SYNOPSIS OF THE PROJECT PROPOSAL

ON

IMPORTANCE OF TRAINING &DEVELOPMENT IN BANKING

SECTOR

WITH SPECIAL REFERENCE TO

AXIS BANK
CHEMBUR BRANCH

Submitted To

TILAK MAHARASHTRA UNIVERSITY, PUNE

Submitted by

AMIT VILAS RUMADE

MBA – H.R.
PRN NO.( 07408102710)
 INDEX

 INTRODUCTION

 OBJECTIVE

 C O M PA N Y P R O F I L E

 RESEACH AND METHDOLOGY

 D ATA C O L L E C T I O N

 QUESTIONNAIRE

INTRODUCTION OF TRAINING & DEVELOPMENT

The synopsis contains a study of importance of Training & Development in Axis Bank.
Training and personal development is an important method for a business to improve the
performance of employees.

Training starts with a strategy

It is important that a business provides training that is consistent with the business
strategy. The main steps in developing a training strategy are to:

 Identify the skills and abilities needed by employees

 Draw up an action plan to show how investment in training and development will
help meet business goals and objectives
 Implement the plan, monitoring progress and training effectiveness

Benefits of training to a business

The main benefits to a business of a well-trained workforce are:

 Better productivity (and, therefore, lower production / operating costs)

 Higher quality
 More flexibility - training helps employees develop a variety of skills. Multi-
skilling is only possible if the workforce is well trained
 Less supervision - lower supervision and management costs if employees can get
on with their jobs. This might also improve motivation - through greater
empowerment
 More successful recruitment and employee retention - businesses with a good
reputation for training are likely to find it easier to attract good quality staff - and
then keep them
 Help in achieving change - businesses with strong training systems and culture
find it easier to implement change programmes

OBJECTIVE
Earlier there were no training programs as such for Banking executives but on-the-job
training only that was given once the new Employee was appointed. But now the scenario
has been changed, with the coming up of big players like ICICI BANK, HDFC
BANK, HSBC BANK etc in this sector, people who've had some formal training are
preferred while recruitment because it can be helpful in the banking field.
The Objective of Training and Development led to mutually beneficial growth to the
Banking sector and economic growth process. This was coincided by technology
development in the banking operations.

Trainer –
The training objective is also beneficial to trainer because it helps the trainer to
measure the progress of trainees and make the required adjustments. Also, trainer
comes in a position to establish as relationship between objectives and particular
segments of training.

Trainee –
The training objective is beneficial to the trainee because it helps in reducing the anxiety
of the trainee up to some extent. Not knowing anything or going to a place which is
unknown creates anxiety that can negatively affect learning. Therefore, it is important to
keep the participants aware of the happenings, rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial factor to make the
training successful. The objectives create an image of the training program in trainee’s
mind that actually helps in gaining attention.
Thirdly, if the goal is set to be challenging and motivating, then the likelihood of
achieving those goals is much higher than the situation in which no goal is set.
Therefore, training objectives helps in increasing the probability that the participants will
be successful in training.

Designer –
The training objective is beneficial to the training designer because if the designer is
aware what is to be achieved in the end then he’ll buy the training package according to
that only. The training designer would then look for the training methods, training
equipments, and training content accordingly to achieve those objectives. Furthermore,
planning always helps in dealing effectively in an unexpected situation. Consider an
example; the objective of one training program is to deal effectively with customers to
increase the sales. Since the objective is known, the designer will design a training
program that will include ways to improve the interpersonal skills, such as verbal and
non verbal language, dealing in unexpected situation i.e. when there is a defect in a
product or when a customer is angry.
Therefore, without any guidance, the training may not be designed appropriately.

Evaluator –
It becomes easy for the training evaluator measure the progress of the trainees because
the objectives define the expected performance of trainees. Training objective is an
important to tool to judge the performance of participants.
 COMPANY PROFILE

Axis Bank was the first of the new private banks to have begun operations in 1994, after
the Government of India allowed new private banks to be established. The Bank was
promoted jointly by the Administrator of the specified undertaking of the Unit Trust of
India (UTI - I), Life Insurance Corporation of India (LIC) and General Insurance
Corporation of India (GIC) and other four PSU insurance companies, i.e. National
Insurance Company Ltd., The New India Assurance Company Ltd., The Oriental
Insurance Company Ltd. and United India Insurance Company Ltd.
The Bank today is capitalized to the extent of Rs. 407.44 crores with the public holding
(other than promoters and GDRs) at 54.51%.
The Bank's Registered Office is at Ahmedabad and its Central Office is located at
Mumbai. The Bank has a very wide network of more than 1042 branches (including 56
Service Branches/CPCs as on 30th June 2010). The Bank has a network of over 4474
ATMs (as on 30th June 2010) providing 24 hrs a day banking convenience to its
customers. This is one of the largest ATM networks in the country.
The Bank has strengths in both retail and corporate banking and is committed to
adopting the best industry practices internationally in order to achieve excellence.
Axis Bank is one of the fastest growing banks in the country and has an extremely
competitive and profitable banking franchise evidenced by:
Comprehensive portfolio of banking services include Corporate Credit, Retail Banking,
Business Banking, Capital Markets, Treasury and International Banking
RESEARCH METHOLOGY:

DEFINITION

According to Clifford Woody: -“Research comprises of defining and redefining

problems, formulating hypothesis (suggested solutions), collecting, organizing, and
evaluating data making deductions and reaching conclusions and at last carefully testing
the conclusions to determine whether they fit the formulated hypothesis”.

DATA COLLECTION

Data collection is one of the important tasks of the research, which is based on
PRIMARY and SECONDARY DATA

Primary data: -
The primary data are those data, which are collected afresh and for the first time and thus
happen to be original in character. There are some important methods :

• Observation method
• Interview method
• Through questionnaires
• Through Schedules

Since my research was of descriptive type and perform surveys, I collected

information in the form of primary data. I obtained primary data by
questionnaire method and through focus respective manager of the concern
department to evaluate Training & development . I used primary data to
obtain the information, which is first hand and original in character, so as to
have fair information about the Training & development in Axis Bank . For
analyzing the data I use the percentage method and making the data more
liable I used the pie charts and bar diagrams.

Secondary data: - It means data that are already available i.e., they refer to
the data, which have already been collected and analyzed by someone else.
There are some important methods:
• Book Human Resources and Personnel Management (5th edition)
• www.scribed.com
• company’s own website www.axisbank.com
ABOUT QUESTIONNAIRE

QUESTIONNAIRE: -
A Questionnaire consists of a number of questions printed or typed in a definite order on
a form or set of forms.

The Questionnaire:
The questionnaire consisted of 10 questions, which were combinations of Multiple,
Open- Ended questions and on the basis of 4 Like Rating Scales (Excellent,Good,
Neutral,and Poor).

EXPECTED CONTRIBUTION :

It is based on personnel visit to the organization Axis Bank. This study has helped in
understanding the performance evaluation and practices by knowing the organizations
objectives & goals, HR Policies, Employee relations, identifying the future needs,
employees competence building, requirements of training and development for
employees through Performance evaluation. The study is conducted on personnel
interviews & telephonic interviews of the employees & Customers from the
organizations. Through Training & development all are getting benefited, the
organization, the Employee and Customers.