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Benefits of TNA or Employee Performance in Private Commercial Banks of
Bangladesh
Table of Contents
Abstract iv
1. Introduction 5
2. Objectives of the Report 6
3. Theoretical Background 6
4. Methodology 7
4.1 Primary Sources 8
4.2 Secondary Sources 8
4.3 Limitations of the study 8
5. Analysis 9
5.1 Research Design 9
5.2 Regression Analysis 10
5.3 Correlation Analysis 10
6. Findings 11
6.1 Benefits of TNA in Pvt. Commercial Bank 11
6.2 Limitations 12
7. Conclusion 13
8. References 14
Abstract
The training needs assessment is a critical activity for the training and development function.
Whether the organization is profit or non profit, it should be adept at performing a training
needs assessment. To be effective and efficient, all training programs must start with a needs
assessment. Long before actual training, the training manager must determine who, what,
when, where, why and how of training. To do this, the training manager must analyze as much
information as possible about the following: organization and its goals and objectives, jobs and
related tasks that need to be learned, competencies and skills that are need to perform the job,
individuals who are to be trained etc.
Several researches showed the benefits of TNA in different sectors. Here, the research tried to
dig in the benefits from the perspective of the private commercial banks of Bangladesh. The
report revealed that the widely held benefits of TNA may change their importance while being
applied in the point of view of private commercial banks. The report ends with the summary of
findings and limitations.
Page | 5
1. Introduction
The HR functioning is changing with time and with this change, the relationship between the
training function and other management activity is also changing. The training and
development activities are now equally important with that of other HR functions. Gone are the
days, when training was considered to be futile, waste of time, resources, and money. Now
days, training are an investment because the departments such as, marketing & sales, HR,
production, finance, etc depends on training for its survival.
A Training Needs Analysis (TNA) is used to assess an organization’s training needs. The root of
the TNA is the gap analysis. This is an assessment of the gap between the knowledge, skills and
attitudes that the people in the organization currently possess and the knowledge, skills and
attitudes that they require to meet the organization’s objectives.
The three banks that were taken into consideration are; Bank Asia, Trust Bank and The City
Bank. Bank Asia has been launched by a group of successful entrepreneurs with recognized
standing in the society. The management of the Bank consists of a team led by senior bankers
with decades of experience in national and international markets. Trust Bank Limited is one of
the leading private commercial banks having a spread network of 63 branches. City Bank is one
of the oldest private Commercial Banks operating in Bangladesh. It is a top bank among the
oldest five Commercial Banks in the country which started their operations in 1983. The Bank
started its journey on 27th March 1983 through opening its first branch at B. B. Avenue Branch
in the capital, Dhaka city.
This paper will begin how the needs assessment fits into this process, followed by an in‐depth
look at the core benefits a training needs assessment of the private commercial banks of
Bangladesh.
Page | 6
2. Objectives of the Report The report was prepared as a part of our course work Training and development (HRM 415).
The basic objectives of preparing this report are:
1. To find out the reasons why it is necessary to conduct a training needs assessment
before going into designing the training program.
2. To find out what is the incentives for private commercial banks in Bangladesh to
conduct TNA.
3. To summarize and interpret the benefits of TNA on the perspective of private
commercial banks in Bangladesh by analyzing primary data gathered by survey research.
3. Theoretical Background
A Training Needs Analysis is a review of the learning and development requirements for your
staff, volunteers and trustees. (Training analysis looks at each aspect of an operational domain
so that the initial skills, concepts and attitudes of the human elements of a system can be
effectively identified and appropriate training can be specified. Training analysis as a process
often covers areas like: Review of current training, Task analysis (of new or modified
system),Identification of training gap, Statement of training requirement, Assessment of
training options, Cost benefit analysis of training options.
Training Analysis is most often used as part of the system development process. Due to the
close tie between the design of the system and the training required, in most cases it runs
alongside the development to capture the training requirements. Corporate need and training
need are interdependent because the organization performance ultimately depends on the
performance of its individual employee and its sub group.
Page | 7
The benefits of TNA are many. Procurement of training solutions is expensive so, it is important
to take right training method. TNA processes ensure that the training solution is right for the
people who will be trained, considering their background, experience, and age and learning
style.) TNA will rigorously identify all the operational tasks that people need to do, the
performance expectations for those tasks and the underlying knowledge, skills and attitudes
required to achieve those expectations.
Generally, training is a six step process. The steps are: Step One – Identify Problem Needs, Step
Two – Determine Design of Needs Analysis, Step Three – Collect Data, Step Four – Analyze Data,
Step Five – Provide Feedback, Step Six – Develop Action Plans.) Although conducting a step‐by‐
step training needs analysis is recommended, the reality is that time and resources are not
always available for this type of effort. In these situations, it is required to do the best with
what the organization has. The basic steps are: Clarifying the performance issue, evaluating and
define what the target audience is doing versus what they should be doing, establishing the
causes of the performance issue, determine solutions that will solve the issue etc.
4. Methodology
The research was based on both exploratory and descriptive method. A random set of 30
employees from three renowned banks of Bangladesh (Bank Asia, Trust Bank, The City Bank)
had chosen and a questionnaire was given. A qualitative evaluation was utilized for this
research project leveraging subjective methods such as interviews to collect substantive and
relevant data. The facts and figures of this term paper were derived based on the data given by
the sample and also by the face to face conversation with different employees. A careful study
of the different established theories and articles on Training Needs Assessment was also
undertaken.
Based on the data, given by the sample, a numbers of statistical methods had been used to
determine the objectives of the term paper. The questionnaire consisting of 15 questions were
Page | 8
subdivided into 7 broader categories. Finally, by using the statistical methods like Regression ,
Correlation Analysis, we identified exactly how TNA benefits the privates banks of Bangladesh.
4.1 Primary Sources
The report was mainly based on the data derived from primary sources and the primary sources
of data was mainly derived from the analysis we got form the answers given by the employees
on the survey. The primary sources are given below.
• Questionnaire given to the employees
• Face to face conversion with the HR managers of the banks
4.2 Secondary Sources
The secondary sources that helped us to perfect and enrich this term paper are given below.
• Articles on TNA
• Features on TNA published on newspapers
• Different web sites containing benefits of TNA
4.3 Limitations of the study
Of course this term paper is not flawless and we had several limitations. The limitations of the
study are given below.
• The stipulated time was not sufficient to get a clear and real picture of the benefits of
TNA.
• We also faced a budget constrain to undertake a massive scale survey program.
• Due to the company policy and highly classified database, some employees and
managers showed little interest on disclosing their confidential information regarding
their confidential data.
• Many procedural matters conducted directly in the operations by the top management
level, which also gave some sort of restriction.
Page | 9
• The survey is entirely Dhaka based. We undertook the survey of banks located in Dhaka
city only so probably this report does not reveal a total depiction of the entire scenario
of benefits outside a metropolitan area.
• As the report was based on data given by different persons, a distortion in report may
occur if they had given wrong information.
5. Analysis
5.1 Research Design
To complete this report a causal method was followed. The questionnaire contained 15
questions. We sub categorized the 15 questions in 7 groups based on their similarity. The seven
groups are:
1. Learning of the Trainees
2. Increase in Organizational Performance
3. Better Designing of Training Program
4. Developing KSA of Employees
5. Sound Working Environment
6. Cost Advantages
7. Stakeholder’s Benefit
We put the surveyed data into SPSS 17 and undertook statistical analysis. Based on the findings,
we drew our conclusion.
Page | 10
5.2 Regression Analysis
We took employee performance as dependent variable, and took all the others as independent
variables. Using the regression model of SPSS, we got the regression equation.
The coefficient of determination (R2) was .522
That means the model we developed can be used to predict the benefits of TNA with an
accuracy of 52.2 percent.
The rest 47.8 percent is unexpected variation.
5.3 Correlation Analysis
The main focus of the research was to identify the correlation between TNA and the seven
benefits mentioned earlier. We ran a correlation analysis on SPSS and got the correlation matrix
given below.
Factors Correlation Rank Comment
Learning of the Trainees .680 2nd Strong Increase in Organizational Performance
.103 6th Weak
Better Designing of Training Program
.087 7th Very Weak
Developing KSA of Employees
.387 4th Moderate
Sound Working Environment .534 3rd ModerateCost Advantages .921 1st Very StrongStakeholder’s Benefit .166 5th Weak
Table 1: Correlation Analysis Table
Page | 11
6. Findings 6.1 Benefits of TNA in Pvt. Commercial Bank
Based on the result presented on table 1, we can sort out the importance of training needs
analysis on the basis of their rank.
A. Cost Advantage: The highest correlation (.921) exists between Cost Advantage and benefits
of TNA. It has a strong positive relationship with the well knit training needs analysis program.
In the banks of Bangladesh, TNA is done to save the bank’s valuable assets and cut cost in its
different operations. For example: lower staff turnover, lower recruitment costs; reduction in
bad debts; reduced customer support calls; reduced help desk calls; reduced need for
supervision; reduced downtime; increased staff productivity; fewer machine breakdowns;
lower maintenance costs, etc.
B. Learning of the Employees: The second higher correlation exists between learning of the
employees and TNA (.680). A well designed TNA program helps the employees to develop their
self efficacy and self esteem level which in turn make them motivated to learn new things.
C. Sound Working Environment: Interestingly, our research revealed that sound working
environment is one of the vital benefits of TNA. It has a moderate (.534) positive correlation.
The well developed TNA enables the bank of Bangladesh to perfect the employee’s
interpersonal skills. These help to develop a congenial work environment, and a sense of
reciprocity and mutual relationship between subordinates, colleagues and supervisors.
D. Developing KSA of Employees: It has a moderate (.387) correlation. The development of KSA
here means improving the knowledge, skills, attitudes and other activities of the employees.
The banks in Bangladesh conduct TNA to identify the deficit of the employees and then cater
training program to make the employees adroit and learned.
Page | 12
E. Stakeholder’s Benefit: It has a low correlation (.166). It means that the banks that we
surveyed in, conduct TNA to satisfy the stakeholders too. However, the weight is not that
significant. The stakeholder of a bank can be: board of directors, shareholders, managers etc.
F. Increase in Organizational Performance: It is puzzling that our study ranked this point as 6th
important. The correlation is .103. Banks in Bangladesh conduct TNA to Performance
improvement: in quality, quantity, speed, safety, problem solving, reduced duplication of effort,
less time spent correcting mistakes, faster access to information etc.
G. Better Designing of Training Program: The least correlation exists between TNA and better
designing of training program (.087) according to our survey. The banks that we surveyed in do
not place much importance on the TNA to design the training program.
6.2 Limitations
The most vital limitation of this study is, it was conducted on a sample of 30 employees only.
So, obviously this result does not depict the actual scenario.
Another drawback is the value or R2 is .522. That means the validity of this model is 52.2%.
Page | 13
7. Conclusion
The purpose of a training needs assessment is to identify performance requirements or needs
within an organization in order to help direct resources to the areas of greatest need, those
that closely relate to fulfilling the organizational goals and objectives, improving productivity
and providing quality products and services.
The needs assessment is the first step in the establishment of a training and development
Program. It is used as the foundation for determining instructional objectives, the selection and
design of instructional programs, the implementation of the programs and the evaluation of the
training provided. These processes form a continuous cycle which always begins with a needs
assessment.
The benefits of TNA are widely held and almost similar throughout the world. Here in the
scenario of the private banks of Bangladesh reveals a puzzling result though. The result shows
that banks conduct TNA mostly to save the operational costs thus to maximize profit. They also
do TNA to increase the learning and KSA of the employees, develop a sound working
environment, improve productivity etc.
Page | 14
8. References
1. Zemke, Ron and Thomas Kramlinger. Figuring Things Out: A Trainer's Guide to Needs and Task Analysis. Reading, MA: Addison‐Wesley Publishing Company, 1982.
2. Training Needs Analysis; Retrieved from
http://www.skills‐thirdsector.org.uk/training_needs_analysis
3. Training needs analysis; Retrieved from
http://en.wikipedia.org/wiki/Training_needs_analysis
4. Training Need Analysis(TNA); Retrieved from http://traininganddevelopment.naukrihub.com/training‐need‐analysis.html
5. Benefits of Training; Retrieved from
http://www.mbarronconsulting.com/training‐needs‐analysis.htm
6. Training Needs Analysis Benefit; Retrieved from http://www.rit.tafensw.edu.au/employer/trainingneedsanalysis/benefits
7. “Conduct a TNA to test and find out if training is the best solution” Retrieved from http://www.leopard‐learning.com/tna.html
8. Janice A. Miller, SPHR and Diana M. Osinski, “TRAINING NEEDS ASSESSMENT”, February 1996, Reviewed July 2002
9. Training Needs Analysis: The First Step in the Training Process, Retrieved from
http://www.itsinc‐us.com/tpm/na_article1_10‐18‐04.htm
10. Gent, Michael J. and Gregory G. Dell'Omo. "The Needs Assessment Solution." Personnel Administrator, July 1989: 82‐84.
11. “Training Needs Analysis Purpose”; Retrieved from “http://www.businessperform.com/workplace‐training/training_needs_analysis.html”