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A
SUMMER INTERNSHIP PROJECT
ON
“MEASURING EFFECTIVENESS OF TRAINING IN THE SURAT PEOPLE’S CO-OPERATIVE
BANK LTD”
Submitted by
Mr. Chitrak Sawadiyawala
Enrol.no.-138050592091
Submitted to
Ms. Parinaz Todiwala
Ass.professor
S.R. Luthra Institute of Management
Introduction
Training and developing human capital is tremendously important in
the effective management and maintenance of a skilled workforce.
In order to implement right training methods, organization should be
aware of the training methods and their effectiveness.
The various training methods- both off-the-job and on-the-job- are
described along with their strengths and limitations.
Training is a part of the human resource development, along with
the other human resources activities, such as recruitment, selection
and compensation.
To implement the right training methods, the training specialist
should be aware of the pros and cons and effectiveness of each
training method.
Banking Industry
Bank is a financial institution which receives deposits from the
public and lends them for investment purpose.
Features of banking
Money Dealing
Acceptance of deposit
Grant of loan and advances
Payment and withdrawal of deposits
Transfer of funds
Portfolio management
Foreign Exchange dealing
PESTEL Analysis
Surat People’s Co-Operative Bank
Nine decades of Trust, Excellence & Services
The Surat People’s Co-op Bank has been a pillar of support for the
thriving Industry and Trade in the city
Vision
To be India’s most respected and admired urban Co-Operative bank
by influencing people’s lives through personalized banking services
and partnering them in realizing their dreams
Mission
To be a preferred financial service provider with a special focus on
innovative quality products, technical expertise & efficient services
for customer achieve their objectives and goals
Values
Accepted cardinal principle of corporate social responsibility and
accordingly they have tried to fulfill our social obligations to be
recognized as Surat people’s bank in real sense
Author Year Important Points
Bramley and Kitson 1994 The trainee’s reaction
Trainee’s learning
The behavioral outcome
organizational results
Hughey and Mussnug
1995 Focus on Soft skills
Ramu 2006 Cost of Training
Nagar 2009 Design of training program
Literature Review
Research Methodology Problem Statement
The intention of this research is the measuring and analyzing
effectiveness of training in SURAT PEOPLE’S CO-OPERATIVE
BANK LTD., SURAT.
Research Objective
Primary objective
To Measuring Effectiveness of Training in SURAT PEOPLE’S CO-
OPERATIVE BANK.
Secondary Objective
To study the effectiveness of methods used in training of the
employees.
To analyze whether the employees are satisfied with their current
training methods.
To collect and analyze the view of participants and superior on the
training.
Research Design
In this study descriptive research design is selected to continue
further.
Sampling
Sample size: Sample size consists of 100 respondents from bank’s
central office, main branch and udhna branch who are attend
training sessions.
Method of sampling: The method used for sampling is non
probability Convenient Sampling.
Data Collection Methods
In this research I have selected survey method for collection of
primary data.
Data Collection Tool- Structured Questionnaire
Tools for Data Analysis- simple mathematical operation like
percentage, charts, etc…with the use of MSEXCEL
Sources of Data-
The primary data is collected from the employees and managers of
Surat people’s co-operative bank.
The secondary data related to the topic has been obtained through
various sources like web content, journals, and books.
Limitations of the study
The convenient sampling technique has its own limitations.
Many times responses in questionnaire were incomplete and
biased, it may not represent accuracy in study.
Some of the respondents of the survey were unwilling to share
personal information.
Data Analysis
Which Method of Training do you feel would be most effective?
Interactive case study Group discussion Classroom coaching Management games
68
28
68
77
2928
65
30
18
62
47
25
9
methods of training(in%)
very effective Somewhat effective Not effective
How important are the following Training Topics?
A B C D E F0
10
20
30
40
50
60
70
80
90
21.
87
78
58
32
62
13
8
14
2427 2728
41
14
39
8
36
1
63 2 32
0 1 1 0 0
Very important Somewhat imp. Not Sure Not Now Not important
A- Recruitment & RetentionB- Customer Service
C- Branch Management
D- Credit Management
E- Leadership Effectiveness
F- NPA & Recovery management
Training approaches should match the Organizational Culture?
Strongly Agree Agree Moderate Disagree Strongly Disagree
72
18
10
0 0
Responses(in%)
No. of Responses
Rate the quality of training that you received from training sessions.
very beneficial beneficial not beneficial unimportance
57
41
20
Responses(in%)No. of Responses
Does Training helps to increase the Motivation Level of Employee?
60%
32%
8%
Responses(in%)
Always Sometimes Never
The Time duration given for the Training Period is…
42%
10%22%
26%
Responses(in%)
Sufficient To Be Extended To Be Shortened Manageable
What are the General Complaints about the training sessions?
22%
15%
18%3%
42%
Responses(in%)
Take Away Precious Time of Employees To many gaps b/w sessionsTraining Sessions are unplanned Boring & Not usefulNo Complaints
The Trainer was Well Prepared.
Strongly Agree Agree Neutral Disagree Strongly Disagree
33
49
18
0 0
Responses(in%)
No. of Responses
Findings1. Methods of training
In this Research It is found that interactive session, Group
discussion and Class room type coaching method is more
effective.
Case study and Management Games are somewhat effective.
2. Importance of training topics
It indicates that Customer Services, Branch Management, Credit
Management and NPA & Recovery Management topics are very
important.
39% respondents are not sure about leadership effectiveness and
36% are not ready to say about Recruitment & Retention.
It indicates that training approaches should match the
organizational culture effectively.
The quality of training which they receive from training sessions are
very beneficial.
It emphasize that training always helps to increase motivation level
of employees.
The time duration of training period is sufficient and more
respondents has no complaints about that.
Sometimes trainers are not well prepared so people are not
strongly agree with it.
Conclusion
The training imparted meets objectives like:
Effectiveness of training and as its resultant in the performance of
employees.
Assists the employees to acquire skills, knowledge and attitude and
also enhance the same.
Helps to motivate employees and helps in avoiding mistakes.
Recommendations Individual Attention may be provided to the trainees in order to
encourage their participation and make them perform better at their
job.
Employee’s feedback should be regularly obtained in order to
understand the effectiveness of training.
In Surat People’s Bank, trainees are not satisfy about the training
sessions because sometimes sessions are unplanned and too
many gaps between sessions. So they should reduce the gaps
between sessions.
Sometimes trainers are not prepared very well and they are not
able to answer the question of trainees.
Thus the selection of trainer should be based on their experience
and skills.
Bibliography
BOOKS
Cooper, Donald R. Business Research Methods. New Delhi: McGraw Hill
Education (India) Limited, 2013.
K.Ashwathappa. Human Resource and Personnel Management. New Delhi:
McGraw Hills Companies, 2007.
Websites
Encyclopedia. 2014. <http://en.wikipedia.org>.
Surat people's co-operative Bank. 1922. <www.spcbl.in>.
Article Journal
"General Overview Of Training and Measurement Models." Journal of
Commerce & Tourism Education Faculty 1 (2005): 13.
Ibrahim, Mohamed E. "Measuring Effectiveness of Training." The Journal of
Management Research 4 ( 2004).
"Measuring Training Effectiveness." Indian Journal of Industrial Relations 36
(2001).
