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Contents

1

S.N. INDEX PAGENO

CHAPTER- 1 INTRODUCTION

1.1 Company Overview

1.2 Popular Profile

1.3 Supply Chain Model

1.4 SWOT Analysis

1.5 Function of human resourcemanagement

1.6 Major Player

CHAPTER-2 RESEARCH METHODOLOGY

&DESIGN

2.1 Objective of Human Resource

Management

2.2 Type of Research

2.3 Source of data & Collection tool

2.4 Sampling

2.5 Sample size

CHAPTER-3 ANALYSIS & INTERPRETATION

Meaning of consumer Buying Behavior

Interpretation of collect data

CHAPTER-4 RESEARCH FINDING

CHAPTER-5 LIMITATION OF RESEARCHCHAPTER-6 SUGGESTION

APPENDIX

REFRENCES


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INTRODUCTION

An organization is made up of four resources, namely men, material, money and

machinery. Of these, the first one id living one, i.e. human resource and other

three are non-living i.e.non human. It is the human/people that make use of non

human resources. Hence, people are the most significant resources in an

organization. It is man who makes all the difference in organizations.

L.F.Urwick had remarked that business houses are made or broken in the long

run not by markets or capitals, patents or equipments, but by men. According

to Peter F.Drucker, man, of all the resources available to man, can grow and

develop.

The main objective of this chapter is to present a perspective for human capital

management in the Indian context. Accordingly the meaning, objectives, scope

and functions become the subject matter of this chapter.

Before we define HRM, it seems pertinent to first define the term human

resources. In common parlance, human resources mean people. OR Personnel

means the persons employed. Personnel management is the management of

people employed.

Organization may be a manufacturing firm, a business concern, an insurance

company, a governmental agency, social organizations, hospital, a university

and even families. It may be small or large, simple or complex. An Organization

is a human grouping in which work is done for the accomplishment of some

specific goals, or missions.2


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MEANING & DEFINITION OF HUMAN RESOURCE

MANAGEMENT

Human Resource Management means:

The management of human resources is viewed as a system in which

participants seeks to attain both individuals of group goals.

If an analysis is made of this definition it will be seen that personnel

management involves procedures and practices through which human resources

are managed (i.e. organized and directed) towards the attainment of the

individual, social and organizational goals. By controlling and effectively using

manpower resources, management tries to produce goods and services for the

society.

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Definitions:

Human Resource Management involves all management decisions and

practices that directly affect or influence the people, or human resources, who

work for the Organization. An organizations employees enable an Organization

to achieve its goals, and the management of these human resources is critical to

an organizations success.

According to Process Systems View Human Resource Management means:

Human Resource Management is the systematic planning, development, and

control of a network of inter related process affecting and involving all

members of an Organization.

Key Terms used in this definition:

Process: Process is an identifiable flow of interrelated events moving towards

some goal, consequence and end. An example of the human resource

management is the staffing process, a flow of events that results in the

continuous filling of positions within the Organization. These events include

such activities as recruiting applicants, making hiring decisions, and managing

career transitions such as transfers and promotions.

Flow: Flow implies movement through time and in the direction of a result;

Inter-related: implies interaction within the process and between events;

Goal and Consequence (Purpose): suggest a human objective;

Events: are activities, happenings or change;

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End: implies some conclusion or consequence that may not necessarily be

sought or planned by man.

System: System is a particular set of procedures or devices designed to control

a process in a predictable way. For e.g. Staffing System of an Organization.

As a process it includes:

Human Resource Planning;

Job and Work Design;

Staffing;

Training and Development;

Performance Appraisal and Review;

Compensation and Reward;

Employee protection and representation;

Organization Improvement.

Human Resource Management is the planning, organizing, directing and

controlling of the procurement, development, compensation, integration,

maintenance and separation of human resources to the end that individual,

organizational and societal objectives are accomplished".

Edward Flippo

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This definition is a comprehensive and covers both the management functions

and the operative functions. The purpose of all these functions is to assist in the

accomplishment of basic objectives.

Characteristics of Human Resource Management

1. Human Resource Management is concerned with managing people at work.

It covers all levels of personnel, including blue collared employees and white

collared employees;

2. It is concerned with employees, both as individuals as well as group;

3. Human Resource Management is concerned with helping the employees to

develop their potentialities and capacities to the maximum possible extent,

so that they may derive great satisfaction from their jobs;

4. It is a major part of the general management function and has roots and

branches extending throughout and beyond each Organization;

5. Human Resource Management is of a continuous nature;

6. Human Resource Management attempts at getting the willing co-operation

of the people for the attainment of the desired goals.

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HRM can be of full value to an Organization only when it is consistently

throughout out and applied at all levels and to all management functions; in

corporate policies, in the systems, procedures and in employment practices, etc.

this integrative aspect of HRM is, therefore, of vital importance.

Fig, 1

7

Employee

Relations

Employee

Relations

Industrial

Relations

Industrial

Relations

HRMHRM

Personnel

Administratio

n

Personnel

Administratio

n


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Company Profile

CORPORATION BANK

Every institution has its start in modest initiatives but what makes it great is the

passion of the people behind it. Carrying the legacy forward with an undaunted

commitment to its vision, the journey of Corporation Bank truly epitomizes this

Profile of the company

Corporation Bank is a banking company. The Company operates in four

segments: Treasury, Wholesale Banking, Retail Banking and Other Banking

Business. Its services include core banking solution, automated teller machines

(ATMs), point of sale terminals (PoS), Internet banking, short message service

(SMS) banking, mobile payment solutions, government business, real time

gross settlement (RTGS) and national electronic funds transfer (NEFT). As of

March 31, 2012, it had 6,164 service outlets, which consisted of 1,500branches,

1,274 ATMs and 3,390 branchless banking units. During the fiscal year ended

March 31, 2012,139 branches, 24 ATMs and 890 branchless banking units were

operationalised, In fiscal 2012, it installed 14,197 PoS terminals at different

merchant establishments. Corp Bank Securities Limited is its wholly owned

subsidiary.

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Started about 107 years ago in 1906, with an initial capital of just Rs.5000/-,

Corporation Bank has recorded Rs. 2,36,611 Crore mark in business and even

far more, with over 6164 service outlets across the nation, served by committed

and dedicated 13,000 plus Corp Bankers. Proof of which is seen in its enviable

track record in financial performance. We have many reasons to cheer;

predominant of them is, being able to participate in nation building by

empowering the rural and urban population alike. Today, we are proud that we

are significant contributors to the growth of the country's economy.

Nationalized in 1980, Corporation Bank was the forerunner when it came to

evolving and adapting to the financial sector reforms. In 1997, it became the

Second Corporation Bank in the country to enter capital market, the IPO of

which was over- subscribed by 13 times. the Bank has many " firsts " to its

credit - Cash Management Services, Gold Banking, m-Commerce, " Online "

approvals for Educational loans, 100% CBS Compliance and more recently, its

pioneering efforts to take the technology to the rural masses in remotest villages

through low-cost branchless banking - Business Correspondent model. All of

which symbolize Bank's answered commitment to its customers to provide

convenience banking.

At Corporation Bank, what motivates us is the passion to excel in banking by

maintaining highest standards of service to our customers, backed by innovative

products and services which makes us one of the leading Corporation Bank inthe country, catering to a wide range of customers - from individuals to

corporate clients.

Corporation Bankcame into being as Canara Banking Corporation (Udipi)

Limited, on 12th March, 1906, in the temple town of Udupi, by the pioneering

efforts of a group of visionaries. The Bank started functioning with just

Rs.5000/- as its capital and at the end of the first day, the resources stood at 38

Rupees-13 Annas-2 Pies.

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The Founder President Khan Bahadur Haji Abdullah Haji Kasim Sahib

Bahadur, committed to fulfill the long felt banking needs of the people and also

to inculcate the habit of savings, provided the much-needed impetus to founding

a financial institution that would bring about prosperity to the society.

The content of the first Appeal to the public dated 19th February, 1906 speaks

volume about the lofty ideals and ethos behind the foundation. The Founder

President Haji Abdullah declared that:

"The Primary object in forming Corporation is not only to cultivate habits

of thrift amongst all classes of people, without distinction of caste or creed,

but also habits of co-operation amongst all classes.

This is Swadeshism pure and simple and every lover of the country is

expected to come forward and co-operate in achieving this end in view

The days that followed :

The initial growth was consciously cautious and need based. The first branch of

the Bank was opened at Kundapur in 1923, followed by the second in

Mangalore in 1926. The Bank stepped into the then Coorg State in 1934 byopening its seventh branch at Madikeri. In 1937 the Bank was included in the

second schedule of Reserve Bank of India Act, 1934.

Prosperity to All:

In 1939, the Banks name changed from Canara Banking Corporation (Udipi)

Ltd., to Canara Banking Corporation Ltd., and strongly put forth its vision

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with the motto-Sarve Janah Sukhino Bhavantuwhich meansProsperity to

All

The second change in the name of the Bank occurred in 1972, from Canara

Banking Corporation Ltd. to Corporation Bank Limited. and finally

Corporation Bank following its nationalization on 15th April, 1980.

Shouldering National objectives:

The Bank took on the priorities of nationalization in full stride and emerged

successful in fulfilling the national objectives, while sustaining its performance

oriented culture and profit augmenting record. Amidst all this, the Bank crossed

Rs.1000 crore-deposit mark in the year 1985 and launched into the 1990s with

focus on high quality growth by embracing newer technology.

The end of first phase of Banking sector reforms in India had seen the Bank

emerging as the most innovative and dynamic bank in the corporation,

outshining other banks in terms of asset quality, capital adequacy, operational

efficiency, well diversified income base, profitability, productivity, and strong

balance sheet.

The tremendous amount of confidence and loyalty reposed by the public in

general and customers in particular, manifested itself in the overwhelming

response to the IPO of the Bank in the year 1997.

A Big Leap to the Big League:

As on 30th September, 2012, the Total Business of the Bank was Rs.2, 41,899

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crore. The Total Deposit stood at Rs.1, 43,738 crore and the Total Advances

were at Rs.98, 161 crore. The Net worth rose to Rs.8, 646 crore.

Growing Bigger. Getting Closer.

The Bank has Representative Offices at Dubai and at Hong Kong. Presently, the

Bank has a network of 1601 fully automated CBS branches, 1281 ATMs and

3545 Branchless Banking Units across the country.

The Bank has extended Branchless Banking units to 3545 villages and has

issued Smart Cards to all account holders in these villages for enabling them to

operate their accounts at their doorsteps through the Business Correspondents

appointed by the Bank.

From 38 Rupees-13 Annas-2 Pies to a business level of Rs.2,41,899 crore and

from a Networth of Rs.5,000/- to Rs.8,646 crore, the evolution of the Bank from

a Nidhi to graduate as a Premier Corporation Bank and from the early days of

Swadeshism to post-Liberalization days has been a corporate success story.

Weathering two world wars, economic depressions, imbibing the latest in

technology, responding to financial reforms and the unique record of

uninterrupted posting of profits right from its inception in 1906, only furtherstrengthened its its commitment to the people.

Review of literature

The banking sector in India has made remarkable progress since the economic

reforms in1991. New private sector banks have brought the necessary

competition into the industry and spearheaded the changes towards higher

utilization of technology, improved customer service and innovative products.

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Customers are now becoming increasingly conscious of their right sand are demanding

more than ever before The recent trends show that most banks are shifting from

a product-centric model to a

Customer-centric model as customer satisfaction has become one of the major

determinants of business growth. In this context, prioritization of preferences

and close monitoring of customer satisfaction have become essential for banks. Keeping

these in mind, an attempt has been made in this study to analyze the factors that are

essential in influencing the investment decision of the customers of the public sector

banks Secondly; this study also suggests some measures to formulate marketing

strategies to lure customers towards bank

Internationally, there is a substantial literature that analyses various aspects of

currency demand from the point of view of currency management. Many of

these studies focus on modeling aggregate currency demand taking into account

macroeconomic factors, payment mechanisms, local behavioral factors and

(especially in the case of the US and Euro area) foreign demand for domestic

currency. Studies devoted to estimating demand at denominational levels are, by

contrast, relatively few. In India, however, there is surprisingly a paucity of

studies on modelling currency demand. This chapter presents a survey of

literature along with a broad overview from a cross-country perspective of the

various issues that have a bearing on currency demand.

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Chairman & Managing Directors Profile

Shri Ajai Kumar. Chairman & Managing Director

Shri Ajai Kumar has been appointed as Chairman & Managing Director of

Corporation Bank. He has assumed the office of CMD of the Bank on 1st

October 2011.

Before his appointment as Chairman & Managing Director, Shri AjaiKumar was Executive Director of UCO Bank, since 2009.

Shri Ajai Kumar is a Law Graduate and a Post Graduate in Physics from

University of Allahabad. He is a Certified Associate of Indian Institute of

Bankers (CAIIB). Shri Ajai Kumar has a distinguished career in banking

industry. He started his career with Bank of Baroda joining as a Direct

Officer in the year 1973.

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In his thirty six years of service in Bank of Baroda he had held various

positions handling key responsibilities in Head Office, Zonal Offices,

Branches, New York Office and Off-shore Banking Operations of Nassau,

Bahamas, covering a vast spectrum of banking operations.

Basically an operations man, his career at Bank of Baroda was spent in the

field, where he could gauge the market pulse and take pro-active, result-

oriented measures to garner market share. A man with a penchant for

independent thinking, Shri Kumar has painstakingly taken several initiatives

for banks growth through varied strategies. He also played a pivotal role in

strengthening and consolidating Retail Business with centralized process

through Retail Loan Factories and introduction of several new value-based

products for customers. His hands-on and practice-driven experience

facilitated balanced decision making with insight into all aspects.

During his tenure in Information Technology Division in Bank of Baroda,

Shri Kumar was responsible for 100% automation of the Branches and

migration to Core Banking Solution, putting in place Wide Area Network of

the Bank, enhancement of technology platform through RTGS, NEFT, Cash

Management Solution, Phone Banking, Internet Banking, Retail Depository,

Institutional On-line Trading, Data Warehouse, Global Treasury, RiskManagement, Anti-Money Laundering, Human Resources Information

System, Centralization of SWIFT, City Back Office, Regional Back Office,

Internet Payment Gateway etc.

Shri Kumar secured Outstanding Award for the paper submitted on

Knowledge Management A Perspective for Public Sector Banks in

BECON 2003. He was also a Member of the Board of Directors at Indo

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Zambia Bank Ltd., and later National Payment Corporation of India.

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Objectives of Human Resource Management

Objectives are pre-determined ends or goals at which individual or group

activity in an Organization is aimed. Objectives can be divided in to two parts:

Primary Objectives:

HRMs main goal is the creation of a workforce with the ability

and motivation to accomplish the basic organizational goals;

They relate to the satisfaction of the personal objectives of the

members of an Organization through monetary and non

monetary devices;

They relate to the satisfaction of community and social

objectives, such as serving the customers honestly, promoting a

higher standard of living in the community, bringing comfort

and happiness to the society, protecting women and children

and providing for aged personnel;

To utilize human resource effectively;

To establish and maintain a productive and self respecting

relationship among all members of an Organization;

To establish and maintain an adequate organizational structure;

To bring about maximum individual development of the

members of an Organization;

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to maintain a high morale and better human relations inside an

Organization by sustaining and improving the conditions which

have been established so that employees may stick to their jobs

for a longer period;

Secondary Objectives:

The secondary objectives aim at achieving the primary

objectives economically, efficiently and effectively.

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Functions of Human Resource Management

According to different authors HRM functions can be divided in to different

categories. Some of the categories are as follows:

1. General and Specific functions;

2. Personnel administration and Industrial relations functions.

3. Managerial and Operative functions

General and Specific functions:

General Functions:

To conduct personnel research;

To assist in the programmes of personnel administration;

To develop appraisal plans;

To launch education and training programmes;

To develop a competent work force;

To establish and administer varied personnel services delegated to personnel

department.

Specific Functions:

Employment;

Safety;

Wage and salary;

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Benefit Schemes;

Community relations and

Advice and counseling the employees.

Personnel Administration and Industrial Relations Functions:

Personnel Administration:

These functions relate to the function of managing people from the lower to the

upper level of the Organization and embraces policy determination as well as

implementation of policies by the personnel at the lower levels;

Industrial Relations Functions:

These functions relate to interactions between the management and the

representatives of the unions. Such functions involve all activities of employer

employee relationship, such as Organization of the union members, negotiations

of contracts, collective bargaining, grievance handling, disciplinary actions,

arbitration etc- the purpose of all these being to prevent conflict between two

parties.

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Evaluating HR Function

Organizations can promote human excellence by offering a potential site for the

flowering most forms of human excellence. Within an organization, if there is

meritocracy, people compete for promotion and other rewards on the basis of

good work rather than on the basis of pull. Recognition and rewards for

creative ideas, discoveries, inventions, innovations etc. promote creative

excellence. The human resource development movement in industry is aimed at

facilitating organizationally useful individual growth and development. The

more an organization promotes individual or team excellence, the more the

organization itself is likely to excel because the work of any organization is

dependent on the work of its individual members and employee groups.

The human factor across all organizations comprises three basic elements:

1. The people themselves who work in the organization; the skills and

capabilities they possess and their attitude towards the company;

2. The management style prevalent in the organization, which usually

stems from the top. The style may be aggressive, authoritarian,

democratic or laissez faire and each type has a different impact on

the way people work as individuals or in groups;

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3. The organizational climate i.e. the work atmosphere in the

company, as determined by the degree of interpersonal

cooperation, the types of conflict resolution, the amount of

trustworthiness, the prevalent organizational politics etc.;

The quality of HRM practices prevalent in a particular organization can be rated

by scrutinizing the following factors:

Organization Climate:

1. Do people feel they are giving enough responsibility?

2. Do people know what is expected of them in the shape of objectives and

standards of performance?

3. Do people see themselves being fairly rewarded for their work and feel

that promotion policies are fair?

4. Do the employees feel that they belong to a worthwhile company and are

valuable members of working teams?

5. Is there adequate feedback to people on their performance, whether it is

good, bad or indifferent?

6. Is there sufficient to challenge in their jobs?

7. Are people given enough support by their managers or supervisors in the

shape of guidance or help?

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RESEARCH METHODOLOGY is a way to systemically solve the research problem. It may

be understood as a science of studying how research is done. and it to study the various steps

that are generally adopted by a researcher in studying his research problem it is necessary for

the researcher to design the methodology form the problem as a method differ from problem-

problem.

RESEARCH PROCESS

Before embarking on the detail of research methodology and the techniques it seems

appropriate to present the brief overview of the research process. Research process consists of

series of action or steps necessary to effectively carried out the research and the desired

sequencing of these steps one should remember that the desired sequencing of these steps.

any specific order and researcher have to be constantly anticipating at each steps in the

research process however the following order concerning various steps provide a useful

procedural guideline regarding the research process.

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PURPOSE OF THE STUDY

The significance of this project is to give the understanding of how companys ER

department tries to improve their productivity, good working conditions, proper training and

motivation, reduce cycle time, reduce production cost etc.

In HT behavioral as well as technical both trainings are given to the workforce. The project

focuses on how different methods, techniques and policies adopted by the management to

identify training needs of workforce and to provide them proper training according to need

identified. It will help you to understand how organization provides training time to time and

provide chance to workmen to update him/her and to provide benefit to both him/her and

organization.

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RESEARCH OBJECTIVE OF THE STUDY

The objective for this project is to undertake a study, the Role of HR Manager in HT

To Study How HR Department is Important for the Company

To study how Training and Development , Recruitment and Selection process are

performed in the Company

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RESEARCH METHODOLOGY OF THE STUDY

Methodology may be a description of process or may be expanded to include a

philosophically coherent collection of theories, concept or ideas as they relate to a particular

discipline or field of inquiry. This project requires a detailed understanding of the concept

hr management. Therefore , firstly we need to have a clear idea of, what is TRAINING &

DEVELOPMENT , how it is applied in HT and what are the different ways in which HR

Management provided to the employees in the organization etc.

RESEARCH DESIGN

Research design is a conceptual structure within which research is conducted; it is basically

the blue print for a collection of data, measurement and analysis of data . A research design

is the arrangement of conditions for collection and analysis of data in manner that aims to

combine relevance to research purpose with economy in procedure.

My research design is of descriptive type. A descriptive research includes survey fact

finding and enquiries of different kinds with a major purpose of description of affairs as it

exist in present.

DATA COLLECTION TECHNIQUES

Data collection.

The task of data collection begins after research problem has been defined and research

design/ plan chalked out while deciding about the data collection to be used for studying two

types of data is used. I have used primary and secondary data for which a comprehensive

questionnaire was prepared and was got filled up by the employee of the organization

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Primary data: Are those which are collected fresh and for first time and thus happen to be

original in character . as:-

Questionnaires: A formal list of the questions answered by the employee ofHT and

later analysis the responses. We have used structured questionnaire as a formal list of

question produces more reliable results.

Direct personal:personal interview is versatile and flexible.

Interview: Direct face to face conversation help in getting accurate data.

Secondary data: On the other hand are those which have already been collected by some one

else and which have been already passed on.

the method of collecting primary and secondary data differs since primary data are to

be originally collected while in case in secondary data the nature of data collections works is

merely that of compilation. As:

Internet

Books

Journal

Manuals

Annual reports

SAMPLE DESIGN

A sampling design is a definite plan for obtaining a sample for a given population. It refers to

the techniques and procedure the researcher would adopt in selecting items for sample design

is determined before data is collected. The sample size should also be ascertained before

starting the research program.

I have choosen a sample size of the 20 employee.

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LIMITATIONS

HT S are making strenuous effort in imparting training and development to their

personnel. There are several problems are related to it which act as a tumbling blocks

hampering the effectiveness of their employees. These problems can be summarized as

follows:

Employees do not enjoy the training because same old patterns of training are used

every time and they dont find it interesting.

There is a problem in identifying the needs of the employees.

Evaluation is an intrinsic part of the training and development process. No evaluation

has been made to find out the magnitude of the improvement in an employees

capabilities after the completion of the course. Without proper evaluation system, we

cannot measure the worth of the training programs for an organization and its

personnel.

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4. ANALYSIS & INTERPRETATION

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MACRO ANALYSIS

INTERPRETATION OF SKILL MATRIX OF HALL NO.1

LINE-1

In the Hall No. 1 on line-1, there are 13 workers and total number of machines is 12. With the

help of skill matrix of workers, prepared on the basis of the star level parameters we can

interpret the skill level of workers of line-1as follows:-

There are 45.51% workers on the star 1 level





Rests of the 14.11% workers are those who are not rotated on all of the machines.

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LINE-2



interpret the skill level of workers of line-2 as follows:-

There are 52.27% workers on the star 1 level onLine-2






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LINE-3




There are 51.94% workers on the star 1 level on Line-3




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LINE-4








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LINE-9

In the Hall No. 2 on line-9, there are 23workers and total number of machines is 18. With the





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LINE-10

In the Hall No. 2 on line-10, there are 21workers and total number of machines is 20. With

the help of skill matrix of workers, prepared on the basis of the star level parameters we can




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MICRO ANALYSIS

ANALYSIS AND INTERPRETATION OF QUESTIONNAIRE-

Questionnaire was prepared in a view to study the changes in the performance skills and

abilities of the employees of HT GROUPS after the training programme was imparted to

them. For this I have taken a sample size of 20 employees and made an analysis.

Few questions are of general types consisting of employee name and their designation, age

sex etc.

1. Do you receive any kind of Training?

A. YES B. NO

All 20 workers taken as sample size said they all have attended many training

programmes. The ratio for Yes is 100% and 0% for No.

2. Which type of training do you received?

A. Technical B. Behavioral C. Managerial

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Out of 20 workers 28% workers said they have attended mostly technical training

programmes, 72% said they have attended mostly behavioral training programmes

and no one attended managerial training programme.

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3 Are you aware of training policies?

a. YES b. No

Out of 20 workers 99% workers are not aware about the training policies of

theorganization. Only 1% workers aware to the policies.

4. Are you able to understand clearly whatever is covered during the training?

a. YES b. NO

All the 20 workers said they understand clearly the topic covered in the training

programme.

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5. Do you feel that the training received by you is relevant to your work?

a. YES b. NO

Out of sample size 9% workers think that the training received by them is not relevant

to their work. Rests 91% think the training is relevant.

6. Do you feel any kind of difficulty during the training?

a. YES b. NO

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All the 20 workers said that they dont feel any difficulty during the training

programmes they have attended till now.

7. Is there a system of taking your feedback of the training that you receive?

a. YES b. NO

All the 20 workers said yes there is a system of taking feedback of the training

programmes.

8. Do you apply to your work situation whatever you learn during the training?

a. YES b. NO

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Out of sample size 75% workers are capable to apply whatever they learn during the

training programme and rests of 25% are those who are not capable to apply the

knowledge, they got during the training session.

9. Are you satisfied with the existing training & development system?

a. YES b. NO

b.

Out of sample size of 20 workers 63% are satisfied with the existing system of

training & development in organization. Rests of 37% workers are not on a

satisfactory position

10. Does your company maintain the training records?

a. YES b. NO c. Dont know

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Out of the sample size mostly workers dont know that the company maintains their

training record or not. About training record maintained or not by company 63%

workers said they dont know 24% said yes and 7% said no

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FINDINGS & SUGGESTIONS:

FINDINGS.

The top management rewards superiors for carrying out effective training.

The top management plans and budgets systematically made for training

Behavioral objectives are precise.

Trainers provide limited counseling and consulting services to the rest of the

organization.

The benefits of training and development are clear to the top management

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SUGGESTIONS..

In the era of the globalization the organization has to face new challenges in the present

context and achieve its objectives. It must be dynamic, desalinated efficient especially in the

training, development placement and promotion of its personnel. The huge investment in the

industrial sectors demand better operational efficiency, better management of capital and

above all, better management & development of human resources.

For enhancing the effectiveness of training & development programme there are few useful

suggestion which is implemented earnestly & sincerely may hopefully add to the luster &

improve the planning execution and follow-up of the training and development programme

in particular.

On the basis of my research I would like to suggest the following points for the organization:-

The appropriate person should be selected for the training.

Some changes to be made in feedback system so that unbiased feedback can

be achieved.

Most of the workers dont know that company is maintaining their training

records.

Training program should be in a scheduled way so that gap doesnt be occur

As the training is given to the workers the training programmes should be of

both types behavioral as well as technical.

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CONCLUSION

Bank sector occupies a pivotal position in the Indian economy. It is considered as a

pacesetter for the rest of the economy. It has expanded enormously and contributed a lot

towards the economic growth of country by adding a major share in the net national product

generating gainful employment & growth of every organization depends on the quality of the

manpower,& its people improvement & utilization in suitable challenging jobs. Training and

development is an important aspect of proffessionalisation of our executive cadre. There is no

doubt that training and development can do lot for development of its personnel. Training and

Development can do lot for its personnel. Training and Development is an integral part of the

Human Resource Development HRD. It is an important tool for the organization. To sharpen

executive knowledge with the object of strengthening & profit maximization of the

organization.

In Corporation Bank also training is very helpful towards organization and

employees. The employee attended training program of the company the were also benefited

by it in terms that their performance increased, also almost 70% of the employees also found

changes in terms of productivity i.e. they gained more professional knowledge also almost all

of them can discuss their needs with their superiors. We can therefore say, that training

programs discuss their needs with their superiors. We can therefore say, that training

programs are not only beneficial for the company but also beneficial for the employees

working and personal life.

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BIBLOGRAPHY

Books referred

C.R Kothari - Research Methodology

Beri Marketing Research (Tata McGraw Hill) , 1993 , 2 nd Edition

K Aswathappa , Human Resource and management, (Tata McGraw - Hill)

HR and PM, 2003, 3rd Edition

Dessler - Human Resource management ( Prentice - Hall) 9th Edition

Robbins S.P. Organizational Behaviour (Pearson Education , 2003 , 10th Edition)

Pareek U. Training Instruments for HRD and OD (Tata McGraw Hill) , 2 nd Edition

Websites

http://www.pdf-search-engine.com

http://www.mbajunction.com

http://www.hronline.com

http://www.gharidetergent.com

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http://www.pdf-search-engine.com/http://www.mbajunction.com/http://www.hronline.com/http://www.pdf-search-engine.com/http://www.mbajunction.com/http://www.hronline.com/


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ANNEXURES

-: Questionnaire:-

1. Do you receive any kind of Training?

a. YES

b. NO.

2. Which type of training do you receive?

a. Technical

b. Managerial

c. Behavioral

3. Are you Aware of training policies?

a. YES

b. NO

4. Are you able to understand clearly whatever is covered during the training?

a. YES

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b. NO

5. Do you feel that the training received by you are relevant to your work?

a. YES

b. NO

6. Do you feel any kind of difficulty during the training?

a. YES

b. NO

7. Is there a system of taking your feedback of the training that you receive?

a. YES

b. NO

8. Do you apply to your work situation whatever you learn during the training?

a. YES

b. NO

9. Are you satisfied with the existing training & development system?

a. YES

b. NO

10. Does your company maintain the training records?

a. YES

b. NO

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11. Does your company identify Need for training?

a. YES

b. NO

12. Does your company identify Need for training for freshers as well as for present

employers?

a. YES

b. NO

c. CANT SAY

13. Does your company use Job Rotation methods to train employees?

a. YES

b. NO

c. CANT SAY

14. Do you think evaluation is done properly?

a. YES

b. NO

15. Do you think training policies are followed adequately?

a. YES

b. NO

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