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Training and Development of Managers - A Comparative Study of SBI and ICICI Bank
Training and Development of Managers - A Comparative Study of SBI and ICICI Bank
Training and Development of Managers A Comparative Study of SBI and ICICI Bank
*R. Christuratnam
**Dr. S. Vijaya Raju
*Research Scholar, Acharya Nagarjuna University, Guntur Dist. A.P
**Principal & Professor, Department of Commerce and Business Administration, Anu, Guntur
Abstract:
In todays competitive world, no employers can afford to carry staffs that are not efficient.
Yet, many organizations still appear reluctant to invest in training the members to be efficient
ones. The primary interest in a study about the future is in looking for a group of characteristics
shared by the better banks that might serve to predict the future success for others. That
common trait is an emphasis on training. Ongoing development is todays new form of job
security. People need to learn continuously. By developing, stretching and continually
challenging themselves, employees can build a skill base; reputation and a network of contacts
which will make them fit to be always employ Able. It was suggested to the training authorities
of the selected banks consider the experience pattern, Number of training opportunities availed,
time lag between the two training opportunities etc., in prior to selection of executives for training
programs. The study found that there is a difference between the opinions of the respondents in
objectives for attending the training and development programs are acquired new skills,
improving problem solving skills. So the concerned authorities are required to identify the causes
and make a necessary action for erective functioning of training and development program in
banks. It is suggested to the training departments of Banks to understand the reasons for
arousing the differences in training centers, in terms of training components like infrastructure
facilities, course duration, library facilities, training methodology and training materials etc.
Key words: Training, Development, Administration, Banking industry, Employer,
Employee etc.
Introduction:
Generally HRM refers to the management of people in organizations. It comprises of the
activities, policies, and practices involved in obtaining, developing, utilizing, evaluating,
maintaining, and retaining the appropriate number and skill mix of employees to accomplish
the organizations objectives. The goal of HRM is to maximize employees contributions in
order to achieve optimal productivity and effectiveness, while simultaneously attaining
individual objectives (such as having a challenging job and obtaining recognition), and societal
objectives (such as legal compliance and demonstrating social responsibility). The scope of
HRM is indeed vast. All major activities in the working life of a worker from the time of his or
her entry into an organization until he or she leaves the organizations comes under the
purview of HRM. The major HRM activities include HR planning, job analysis, job design,
employee hiring, employee and executive remuneration, employee motivation, employee
maintenance, industrial relations and prospects of HRM.
Indian banking is the lifeline of the nation and its people. Banking has helped in
developing the vital sectors of the economy and usher in a new dawn of progress on the Indian
horizon. The sector has translated the hopes and aspirations of millions of people into reality.
But to do so, it has had to control miles and miles of difficult terrain, suffer the indignities of
foreign rule and the pangs of partition. Today, Indian banks can confidently compete with
modern banks of the world. Before the 20th century, usury, or lending money at a high rate of
interest, was widely prevalent in rural India. Entry of Joint stock banks and development of
Cooperative movement have taken over a good deal of business from the hands of the Indian
money lender, who although still exist, have lost his menacing teeth.
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ICICI
SBI
More
than 3
Total
35
23
20
80
43.8%
28.8%
2.5%
25.0%
100.0%
28
29
17
18
92
30.4%
31.5%
18.5%
19.6%
100.0%
63
52
19
38
172
36.6%
30.2%
11.0%
22.1%
100.0%
Explanation:
From the table it can be observed that in SBI 31.5% attended 2 training programs, 30.4%
attended 1 program, 19.6% attended more than 3 and 18.5% attended 3 programs. In ICICI
43.8% attended 1 program, 28.8% attended 2 programs, 25% attended more than 3 programs
and 2.5% attended 3 programs.
35
30
25
20
ICICI
15
SBI
10
5
0
1
More than 3
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delay
speed
in
ICICI
SBI
Total
17
12
29
21.3%
13.0%
16.9%
26
26
52
32.5%
28.3%
30.2%
13
7.5%
7.6%
7.6%
21
39
60
26.3%
42.4%
34.9%
10
18
12.5%
8.7%
10.5%
80
92
172
and
updating
Others
Pearson
Square
Chi-
Value
df
5.752a
Asymp. Sig.
(2-sided)
.218
The calculated Chi square value is 5.752. The table value at 4 degrees of freedom at 5% level
of significance is 9.488. Since the calculated value is less than the table value at 5% level of
significance it can be concluded that there is no significant difference in the need of training
between the two organizations (ICICI and SBI).
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Seniority
Based on annual training schedule
Based
needs
on
pre-determined
training
ICICI
SBI
Total
21
11
32
26.3%
12.0%
18.6%
22
21
43
27.5%
22.8%
25.0%
10
19
11.3%
10.9%
11.0%
17
33
50
21.3%
35.9%
29.1%
11
17
28
13.8%
18.5%
16.3%
80
92
172
EXPLANATION:
From the table it can be observed that in SBI 35.9% are with the argument No. of times
training opportunities availed previously, 22.8% are with Based on annual training
schedule, 18.5% are with other views, 12% are with Seniority, 10.9% are with Based on
pre-determined training needs. In ICICI 27.5% are with Based on annual training schedule,
26.3% are with Seniority, 21.3% are with No. of times training opportunities availed
previously, 13.8% are with other views and 11.3% are with Based on pre-determined training
needs.
35
30
25
20
15
10
5
0
ICICI
SBI
Seniority
Based on
Based on preannual training
determined
schedule
training needs
No. Of times
training
opportunities
availed
previously
Others
A chi square test has been conducted between the variables organization and methods
followed for selection of training and the results are tabulated below.
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Pearson
Chi-Square
Value
df
Sig.
8.812a
.066
The calculated Chi square value is 8.812. The table value at 4 degrees of freedom at 5% level of
significance is 9.488. Since the calculated value is less than the table value at 5% level of
significance it can be concluded that there is no significant difference in the method of selection
for training between the two organizations (ICICI and SBI).
Table 4:-Chi square between Organization and Objective of Training and development
Org.name
Improving
skills
problem-solving
Improving
promotion
prospects
Acquired
new
skills, attitudes
for
knowledge
Enriching
the
knowledge
through interaction with other
people
Others
Total
Total
ICICI
SBI
19
13
32
23.8%
14.1%
18.6%
29
16
45
36.3%
17.4%
26.2%
16
21
6.3%
17.4%
12.2%
17
35
52
21.3%
38.0%
30.2%
10
12
22
12.5%
13.0%
12.8%
80
92
172
Explanation:
From the table it can be observed that In SBI 38% agree with the argument Enriching the
knowledge through interaction with other people, 17.4% are with Improving prospects for
promotion, 17.4% are with Acquired new knowledge skills, attitudes, 14.1% are with
Improving problem-solving skills and 13% are with other views. In ICICI 36.3% agrees with
the argument Improving prospects for promotion 23.8% are with Improving problem-solving
skills, 21.3% are with Enriching the knowledge through interaction with other people,
12.5% are with other views and 6.3% are with Acquired new knowledge skills, attitudes.
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35
30
25
20
15
ICICI
10
SBI
5
0
Improving
problem-solving
skills
Improving
prospects for
promotion
Acquired new
knowledge
skills, attitudes
Enriching the
knowledge
through
interaction with
other people
Others
A chi square test has been conducted between the variables organization and objectives of
training and the results are tabulated below.
Chi-Square Tests
Pearson
Square
Chi-
Value
df
Sig
16.297a
.003
The calculated Chi square value is 16.297. The table value at 4 degrees of freedom at 5% level
of significance is 9.488. Since the calculated value is greater than the table value at 5% level
of significance it can be concluded that there is significant difference between the objectives of
training and development between the two organizations (ICICI and SBI).
Table 5:-Chi square test between organization and the benefits derived from training
Improved knowledge of companies systems and
procedures
Improved self-confidence
Improved public relations
Promotion
promotion
opportunities
improved
prospects
for
ICICI
SBI
Total
18
12
30
22.5%
13.0%
17.4%
21
20
41
26.3%
21.7%
23.8%
11
15
26
13.8%
16.3%
15.1%
24
30
54
30.0%
32.6%
31.4%
15
21
7.5%
16.3%
12.2%
80
92
172
30
25
20
15
10
ICICI
SBI
0
Improved
knowledge of
companies
systems and
procedures
Improved selfImproved
Promotion
Provides a
confidence public relations opportunities sense of being
improved
recognised and
prospects for wanted by the
promotion
organisation\
A chi square test has been conducted between the variables organization and benefits derived
from training and the results are tabulated below.
Chi-Square Tests
Pearson Chi-Square
Value
df
5.553a
Asymp. Sig.
(2-sided)
.235
The calculated Chi square value is 5.553. The table value at 4 degrees of freedom at 5% level of
significance is 9.488. Since the calculated value is less than the table value at 5% level of
significance it can be concluded that there is no significant difference between the facilities
provided at training between the two organizations (ICICI and SBI).
Findings:
1. Male respondents dominated the survey in case of both banks on in evident from the data
collected and analysed.
2. In case of both banks, majority of respondents had their Educational Qualifications as
graduation as in evident from the analysis.
3. The area wise analysis reveals that in case of ICICI, majority of respondent belongs to
urban areas, while in case of SBI; the majority of respondent managers belong to semi urban
areas.
4. Majority of respondents from ICICI Bank attended one training programme while the
majority of respondent managers from SBI attended two Training Programmes.
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Websites
www.iba.org
www.rbi.org
www.bis.org
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