ASSIGMENT

FEET ON STREET
MEETING HR OF

AXIS BANK On Training & Development Programs

SUBMITTED TO: DR. MANISHA SETH SUBMITTED BY:APURV KUMAR (JIML 11-FS-012) ABHIMANYU SINGH (JIML-11-FS-001)

Q-1) How training and development programs are planned in your organization? How training needs are assessed in your organization?

The purpose of a Training Plan is to identify the work to be carried out to achieve agreed objectives. Training Plans should be drawn up to identify long term (4 years) objectives as well as short term plans for the forth coming season. Planning is most important part before setting up training programs. The plans include:

The steps in producing a Training Plan are as follows:

Gathering information Produce an overall plan template and identify the months/weeks of the year Identify on the plan at the appropriate period o the main competition o area, national, school etc. championships o qualification competitions o club fixture meetings Identify on the plan o the blocks (e.g. strength, endurance) to be developed in each phase o the period of development for each block o the intensity of training week by week o number of training sessions per week o Evaluate to monitor progress. Identify appropriate training units for each block as appropriate to the phase of development. Group the training units for each block into training schedules taking into consideration the number of training sessions the athlete can complete per week, the required training intensity and the phase of development.

Looking particularly at management training and development. The bigger the business, generally the bigger the dependence on management training and development.

Q-2 What are the different types of training imparted in your organization and what are the various methods used for training?
Training and development programs at AXIS Program Content

There are two main components to the MDP Program: Core Training and Job-Specific Training. The Core Training is a combination of classroom training, self-study, web-based training and group projects. Job-Specific Training is on the job learning to perform to day-to-day responsibilities in the area of hire.
Core Training

Core Training is attended by all MDPs, regardless of what position they were hired for. Some of the topics covered during Core Training include:

Division Orientations: Provides insight into the main operations at Axis Bank and how different departments work together Business Acumen Courses: Provides instruction in the areas of business etiquette, communication, and relationship building skills Leadership Sessions: Enables participants to learn about various leadership principles and begin to understand and develop their own leadership style. There are approximately ten weeks of Core Training - one full week per month. (Typically nine weeks are held in Buffalo, NY and one week is held on Baltimore, MD.)

Job-Specific Training

Job-Specific Training will enable the participants to successfully complete the jobs they were hired for. This training component is personalized for each MDP, based upon the skills needed for each position. Job-Specific Training occurs any time the MDP is not in Core Training so it accounts for about 40 weeks of training time. Generally, the training takes place at the MDPs' primary work location.
Development of Leadership Skills

Participants will periodically re-convene in order to provide leadership training Development practices include group discussions and case studies with members of the Organizational Development team This formula for success is accompanied with an open invitation to challenge the norms of the bank, giving MDP participants a unique opportunity to truly influence the growth of Axis bank.

Q-3) How training effectiveness is assessed in your organization?

Testing and measurement are the means of collecting information upon which subsequent performance evaluations and decisions are made.
The whole measurement/evaluation process is a six stage, cyclic affair, involving: The selection of characteristics to be measured The selection of a suitable method of measuring The collection of that data The analysis of the collected data The making of decisions The implementation of those decisions

An evaluation at each level answers whether a fundamental requirement of the training program was met. It's not that conducting an evaluation at one level is more important that another. All levels of evaluation are important. Each level provides a diagnostic checkpoint for problems at the succeeding level