ING

BANK

Vysya
ByNishita. International School of Management.

 ING

Vysya Bank was set up in 1930 in Bangalore. In 1985, it was the largest Private Sector Bank and in 1993, the number of branches crossed 300. Those who are interested in being a part of this prestigious bank can apply for ING Vysya Bank Jobs online or via post.

 ING

Vysya Bank recruitment process is very simple. They advertise for the vacant positions at their website. The Position Title is needed to be mentioned as the Subject line. The bank reverts to the applicant shortly. Vacancies for different posts like Relationship Manager (Wealth Management) are often advertised by the bank. Recruitment in ING Vysya Bank goes on throughout the year.

 JOB

DESCRIPTION:

Experience: 4 5 Years Location: Bengaluru/Bangalore Education: UG Any Graduate Any

Specialization, PG Any PG Course Any Specialization. Industry Type: Banking/Financial Services/Broking Role: Regional Mgr Functional Area: Banking, Insurance

Job Position : HR Trainee

No of Opening : 1 Name of the Organization : ING Vysya Bank Ltd. Experience: 0 1 Years Job Location: Bengaluru/Bangalore Required : * Graduate in Commerce/ Account background * Sound banking knowledge * Banking knowledge * Committed * Responsiveness and Ownership * Analytical skills * Subject Matter expert * Communication Speed & accuracy. * Analytical skills * Recon Skills. * Eye for detail. * Only male candidates need to apply

TRAINING AND DEVELOPMENT

To increase the knowledge of workers in doing specific works.

To impart new skills among the workers systematically so that they learn quickly.
To bring about change in the attitude of the workers toward the fellow workers, supervises the organization. To improve the overall performance of the organization. To reduce the number of accidents by providing safety training to workers.

To make the workers capable of handling materials, machines and equipments efficiently and effectively and thus check wastage of time and resources.
To prepare workers for higher jobs by developing advance skills in them.

DESIGNING A TRAINING PROGRAMME

IDENTIFICATION OF TRAINING NEEDS ORGANIZED ANALYSIS TASK ANALYSIS HUMAN RESOURCE ANALYSIS SETTING TRAINING OBJECTIVE ORGANIZATION OF TRAINING PROGRAMME TRAINEE AND INSTRUCTOR PERIOD OF TRAINING TRAINING METHODS AND MATERIAL EVALUATIONS OF TRAINING RESULTS

 ING

Vysya has developed a well defined training programme for its employees. the divisional level ING imparts training to its employees and agents through three training centres.
Employees training centre (ETC) Computer training centre (CTC ) Divisional training centre (DTC)

At

INDUCTION
This type of training is for new employees. This training is concerned with introducing or orienting a new employee to the organization and its procedure, rules and regulations.

JOB TRAINING
It relates to specific job, which the worker has to handle. It gives information about machines, process of production, instruction to be followed and method to be used

APPRENTICESHIP TRAINING
Apprenticeship training programme tends more towards education. Under this programme both skill and knowledge for doing a job or series of related jobs are involved.

 INTERNSHIP

TRAINING

Internship training is usually meant for such vocations where advanced theoretical knowledge is to be backed by practical experience on the job.

REFRESHER

TRAINING

It is for the old employees of the enterprise. The basic purpose of refresher training is to acquaint the existing workforce with the latest methods of performing their jobs and improve their efficiency further.

TRAINING

FOR PROMOTION

The talented employees may be given adequate training to make them eligible for promotion to higher jobs in the organization.

On the Job Training Method: Simulation Demonstrations and Examples Coaching Under Study Job Rotation

Off the Job Training Method: Lectures

Case Study Conference and Seminars T-Group Training (Sensitive Training) Programme Instructions Role Playing

ING Vysya bank has evolved its training programme with a resolute focus to provide inputs to trainees on:
Infrastructure financing and project evaluation Informational technology Management information system Asset liability management Rule based lending Risk management Customer care Accreditation of ISO-9000 Quality management system standards

Total quality management

The bank is self reliant in imparting training to more than 50% of its total workforce during the year with the help of its vast training infrastructure comprising Central Staff College/ Regional Staff College/ Zonal Training Centres. The bank conducts 20 odd intensive training programmes in the areas of Credit, Foreign Exchange and Computer Applications. Further, in order to inculcate team spirit the bank conducted unique selfawareness programmes for all the staff of the same branch at the post public hours in the branch premises itself. At Faridabad bank has its own I.T.Centre to impart exclusive in house training on Information Technology to meet our growing requirements of trained staff in view of the massive branch automation plan.

Finally these centres are conduction HRD related programmes to improve the general health of human relations throughout their networks and include confidence in their supervisors and operators alike.

PERFORMANCE APPRAISAL

 Administrative-

Promotions Transfers Wage and salary administration

Training and development

Personnel research
Self

Improvement

As far as possible, performance appraisal should be based on objective factors in accordance with the KRAs; it should be continuous process and made at regular intervals. ING Vysya takes care, that the methods of performance appraisal it adopts should assess some basic personal qualities of the employees:
Knowledge of the work Ability to do the work Quality and quantity of output Personal qualities like, dependability, adaptability, initiative, etc. Special qualities like confidence, leadership, etc.

Traditional

methods-

Unstructured appraisal Employee ranking Graphic rating scales Critical incidents Field review

 Modern methods Management By Objectives(MBO) Same as behavioural approach to subordinate appraisal. Actually called work planning and review. An employee is not appraised by his recognized traits, but by his performance with respect to the agreed goals or objectives. The essential feature of this approach is mutual establishment of job goals.

Behaviorally Anchored Rating Scales(BARS) Identification of critical incidents or behaviours. Identification of performance dimensions. Reclassification of critical behaviours. Assigning scale values to the critical behaviours. Development of bar instrument.

Determining the Objectives of Performance Appraisal

Who is to be Appraised?

Establishing Standards of Performance

Designing of forms

Frequency of Appraisal

Who is to do the Appraisal?

Thank You
ByNishita.