Influence of Training and Development Programs in Banking Sector on the Performance of Employee
Geeta Kumari
Geeta Kumari, Department of Management, Akal College of Economics Commerce and Management, Eternal University, Baru Sahib, Himachal Pradesh, India.
Manuscript received on November 12, 2019. | Revised Manuscript received on November 25, 2019. | Manuscript published on 30 November, 2019. | PP: 5611-5618 | Volume-8 Issue-4, November 2019. | Retrieval Number: D8463118419/2019©BEIESP | DOI: 10.35940/ijrte.D8463.118419
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© The Authors. Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)
Abstract: In this research paper, the performance of employee in banking sector is studied by understanding the effect of training and development. In the case of SBI bank, the majority of the respondents (52%) were with the organization form 1 to 5 years. In case of ICICI bank, the majority of the respondents (48%) were engaged with the organization from 1 to 5 years. This may also conclude that employee’s turnover is less than public bank and people have more secured jobs in public banks. In the case of SBI bank, on the basis average score (mean) the highest influential factor is HR department is identifying the training needs (4.02) and least influential factor is Methodology for the selection of training (3.08). In the case of ICICI bank, on the basis average score (mean) the highest influential factor is HR department is identifying the training need (4.34) least influential factor is Methodology for the selection of training (3.04).
Keywords: Performance, Banking Sector, Public Bank, Influential Factor, Training Needs, Development.
Scope of the Article: Measurement & Performance Analysis.