TERM PAPER

ON

TOPIC: Management Trainee in bank

SUBMITTED TO:
SUBMITTED BY:

Miss. Gurneet kaur

Shantana bose

Roll No. RR1903B44

Reg. No. 10903433

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INTRODUCTION:

In every industry there is a need for managerial staff. From first-line

supervisors to top executives, managers plan and direct the work of the
organization, set policy, establish channels of communication, and evaluate
the work that is done. These functions require knowledge, skills, and
judgment that are most effectively developed on the job. To prepare
individuals for management responsibilities, many companies use
Management trainee positions. These positions are most often found in
finance, trade, manufacturing, and in government agencies. Depending on
the business, the position may also be referred to as marketing trainee,
purchasing trainee, accounting trainee, or management intern. Whatever
the title, the purpose of the position is the same: to qualify individuals for
Management functions within the organization. Specific duties of a
Management Trainee vary widely according to the nature of the industry i.e.
banking and the individual firm employing the trainee. Very often, a
trainee's assignments are rotated among the various departments in order to
develop familiarity with the whole organization and its functions. Trainees
may also get classroom instruction in subjects related to their rotational
experience. Instruction may include lectures, guest speakers, projects, oral
presentations, and tests. In a bank i.e. in ICICI bank, the trainee may work
briefly as a teller, handle new accounts, and then work at one of the loan
desks before moving on to other assignments. Many firms have formal
written training programs which lay out the instruction and types of
assignments the trainee will receive. They also specify times for periodic
evaluation of the trainee's performance. Management traineeships may
range in length from six months to five years.

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OBJECTIVE OF STUDY:

 Design the job description, specification of management trainee in

bank.

 design the need assessment methods

 design the whole training process of training, training design.

JOB DESCRIPTION OF MANAGEMENT TRAINEE:

 An HR trainee works with representatives of different

departments to discuss issues within their groups.
 If required, they must refer the issues to senior HR staff, the
management, training division, administration etc.
 They must help other departments in the recruitment process
through collaboration with consulting agencies and advertisers.
 They have to identify and select prospective candidates,
interview them and give job offers of behalf of the management.
 They are also responsible for conducting induction programmes
of the new employees.
 They have to take care of the collection of market salary
information for the annual review.
 They must update monthly payroll, leave records etc of the
employees.

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  Responsible for End-to-End Recruitment, Able to work on MS-
Excel, MS-Word & Power point, Excellent Communication skills.
 They also have to answer different queries from other personnel
in the company.
 They should accurately collect facts and statistics to make
financial calculations for planning and other uses.

JOB SPECIFICATION:

 Those interested in developing a career in bank must possess

strong verbal and written communication skills.
 The candidate must have good administrative and organisational
skills.
 The candidate must be interested in working with people and
should be a team player.
 The candidate should be able to act in a confidential manner and
must be sensitive to others’ needs.

EDUCATION QUALIFICATION:

-Passed full time MBA/PGDBM, specialize in HR

-Sound Knowledge in HR fundamentals & Basics
-can handle situation on urgent Basis.

The candidate should have 50% throughout 10th, 12th, graduation. Besides
that, the candidate needs to hold a bachelor’s degree, preferably with a
commerce background.

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Training at ICICI BANK:

Bank in India is an integral part of our life. Even before the formation of
Pakistan, pre partition era, people used to run private banks. Lending money
and borrowing money were the only objectives of these unorganized banks.
At the time of British rule, banks in the organized sector started operations.
Then Government of India felt the need of nationalizing this sector, as there
was no security of people investments. A regulating body Reserve Bank of
India started making regulations and supervising their operations. A large
number of private banks were nationalized. A person getting job in a bank
started thinking of not executing his duty properly. Going to bank to open an
account or for any other purpose was a tense proposition for majority of us.
There was no human touch at all. There was no accountability of bank
employees.
Then came the globalization era. The sector was opened to private players.
Foreign banks entered India and Indian banks faced some heat of
competition. The large numbers of employees in these banks were not
trained in soft skills viz. communication, human relation, customer service
etc. Private Banks started training their employees in human skills and
people skills. Following are the training patterns of ICICI:

• Trainers, motivators and motivational speakers like are engaged for

coaching ICICI employees.
• The Bank has ensured that all its employees are given adequate
training. On an average 37 hours of training is given to employees,
which compares well with the best globally.
• ICICI Bank’s credit card department and loan department are given a
successive sessional program on sales skills and positive customer
care.
• ICICI Bank’s security team consists of security professionals in IT
teams. Periodic training programs are conducted for the security team;
classroom training for all IT administrators and system and application

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 owners is also carried out. All the web developers are trained on
secure coding practice on a yearly basis.
• E learning games ICICI Bank plays to train its new hires. New recruits
are made to play online games for hours before they start dealing with
customers. These hires, typically junior and middle-level managers
hired for customer-facing functions play online games for several hours
before they get down to the business of dealing with people.
• Besides above ICICI bank uses coaching, on-the-job (OTJ) training,
seminars/workshops, simulation workshops, computer-based training
(CBT) etc to provide all technical and non-technical skills to its
employee.

Training process:

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 Identification of
Needs

Preparation of Training
Plan

Imparting
Training

Feedback

Induction
Training

Training
Effectiveness

Identification of Needs

Management Staff:

The Performance Appraisal form of the organization has a section in which

the training and development needs are filed up. The person whom the
concerned employee is reporting fills the Performance Appraisal form
annually. Such person may be a branch head or department head.
Identification of training need is done at the Executive Office (EO) level for
the managers through the Performance Appraisal forms annually and the

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records are maintained at the Executive Office. Managers are nominated for
the various training courses by the Executive’s Office. Managers may also
be nominated to certain training programmes from the branch if the
subject’s covered are found to be of interest or if they offer a learning
opportunity in some emerging areas of knowledge. Training needs for the
department through their Performance Appraisal forms identifies the officers,
which are filled in by the department head. The Performance Appraisal
forms thus give the emerging training needs. This exercise is carried out
annually.

Staff:

Training needs for staff and workers are identified based on:

• Company’s strategy and policy.

• Organizational Thrust Areas.

• New Emerging Areas.

This together gives the consolidated system of needs that is prepared by the
Personnel Officer and approved by the Department Head.

PREPARATION OF TRAINING PLAN

On the basis of identified training needs, the annual training calendar is

prepared by the Personnel officer and approved by the Personnel Head.
Annual Training Budget is prepared by Branch Personnel Head and is
approved by Executive Office. This gives the final list of training activities in
a particular year. It is attempted to carry out all the programmes to fulfill the
identified needs. The Head of the Personnel Department monitors the actual
training conducted vis-à-vis the identified training needs on a monthly basis.

IMPARTING OF TRAINING

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Actual training is imparted with the help of in-house and outside agencies.
The selection of these agencies is done on the basis of reputation;
programmes offered by them, past experience and feedback received from
the earlier participants. Training is also imparted by nominating the
concerned employee for an external training programme. All records of the
training are maintained at branch as per Record of Training in the Personnel
folder and the same is intimated to the Executive Office Personnel through
the Monthly Personnel Report.

FEEDBACK

A feedback is taken from the participants through a questionnaire on the

programme and their impressions in order to further improve upon the same.
There are three such questionnaires available and one of these is used
depending upon the nature of the training programme and the level of
participants. Also, a person from the personnel department sits through the
final session of the programme and takes the verbal feedback about the
programme.

INDUCTION TRAINING

This is carried out as the very first step for any new entrant into the branch
at the Staff/ Officer/ Manager level. The department prepares a schedule for
the employee as per which he is required to spend specific time in each
department. During such period, he is reporting to the respective
department head. The objective of the induction programme is to familiarize
the participant to the function of different department. The copies of the
same are sent to the General Manager and all concerned. At the end of the
induction, the trainee has to submit a report to the Personnel Department.

Management Trainee’s Training : Management trainees are given a

fortnight of induction programme. Corporate HR advises it as per

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Management Trainee Training programme designed by them. Thereafter, a
detailed training programme is carried out whereby the incumbent is to
understand in depth of working of each department at various locations as
per the programme given by the Corporate HR. Corporate HR maintains all
relevant records pertaining to Management Trainee’s training at Bangalore.

Training Effectiveness

For each training programme conducted in-house for ICICI bank branch, a
training brochure is developed. The brochure developed consists of the
following information:

• Programme objectives: Need of the training and what are the

objectives that this training aims to achieve, what likely outcomes are
expected to come out of impact of this training.
• Programme content: Topics being covered during the training.
• Methodology adopted.
• Programme faculty.
• Personnel to be covered.
• Training methodology.
• Training effectiveness criteria and scale.

The training effectiveness is measured by measurement of the achievement

of the objectives. This lists down the measurement indicators, achievement
of which will ensure that programme objectives are achieved. A person gets
nominated for the training programme in the following two ways:

a) Training programme flowing from the training needs.

b) Training programme for testing out the training/ increased
awareness/ general information/ omnibus training types etc.

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Training programmes flowing from training needs:

The programmes are divided into three broad categories:

- Functional
- Behavioral
- General/ Omnibus programmes
1. Functional: The outcome of the training is measured by comparing
the data pre-training and post-training. A scale is developed for
measuring the effectiveness of training based on the % achievement of
the objectives.
2. Behavioral: The effectiveness of the training of this nature is
measured annually. This is seen through the training need identification
for the coming year for the employee. If the training need is repeated
there, then the training provided is taken as ineffective. If the training
need is repeated but with focus on a part of the need, then the training is
partially effective. If not repeated, then the training is effective.
3. General: These are the training needs flowing directly from the
organizational needs. Examples of these can be ISO 9000 training, ISO
14000 training and any awareness training. These are omnibus training
programmes, which are run for a large number of employees.

The effectiveness of the training is measured by:

- Achievement of those organizational objectives within the time lines.

- Number of audit issues raised on the areas covered in the training.
- Any other such thing as defined in the training brochure.

The effectiveness of the outside training programme is measured on

the same line as above. However, no detailed brochure is prepared for the
same. The measurement criterion for the programme is defined in the

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beginning of the programme and effectiveness measured against the same.
A consolidated effectiveness report of the training programme is prepared at
the end of the year. The programmes that are found to be ineffective are
reworked.

Training programme for testing out the training

Also there are training programmes, which are not flowing directly from the
training needs measurement of effectiveness of the training is not needed to
be measured.

Training design:

1. Cover the content: The first and foremost thing that to be done after need
assessment it that were they are lacking that area should cover and
the which is necessary is to be cove in the training session.

2. Motivation and interesting: the next is that training programme should be

interesting and motivating so that the organistion goal and individual goal
both are achieved efficiently and effectively.

3. Combination of training method: the training method should be used is

simple and which training method is more effective should me use i.e. in icici
bank on the job training is given to its employees and if necessary they give
the off the job training or classroom training.

4. Simple: the training should be simple and more effective so that

everybody can understand.

5. Logical sequence: they should be in logical sequence i.e. in icici bank the
training is properly schedule. So that there should not be any type of
confusion.

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6. Divide into module: the whole training of management training should be
divided into different module so that the training should me effective i.e.
what is to be imparted first that should be imparted first and so on. By this
training schedule should me properly and no conflict and confusion arises.

7. break up: the time slot should be properly distributed so the the training
should be interesting and and motivational.

IMPLEMANTING THE TRAINING:

1. Logistic arrangement:

• Facility: the trainer should be provided a travelling facility from its

house and if the training is out of the organisation than the travelling
given to them.

• Room reserved: if the training is off the job then room is reserved
previously and venue is said to all the trainees.

• Layout specified/arranged: the layout of the room is firstly analyze as

per the size of the trainee.

Materials:

• Trainer guide: the trainer is to be chosen as per the batch of the

trainees and choose that trainer who is suitable to train the trainees of
the banks. Measure the trainer that he/she have that ability where the
trainees are lacking regarding to their objective which is set.

• Other material: copy, pen etc.

Food facility:

• Breakfast: during refreshment the trainees will be provided coffee with

biscuit, and patties, samosha, cake etc.

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 • Meal: in meal the lunch will be provided to trainee i.e. rice, chapatti,
dal, mixed veg, paneer masala etc.

Equipment:

before imparting the training manager will see that there is every
equipment are there available or not it overhead projector, marker, VCR,
LCD, other thing etc.

2. Personal arrangement:

• Travelling: travelling facility to the trainer from the way from where
he/she come to the destination and then back again.

• Logging: logging facility is available for the trainer if he/she comes by

covering the long distance.

Physical arrangement:

• Choosing the venue: the venue is being chosen where the cost is less
and it is easy to get it and everything is being available there in
nearby.

• Room layout: the layout of the room is firstly analyze as per the size of
the trainee and chair and bench all the equipment with this are
available or not.

• Refreshment room: refreshment room should be available there and it

should be clean and hygienic.

• Control physical environment: all physical things should be properly

check. It include proper light should be there, sound system etc.

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Need Analysis:

There are three levels of needs assessment: organizational analysis, task

analysis and individual analysis.

1. ORGANISATIONAL ANALYSIS: Organizational analysis looks at the

effectiveness of the organization and determines where training is needed
and under what conditions it will be conducted. It identifies:

• State of the economy and the impact on operating costs.

• Changing work force demographics and the need to address cultural or

language barriers.

• Changing technology and automation.

• Increasing global/world market places.

• Organizational goals (how effective is the organization in meetings its

goals), resources available (money, facilities; materials on hand and
current, available expertise within the organization).

• Climate and support for training (top management support, employee

willingness to participate, responsibility for outcomes).

2. TASK ANALYSIS: Task analysis provides data about a job or a group of

jobs and the knowledge, skills, attitudes and abilities needed to achieve
optimum performance.

(a) KSA analysis-- A more detailed list of specified tasks for each job
including Knowledge, Skills, Attitudes and Abilities required of incumbents.
For management trainee KSA are:

 Training & Development, Cross Cultural Teaching, Curriculum

Formulation.
 Resource Utilization, Course Strategies & Personalized Guidance.

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  Knowledge of ELearning Tools, Anti Money Laundering & Banking
Products.
 Communication & Interpersonal Networking, Motivation, Learning
Innovation, Group Dynamics.
 IT Related Skills MS Office Suite & Simulation with Arena Software.
 Those interested in developing a career in bank must possess strong
verbal and written communication skills.
 The candidate must have good administrative and organisational skills.
 The candidate must be interested in working with people and should
be a team player.
 The candidate should be able to act in a confidential manner and must
be sensitive to others’ needs.

(b) Performance standards-- Objectives of the tasks of the job and the
standards by which they will be judged. This is needed to identify
performance discrepancies.

Job inventory questionnaire-- Evaluate tasks in terms of importance and time

spent performing.

Review literature about the job-- Research the "best practices" from other
companies, review professional journals.

(c) Analysis of operating problems-- Down time, waste, repairs, late

deliveries, quality control.

3. INDIVIDUAL ANALYSIS: Individual analysis analyzes how well the

individual employee is doing the job and determines which employees need
training and what kind. It include:

(a)Performance evaluation -- Identifies weaknesses and areas of

improvement.

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(b)Performance problem – productivity, absenteeism, accident, grievances,
waste, product quality, down time, repairs, equipment utilization, customer
complain.

(c)Observation -- Observe both behavior and the results of the behavior.

(d)Interviews -- Talk to manager, supervisor and employee. Ask employee

about what he/she believes he/she needs to learn.

(e) Questionnaires -- Written form of the interview, tests, must measure job-
related qualities such as job knowledge and skills.

(f) Attitude surveys -- Measures morale, motivation, satisfaction.

(g) Checklists or training progress charts -- Up-to-date listing of current

skills.

Conclusion:

It’s clear for modern era that training cannot be avoided as it is the essential
part of human recourse management in today’s business. To increase the
commitment level of employees and growth in quality movement (concepts
of HRM), senior management team is now increasing the role of training.
Such concepts of HRM require careful planning as well as greater emphasis
on employee development and long-term education. Training is now the
important tool of Human Resource Management to control the attrition rate
because it helps in motivating employees, achieving their professional and
personal goals, increasing the level of job satisfaction, etc. It is a learning
process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviors to enhance the
performance of employees. Training is activity leading to skilled behavior.

Banks as ICICI requires different type of training to its employee. It uses

coaching, successive session programs, Periodic training programs, on-the-
job (OTJ) training, seminars/workshops, simulation workshops, computer-

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based training (CBT) etc to provide all technical and non-technical skills to its
employee.

References:

• www.icicibank.com

• www.emrald.com

• www.citehr.com

• www.plosmedicine.org

• www.palgrave-journals.com

• www.resumark.com

• www.bankexamsindia.com

• www.mindtools.com

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