REVIEW OF LITERATURE

Training as continuous improvement: Training faces increasing demands to demonstrate results in terms of return on investment. With these demands come increased opportunities for the training function to influence the direction and operations of the company. Changing demographics, the increasing competitiveness of the market place, high demand for and short supply of knowledge workers, and customer demands for highquality products and services all challenge companies and their training development. Important concepts and terms in the field of training were defined and discussed including learning, three types of knowledge, two levels of skills and attitudes. The manner in which attitude affect motivation which in turn affects behavior was explained. Though different opinions exist in the field of training about what constitutes training versus development and education, training in this article will be considered to be the experiences provided to people and enable them to learn job in general, but not specifically tailored to persons job. Development will be considered to be the learning that occurs as a result of training and education. Human resource management is concerned with the human beings in an organization. It reflects a new philosophy, a new outlook, approach and strategy, which views an organizations manpower as its resources and assets. Human resource management is a managerial function which facilitates the effective utilization of people (manpower) in achieving the organizational and individual goals. Simply, HRM is a management function that helps the managers to recruit, select, train and develop the organizational members for the purpose of achieving the stated organizational goals. The terms personnel and human resources are used interchangeably.

AIM OF SELECTING THIS TOPIC

1. To guide the organization in attaining its goals by providing welltrained and competent personnel. 2. To develop the individuals up to a maximum extent by providing them the necessary training and advancement. Need for training Need for training arises to 1. Improve performance
2. 3. 4. 5. 6.

Improve productivity Improve quality of product/service Improve organizational climate Improve health and safety Reduce resistance to change

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT - Training and Development: Learning a sequence of programmed behavior with the application of knowledge is called training. Training and Development programmes foster the initiative and creativity of the employees and help to prevent manpower obsolescence, which may be due to age temperament or motivation or the inability of the person to adapt him/her to technologic changes.

COMPANY PROFILE
Corporation Bank came into being as Canara Banking Corporation (Udipi) Limited, on 12th March, 1906, in the temple town of Udupi, by the pioneering efforts of a group of visionaries. The Bank started functioning with just Rs.5000/- as its capital and at the end of the first day, the resources stood at 38 Rupees-13 Annas-2 Pies. The Founder President Khan Bahadur Haji Abdullah Haji Kasim Saheb Bahadur, committed to fulfill the long felt banking needs of the people and also to inculcate the habit of savings, provided the much-needed impetus to founding a financial institution that would bring about prosperity to the society. Corporate Mission To become a provider of World - Class Financial Services. To meet Customer expectations through Innovation and Technological Initiatives. To maintain leadership in inclusive banking. To enhance stakeholders' value. To fulfill national and social obligations. To create an environment, intellectually satisfying and professionally rewarding to the employees

MANAGEMENT BOARD OF DIRECTORS:

Shri Ajai Kumar Shri Amar Lal Daultani Shri Bibhas Kumar Srivastav Shri L. K. Meena Shri U. S. Paliwal Shri Vincent D' Souza Shri Kaushik Kumar Ghosh Shri Sushobhan Sarkar Shri Kawaljit Singh Oberoi Shri S. Shabbeer Pasha Chairman & Managing Director Executive Director Executive Director Govt. Nominee Director RBI Nominee Director Workmen Employee Director Officer's Employee Director Share holder Director Share holder Director Share holder Director

RESEARCH OBJECTIVE
The study will help the organization;

To know the present condition of the Training & Development programmes.

To know the expectations of the employees towards Training and Development programmes.

To know the willingness of the employees towards Training and development programmes. Leads to improved profitability and/or more positive attitudes toward profit orientation. Improves the job knowledge and skills at all levels of the organization. Improves the morale of the workforce. Helps people identify with organizational goals. Helps create a better corporate image. Fosters authenticity, openness and trust. Improves the relationship between boss and subordinate

DESIGN OF THE STUDY: The Design of the Study is the conceptual within which research/ study is conducted. It constitutes the blue print for the collection, measurement and analysis of data.

RATIONALE
Surveys indicate that training and staff development are the leading issues formost personnel departments. Staff training is an element in raising moralebecause it sounds out people for possible future promotions. The aim should beto train and develop each employee so far as possible even if that means runningthe risk of losing them to other organizations. This growing awareness of theimportance of training and development over the past decades is also supportedby reports that employees were spending more in aggregate terms on theseactivities

LIMITATION OF RESEARCH STUDY OF TRAINING AND DEVELOPMENT OF EMPLOYEES

The study will be based on the assumption that the information given by the respondents will be true and valid.

The study of research of job motivation is restricted only to the employees of Corporation bank, VADODARA.

INDEX
SR. NO. 1. 2. 3. 4. 5. 6. 7. TITLE OF CHAPTERS Introduction Company Profile Objective Review of literature Limitation of research study Research design Reference PAGE NO.

REFERENCE

citehr.com dicabs.com Designing and management system by TV RAO

INTRODUCTION

Training & Development Training, an integral part of any organization, is the process of developing knowledge, attitude, skills and understanding among employees to keep pace with the changing abilities and enlarging capacities. Training is the acquisition and development of those knowledge, skills, techniques, attitudes and experiences which enable an individual to make his most effective contribution to the combined effort of the team of which he/she is a member. Training is a method that bridges the gap between Existing Performance and Desired Performance. A formal definition of Training and Development is: Definition: A process of dealing primarily with transfer (or) obtaining knowledge, attitudes & skills needed to carry out a specific activity or task Trained staff is the most valuable asset of an organization. So, every organization irrespective of its nature should provide training to all of its personnel in order to meet the challenges of survival and growth.

PROJECT TITLE

PROJECT ON TRAINING AND DEVELOPMENT IN CORPORATION BANK

SUBMITTED TO MSU BBA IN PARTIAL FULFILMENT OF BACHELORS IN BUSINESS ADMINISTERATION

SUBMITTED BY: JUGAIN VARMA ROLL NO. 55 DIV: HR