Comprehensive Project

Topic: Research Proposal for A Multiple Regression

Analysis of Pre-Training Factors in Banks

Submitted to:
Faculty Name: Mrs Krima Patel
Institution: Indukaka Ipcowala Institute of
Management

Submitted by:
Name: Shah Hani (15MBA095)
 RESEARCH PROPOSAL
The study on a multiple regression analysis of pre- training factors in banks.

INTRODUCTION

Pre training is vital part of the human resource development. It is assuming eve
important role in wake of the advancement of technology. Which has resulted in
ever increasing competition, rise in customers expectation of quality and service
and a subsequent need to lower cost? It is also become more important globally in
order to prepare workers for new jobs. Noted management author drucker said that
the fastest growing industry would be training. Training is also necessary for the
individual development and progress of the employee. Which motives to work for
a certain organization? Also acquire training update employee of the market
trends, the change in the employment policies and other things. Training is one of
the key HR function. Training is the forefront of HRD.

OBJECTIVES

To identify the influence of organizational training policy on training

transfer in selected nationalized banks.
To find out the influence of need analysis on training transfer in selected
nationalised banks
To examine the influence of training motivation on training transfer in
selected banks.
Research Design

Research design Descriptive

Types of Research Primary in nature
Data Sources Primary research using generals, articles by using E-
sources, like Ebsco and G-get.
Data analysis and Data analysis and data interpretation by Excel or SPSS,
interpretation This software will be help in my research data analysis.
Literature Review:
K. Chaudhary and M. Sharma (2011) has studied on The performance of Indian
public sector banks and private sector banks: A comparative study In research
was secondary research their method of collection of data and analysis was from
the annual reports of public and private banks. The findings were the bank staff
involved in sanctioning the advances should be trained about the proper
documentation and charge of securities and motivated to take measure in
preventing advances turning into NPA. Public banks must pay attention on their
functioning to complete private banks. Banks should be well used in proper
selection of project and in analysing the financial statement.

A. Hashmi and H. Abbas (2014) have studied on HRD climate in Indian banking
sector in Kerala. They selected 52 organizations as a sample size of the research.
Structured questionnaire was used as the method of data collection and cross
sectional was used as a technique of analysis. The findings of the research were the
welfare provision and the training and development system of the banking sector
are good. Job environment, organization climate, rewarding system etc. are of
average nature. Potential appraisal systems mean value is found to be lowest.
Outcomes of HRD instrument in a given climate of Indian banking sector is
average and there is lot of scope for improvement.

DR.S.S.Hamed, J.Rajnikanth and P.Mohanraj (2014) have studied on A

conceptual study on training and development programmes of bank employees in
Tamil Nadu. They selected 200 employees as a sample size. Structured
questionnaire was used as the method of data collection. They research primary
and secondary both. The findings of the research were in order to improve the
efficient of employee in the present job and prepare himself for the higher level
job, the effective training programmes are necessary. Training and development
were now considered as more of retention tool than a cost. The training and
development programmes help remove performance deficiencies in employees
resources of the bank operation relay on the performance of employees.

R. Singh (2013) has studied Human resource management in the Indian banking
sector in Patiala. He selected 289 respondent as a as a sample size of the research
for the collection of data. Structured questionnaire and statistical method were used
as the method of data collection. The findings of the research were efficient
conflict management degree of freedom, and management commitment also play
significant role in administrative skill development. The conflict management shall
help to direct the teams towards right goals. The culture support shall help in
understanding and managing the workplace.

K.Rani and D.Garg (2014) has studied on Training and development in public
sector banks in kurukshetra. He selected 40 respondents as a sample size for the
data of collection. Structured questionnaire and Descriptive research were used as
the method of collection of data. The findings of the research were Induction
training is given adequate importance is very good. Training programmes were
well planned. To study existing status of training and development programmes
banks for their employees. To examine the effectiveness of training and
development programmes for employee in fulfilment of their duties.

R. Suhasini and Dr. T. Suganthalakshmi (2015) has studied Emerging trends in

training and development in Coimbatore. The research was studied in secondary
and their method of collection of data and analysis was from the report. The
findings of the research were corporate training technique were rapidly changing.
The trend was away from classroom training to wed bas learning on the internet
and corporate internet.

Dr .G .Ramakrishna, Mrs Kameshwari, Mr M. Giridharkumar, Dr. Ch. Krishnudu

(2012) have studied Effectiveness of training and development programme. In the
case study of canara bank employees in Kurnool district in anantapur. They
selected 85 employees as a sample size of the research the collection of data.
Structured questionnaire was used as a method of collection data. The findings
were overall rating for training and development programmes opinion were
excellent good and fair.

Mr. Megharaja (2014) has studied The effectiveness of training and development
in banking sector- A case study of state bank of India. He used 200 employees as
sample size of the research for the collection of data. Structured Questionnaire was
used as the method of collection of Data. Findings of this research were 50% of the
employees strongly agreed that training programme effectively contributed to
improve ability in performing the job. 55% of the employees strongly agreed that
training programs were relevant and useful. 50% of the employees agreed that they
learned the methods and procedures of performing the job.

L. Morin & S. Renavd (2004) has presented Participation in corporate university

training: its effect on individual job performance. He collected the Data from
official government websites. Their Findings indicate the positive linear
relationship between Number of corporate university training courses completed
and job performance. Result also showed a significant interactive effect of
Corporate University training and Pre-training job performance on post training
individual job performance.

N. K. Chiomote (2010) has studied Training Programmes: evaluation of trainees

expectation and experience. Their research was primary in nature and method of
collection of data was questionnaire and Technique used by them to analyse the
data was chi-square test. Findings were Knowledge and skills gained from the
Training, changes in the work behaviour of trainees after attending training
program, Changes in the functioning of part the entire bank which results into
changes in the work behaviour organized in the training.

N. Glaveli & E. Karassvidou (2011) has studied Exploring a possible route

through which training affects organizations performance: The case of a Greek
Bank. Sample size was 30 which include Branches. Method of data collection was
done with the help of questionnaire. Findings states that the two types of training
benefits were expected to have a positive effect on intrinsic and extrinsic job
satisfaction; Job satisfaction is stronger than the impact of job related benefits.

O. Wurtz (2014) has studies An empirical investigation of the effectiveness of

pre-departure and in country cross cultural training in vaasa. There were 222
sample sizes which include participants. Structured questionnaire was used as the
method of data collection. Multiple regressions were used as the scientific tool to
analyse the data. Findings proves the significance of positive relationship improve
the performance.

R. A. Hassan, B. A. Fuwad & I. Rauf (2010) has studied pre-training motivation

and the effectiveness of Transformational leadership training: an experiment.
Structured Questionnaire was used as the method of collection of data. Alpha t-test
was used as scientific tool to analyse the data. Findings narrates the relationship
between pre-training motivations and training effectiveness, increase
transformational leadership behaviour of training, Behaviour has a positive impact
on satisfaction of subordinates.

T. T. Valdwin, R.J. Magjuka, B. Loher has studied The combined effects of pre
training motivational strategies on trainees motivational strategies on trainee
motivation and learning: An empirical exploration. Multiple Regression method is
used as the technique to analyse the data. Findings of this research were Able to
influence the participants, goal setting and accountability on motivation.

Dr. B. Mathivanan (2013) has studied on Human Recourse Development Practise

in Public Sector banks in Krishnagiri District. Structured questionnaire was used
as the method of data collection. 150 Sample Size was used. ANOVA was used to
analyse the data. Findings 40% respondent were developing for the future roles and
34% of the respondent were maintaining high motivation level of employment and
developing the individual to realise their potentials to the maximum extent.

T. Ferdous & B. M. Razzak (2012) has studied Importance of training needs

assessment in the banking sector of Bangladesh: A case study on National Bank
limited (NBL) in Bangladesh. 50 Sample size was selected by sampling method.
Structured Questionnaire was framed as the method of collection of data as it was
primary research. Findings of this research were is to build upon the previous
training literature by providing a detailed examination of need assessment, its
importance, evaluation practices and comparing those practises with perceived
levels of training programme. Success and organizational effectiveness also brings
positive change of NBL and banking sector in Bangladesh.

Variables

INDEPENDENT DEPENDENT
VARIABLE VARIABLE
 HIGH MORALE

TRAINING AND
DEVELOPEMENT

PERFORMANCE

PROFITABILITY

EFFECTIVE

MOTIVATIONAL