a science of studyinhow research is done scientifically and the steps that are generally adopted by a researcher in studying his researc

problem along with the logic behind them.

Research methodology results in using research methods through which solutions are arrived for the problem

of research,thus ,an original contribution to the existing stock of knoweldge making for its advancement.

TYPE OF RESEARCH:


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The type of research design used here is descriptive research design. Descriptive research, also known

asstatistical research, describes data and characteristics about thepopulation or phenomenon being studied.

Descriptive research answers the questions who,what, where, when, "why" and how...

Although the data description is factual, accurate and systematic, the research cannot describe what caused a

situation. Thus, Descriptive research cannot be used to create a causal relationship, where one variable affects

another. In other words, descriptive research can be said to have a low requirement forinternal validity.

The description is used forfrequencies,averagesand other statistical calculations. Often the best approach, prior

to writing descriptive research, is to conduct a survey investigation.Qualitative research often has the aim

ofdescription and researchers may follow-up with examinations of why the observations exist and what the

implications of the findings are.

In short descriptive research deals with everything that can be counted and studied. But there are always

restrictions to that. Your research must have an impact to the lives of the people around you. For example, finding

the most frequent disease that affects the children of a town. The reader of the research will know what to do to

prevent that disease thus, more people will live a healthy life.

RESEARCH APPROACH:

The research approach is survey approach. The survey is a non-experimental, descriptive research metho

Surveys can be useful when a researcher wants to collect data on phenomena that cannot be directly observe

(such as opinions on library services). Surveys are used extensively in library and information science to asse

attitudes and characteristics of a wide range of subjects, from the quality of user-system interfaces to library us

reading habits. In a survey, researcherssample apopulation. Basha and Harter (1980) state that "apopulation

any set of persons or objects that possesses at least one common characteristic." Examples of populations th

might be studied are 1) all 1999 graduates of GSLIS at the University of Texas, or 2) all the users of UT Gener

Libraries. Since populations can be quite large, researchers directly question only asample (i.e. a smaproportion) of the population.

SOURCES OF DATA:

The data used are :

Primary data

Secondary data

SAMLPING PLAN

This is a definite plan for obtaining a sample from given population. It refers to the technique or procedu

the researcher would adopt in selecting items for the sample. Sample plan may also list down the numb
http://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Statistical_populationhttp://en.wikipedia.org/wiki/Causalityhttp://en.wikipedia.org/wiki/Causalityhttp://en.wikipedia.org/wiki/Internal_validityhttp://en.wikipedia.org/wiki/Internal_validityhttp://en.wikipedia.org/wiki/Internal_validityhttp://en.wikipedia.org/wiki/Frequency_(disambiguation)http://en.wikipedia.org/wiki/Frequency_(disambiguation)http://en.wikipedia.org/wiki/Averagehttp://en.wikipedia.org/wiki/Averagehttp://en.wikipedia.org/wiki/Qualitative_researchhttp://en.wikipedia.org/wiki/Qualitative_researchhttp://en.wikipedia.org/wiki/Statisticshttp://en.wikipedia.org/wiki/Statistical_populationhttp://en.wikipedia.org/wiki/Causalityhttp://en.wikipedia.org/wiki/Internal_validityhttp://en.wikipedia.org/wiki/Frequency_(disambiguation)http://en.wikipedia.org/wiki/Averagehttp://en.wikipedia.org/wiki/Qualitative_research


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3

of items to be include in the sample i.e., the size of the sample. The researcher must select a sample pla

which should be laible and appropriate for the research.

In this step, the specifications and decisions regarding the implementation of the research process a

outlined. Suppose, blocks in a city are the sampling units and the households are the sampling element

This step outlines the modus operandi of the sampling plan in identifying houses based on specifiecharacteristics. It includes issues like how is the interviewer going to take a systematic sample of th

houses. What should the interviewer do when a house is vacant? What is the recontact procedure fo

respondents who were unavailable? All these and many other questions need to be answered for th

smooth functioning of the research process. These are guide lines that would help the researcher in ever

step of the process. As the interviewers and their co-workers will be on field duty of most of the time,

proper specification of the sampling plans would make their work easy and they would not have to reve

to their seniors when faced with operational problems

SAMLPLING FRAME : The sampling frame here is the employees of canara bank at spencer branch.

A sampling frame is the list of elements from which the sample may be drawn. Continuing with the micro ove

ex, an ideal sampling frame would be a database that contains all the households that have a monthly incom

above Rs.20,000. However, in practice it is difficult to get an exhaustive sampling frame that exactly fits th

requirements of a particular research. In general, researchers use easily available sampling frames like telephon

directories and lists of credit card and mobile phone users. Various private players provide databases develope

along various demographic and economic variables. Sometimes, maps and aerial pictures are also used

sampling frames. Whatever may be the case, an ideal sampling frame is one that entire population and lists thnames of its elements only once.

A sampling frame error pops up when the sampling frame does not accurately represent the total population

when some elements of the population are missing another drawback in the sampling frame is over

representation. A telephone directory can be over represented by names/household that have two or mo

connections.

SAMPLE SIZE :

The study was made in canara bank,spencer branch. The survey was taken to the employees attending the trainin

programme in the training and development college there. The sample size is 50.

The sample size plays a crucial role in the sampling process. There are various ways of classifying the techniqu

used in determining the sample size. A couple those hold primary importance and are worth mentioning ar

whether the technique deals with fixed or sequential sampling and whether its logic is based on traditional o

Bayesian methods. In non-probability sampling procedures, the allocation of budget, thumb rules and number

sub groups to be analyzed, importance of the decision, number of variables, nature of analysis, incidence rates, an


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completion rates play a major role in sample size determination. In the case of probability sampling, howeve

formulas are used to calculate the sample size after the levels of acceptable error and level of confidence ar

specified

SAMPLING PROCEDURE:

Non probability sampling procedure is used. The respondents are selected on basis of convenience and the surve

is taken,based on which tests are done and inference is made.

SAMPLING METHOD:

Non-probability sampling method is used here. Nonprobability sampling does not meet this criterion and shou

be used with caution. Nonprobability sampling techniques cannot be used to infer from the sample to the gener

population. Any generalizations obtained from a nonprobability sample must be filtered through one's knowled

of the topic being studied. Performing nonprobability sampling is considerably less expensive than doinprobability sampling, but the results are of limited value

SAMPLING TECHNIQUE:

The sampling technique used is convenient sampling. Convenience Sampling is a sampling method (a way of

gathering participants for a study) used where a you select a naturally-occurring group of people within the

population you want to study.

MODE OF DATA COLLECTION

The tools used for primary data collection is through questionnaire.The questionnaire used is a structure

one.The respondents reference to each question is carefully noted.

The secondary data were collected from various magazines , newspapers ,journals and websites.

DATA COLLECTION INSTRUMENT:

The data collection instrument is questionnaire. Although direct filling of the is questionnaire by the employees

not allowed,interacting with the employees and marking the questionnaire was possible. The respondent


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3

reference to each question is noted.A questionnaire is a list of written questions that can be completed in one o

two basic ways

Firstly, respondents could be asked to complete the questionnaire with the researcher not present. This

is a postal questionnaire and (loosely) refers to any questionnaire that a respondent completes without

the aid of the researcher.

Secondly, respondents could be asked to complete the questionnaire by verbally responding to questions

in the presence of the researcher. This variation is called a structured interview.

Although the two variations are similar (a postal questionnaire and a structured interview could contain

exactly the same questions), the difference between them is important. If, for example, we are concerned

with protecting the respondents anonymity then it might be more appropriate to use a postal

questionnaire than a structured interview.

Questionnaires are restricted to two basic types of question:

Closed-ended (or closed question) is a question for which a researcher provides a suitable list of

responses (e.g. Yes / No). This produces mainly quantitative data.

Open-ended (or open question) is a question where the researcher doesnt provide the respondent with

a set answer from which to choose. Rather, the respondent is asked to answer "in their own words".

PRETESTING OF QUESTIONNAIRE:

Before beginning such a full research project ,researchers need to know that their study is valid and the study

design will be able to capture the data they are looking for. They need to know that the researdh they plan to d

will be the most accurate and reliable research possible. The best way to do this is to perform a pilot study. He

the pilot study was done by collecting questionnaire from 10 respondents and the necessary changes were made.

TOOLS AND TECHNIQUES USED FOR ANALYSIS:


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Percentage method

Chi square test

Binomial test

Frequency test

Annova test

DATA ANALYSIS AND


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INTERPRETATION

BINOMIAL TEST

Ho:There is no difference between observed and expected proportion.

Hi: There is difference between observed and expected proportion.

REASON:Data is nominal and independent and dichotomous

Category N Observed Prop. Test Prop.

Asymp. Sig. (2-

tailed)

gender Group 1 male 37 .74 .50 .001a

Group 2 female 13 .26

Total 50 1.00


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OUTCOME: Ho is rejected

[asymptotic significance is less than 0.05]

INFERENCE: There is difference between observed and expected proportion.i.e.There are more number of male

than females.

BINOMIAL TEST




Binomial Test

Category N

Observed

Prop. Test Prop.

Asymp. Sig.

(2-tailed)

trgbre Group 1 yes 48 .96 .50 .000a

Group 2 no 2 .04

Total 50 1.00

Based on Z Approximation.


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INFERENCE: There is difference between observed and expected proportion.i.e.There are more number of

trainees who have attended training before.

BINOMIAL TEST




Category N

Observed

Prop. Test Prop.

Asymp. Sig.

(2-tailed)

meetreq Group 1 yes 38 .76 .50 .000a

Group 2 no 12 .24

Total 50 1.00

Based on Z Approximation.


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trainees who feel the training programme attended met their requirements.

BINOMIAL TEST




Binomial Test

Category N

Observed

Prop. Test Prop.

Asymp. Sig.

(2-tailed)

satisfied Group 1 yes 41 .82 .50 .000a

Group 2 no 9 .18

Total 50 1.00

. Based on Z Approximation.




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trainees who felt that the training programme was satisfying them.

FREQUENCY TEST




gender

Frequency Percent Valid Percent

Cumulative

Percent

Valid male 37 74.0 74.0 74.0

female 13 26.0 26.0 100.0

Total 50 100.0 100.0


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INFERENCE: There is difference between observed and expected proportion.i.e. 74% of people who attended

training were males and 26% who attended training were females.

FREQUENCY TEST




Frequency Percent Valid Percent

Cumulative

Percent

Valid lectures 7 14.0 14.0 14.0

seminars 7 14.0 14.0 28.0

gd 28 56.0 56.0 84.0

audio visual 8 16.0 16.0 100.0

Total 50 100.0 100.0

INFERENCE: There is difference between observed and expected proportion.i.e. 14% of people who attended

training felt that the most effective method of training conducted were lectures.14% of people who attended

training felt that the most effective method of training conducted were seminars.56% of people who attended


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training felt that the most effective method of training conducted were audio visuals.16% of people who attended

training felt that the most effective method of training conducted were audio visuals.

CHI SQUARE TEST

Ho: There is no difference between observed data and expected frequency.

Hi:There is difference between observed data and expected frequency.

REASON: Data is nominal and independent Two variables

Observed N Expected N Residual

20-30 32 12.5 19.5

30-40 9 12.5 -3.5

40-50 8 12.5-4.5

above 50 1 12.5-11.5

Total 50

Test Statistics

age

Chi-Square 43.600a

df 3

Asymp. Sig. .000

OUTCOME: OUTCOME: Ho is rejected



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INFERENCE: There is difference between observed and expected proportion.i.e. the changes occurred in th

trainees performance is independent of the ages

LIMITATIONS


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The study was confined only to few areas of chennai. Therefore the results arrived will not represen

wholly of that of the market.

There may be some subjectivity in the replies received from the respondents.

The study is confined to only one bank/particular area and hence the inferences drawn from the stud

might not reflect that of other banks/other geographical locations.

Time and money is also a major constraint.

Questionnaire used is undisguised and there are chances of biased answers.


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FINDINGS


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A comprehensive and effective plan is a critical component of any successful training program. It should b

structured to generate information of that impact of training on the reaction ,on the amount of learning that h

taken place ,on the trainees behaviour, and its contribution to the job/organization.

Therefore evaluation of training is a measure of how well it has met the needs of its human resources. A

index of contribution of training to organizational success through evaluation strengthens training as a k

organizational success.

This study on evaluation on tarining has generated some concrete findings,which are listed below :

Majority of the respondents have previously undergone training.

Majority of the employees in the bank have undergone training only one time.

Majority of the respondents are undergoing on the job training.

Majority of the respondents are going for 3 days training.

Majority of the respondents feel that creativity is essential.

Majority of the respondents feel that commitment to work is necessary.

Majority of the respondents feel that skilla have grown by training.

Majority of the respondents feel training is good.


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Majority of the respondents are satisfied with the training.

Majority of the respondents feel that group discussions are the best medium of conducting training.

Majority of the respondents feel that class room experience is good.

Majority of the respondents say that feedback is the preferred method.

Majority of the respondents feel training should be considered once in a year.

Majority of the respondents are males.

Majority of the respondents are in the age of 20-30.

RECOMMENDATIONS

AND

SUGGESTIONS


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From the survey conducted and interpretation of data ,the following suggestions can be given :

The training must be done for a definite period. The duration of training can be extended. Such sho

period is not adequate in improving the skills and knowledge of employees.

On the job training is provide for unskilled jobs. There is no vestibule type of training for such jobs. S

such kind of training should be followed.

Management should identify specific areas of training like learning, observation, initiative etc and trainin

should be imparted to workers taking into account their setbacks.

There should be counseling programs done by the staff so that the problems faced by the employees can b

identified.


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Training is given only to improve the efficiency and skill of workers. There are no programmes for care

development. So management should take steps to implement such programmes.


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CONCLUSION


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This study was primarily conducted to determine the evaluation of training at CANARA BANK and 5

employees were chosen as the sample size for research study.

The study has clearly proved that the organization conducts training programmes in a very objectiv

manner.

From the stage of training need identification till the collection of feedback about the training,all th

elements are carefully planned and executed.

The training programmes ensure that they achieve the objectives that have been set thereby resulting

effective learning to take place.

Improvement of personal effectiveness has been a direct result of effective transfer of learning and positiv

attitude.

Considering all the above parameters it is indeed very obvious that the training conducted in CANAR

BANK is effective.


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