1

EXECUTIVE SUMMARY
The title of the research project is Training and development which was conducted
at the Regional Office of Bank of Baroda known as BARODA HOUSE. The project, as
the title suggests, deals with the training of employees both newly appointed and also
the employees already working.
Training and development is a subsystem of an organization. It ensures that
randomness is reduced and learning or behavioral change takes place in structured
format. Human Resource Management, training and development is the field which is
concerned with organizational activity aimed at bettering the performance of individuals
and groups in organizational settings. It has been known by several names,
including human resource development, and learning and development
The First half of the project deals with the all sorts of training being provided in the Bank
of Baroda. It deals with all the processes of training to all the cadres of employees.
The Second half of the project deals with all the projects being started and done by
Bank of Baroda.
The Third half of the project deals with the analysis and survey that was being done on
the Bank Of Baroda employees.








2

BANK OF BARODA @ A GLANCE

Date of Establishment
1908

Revenue
3724.81 ( USD in Millions )

Market Cap
268573.69045 ( Rs. in Millions )

Corporate Address
Baroda House,Mandvi,Vadodara, Gujarat

Business Operation
Bank Public

Background
Bank of Baroda (BoB) was founded by Maharaja
Sayajirao Gaekwad in July 1908. It started with a
paid up capital of Rs10 lakh.
Presently it has a network of 3600 branches
across India.
BoB has 72 branches in 25 countries

Financials
Total Income Rs. 8 lakh crore ( year ending
Mar 2013)

Net Profit - Rs. 30583.31 Million ( year ending
Mar 2013)











3

ORGANISATION`S PROFILE

Bank of Baroda (BoB) was founded by Maharaja Sayajirao Gaekwad in July 1908. It
started with a paid up capital of Rs10 lakh. Presently it has a network of 3600 branches
across India.
BoB has 72 branches in 25 countries ; namely Australia, Bahamas, Bahrain, Belgium,
Botswana, China, Fiji islands, Ghana,Guyana, HongKong, Kenya, Mauritius, Malaysia, Se
ychelles, South
Africa, Singapore, Oman, Tanzania, Thailand, Trinidad,Uganda, UAE, UK,US.

Business

Retail banking
It offers products and services such as deposits, loans, credit and debit cards, Demat
services, remittances, ECS (electronic clearing services, government business, etc.

Rural and agri banking
It offers products and services such as deposits, agricultural loans, lockers services, etc
to rural customers and agricultural sector.

Corporate banking
It provides project finance, film finance, foreign currency loans, working capital finance,
treasury products, etc to the corporate sector.

SME
BoB also offers products and services to SME sector.Some of the key products of Bank of
Barodas SME Policy are Baroda Vidyasthali Loan, Baroda Arogyadham Loan, Baroda
SME Gold Card, and many more.

Wealth Management
It provides wealth management services to companies in areas of insurance and mutual
funds. In insurance it offers services to HDFC and National Insurance Company. In
mutual funds it provides services to UTI, Birla Sun Life, Reliance Mutual Fund, Sundaram
4

Awards

BoB was among the top 10 marketers according to survey conducted by Business
Today.
BoB received the Best Bank award in the home loan category at Outlook Money
NDTV Awards
The bank won Elite Category Award for excellence in marketing and brand
communication at Association of Business Communicators of India awards.

Outlook

BoB and Maruti Suzuki have entered into memorandum of understanding for car
financing. The tie up will cover 600 Maruti dealers and all BoB branches in India.

BOB has also signed an agreement with Unique Identification Authority Of India to
provide unique identification number to all residents of the country, in collecting
biometric and demographic details of its customers as well as others.
Bank of Baroda and Punjab National Bank will tie up to form subsidiary for a foray
into life insurance business. Bank of Baroda is tying up with a US-based IT
company to set up The basic IT infrastructure of the bank at a cost of Rs 300
crore.













5

Mission Statement

To be a top ranking National Bank of International Standards committed to
augmenting stake holders' value through concern, care and competence and to triple its
total turnover.

Vision And Enterprise

It has been a long and eventful journey of almost a century across 25 countries.
Starting in 1908 from a small building in Baroda to its new hi-rise and hi-tech Baroda
Corporate Centre in Mumbai, is a saga of vision, enterprise, financial prudence and
corporate governance.
It is a story scripted in corporate wisdom and social pride. It is a story crafted in private
capital, princely patronage and state ownership. It is a story of ordinary bankers and their
extraordinary contribution in the ascent of Bank of Baroda to the formidable heights of
corporate glory. It is a story that needs to be shared with all those millions of people -
customers, stakeholders, employees & the public at large - who in ample measure, have
contributed to the making of an institution.












6

ORGANISATIONAL STRUCTURE
(position wise)


Substaff
Clerk
Officers
Managers
Senior Manager
Chief Manager
AGM
DGM
G.M
There are 2 Executive Directors under CMD
ED1(P.Shrinivas) Ed2 (Ranjan Dhawan)
CMD
(S.S.Mundra)
7

TRAINING AND DEVELOPMENT

Training and Development: is a subsystem of an organization. It ensures that randomness is
reduced and learning or behavioral change takes place in structured format.


Traditional And Modern Approach Of Training And Development


Traditional Approach Most of the organizations before never used to believe in
training. They were holding the traditional view that managers are born and not made.
There were also some views that training is a very costly affair and not worth.
Organizations used to believe more in executive pinching. But now the scenario seems
to be changing.

Modern approach - The modern approach of training of training and development is
that Indian Organizations have realized the importance of corporate training. Training is
now considered as more of retention tool than a cost. The training system in Indian
Industry has been changed to create a smarter workforce and yield the best results

Training And Development

It is a learning process that involves the acquisition of knowledge, sharpening of skills,
concepts, rules, or changing of attitudes and behaviours to enhance the performance of
employees. Training is activity leading to skilled behavior.

Its not what you want in life, but it knows how to reach it
Its not where you want to go, but it knows how to get there

Its not how high you want to rise, but it knows how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome
8


Its not what you dream of doing, but its having the knowledge to do it

It's not a set of goals, but its more like a vision

Its not the goal you set, but its what you need to achieve it

Training is about knowing where you stand (no matter how good or
bad the current situation looks) at present, and where you will be after
some point of time.















9

ROLE OF TRAINING


10

IMPORTANCE






Optimum
Utilization of
Human Resources
Development of
Human Resources
Development of
skills of
employees
Increase in
Productivity
Healthy work-
environment
Strengthens the
Team spirit
Improvement in
Health and Safety
of Organisation
11

OBJECTIVES

The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to that, there
are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives To help employees increase their efficiency and
effectiveness.


Organizational Objectives To assist the organization with its primary objective
by bringing individual effectiveness.


Functional Objectives To maintain the departments contribution at a level
suitable to the organizations needs.


Societal Objectives To ensure that an organization is ethically and socially
responsible to the needs and challenges of the society.







12

METHODS OF TRAINING

There are various methods of training, which can be divided in to cognitive and
behavioral methods. Trainers need to understand the pros and cons of each method,
also its impact on trainees keeping their background and skills in mind before giving
training.

Cognitive methods are more of giving theoretical training to the trainees. The
various methods under Cognitive approach provide the rules for how to do something,
written or verbal information, demonstrate relationships among concepts, etc. These
methods are associated with changes in knowledge and attitude by stimulating learning.

The various methods that come under Cognitive approach are:
Lectures
Demonstrations
Discussions
Computer Based Training (CBT)
o Intelligent Tutorial System(ITS)
o Programmed Instruction (PI)
o Virtual Reality


Behavioral methods are more of giving practical training to the trainees. The
various methods under Behavioral approach allow the trainee to behavior in a real
fashion. These methods are best used for skill development.

The various methods that come under Behavioral approach are:
GAMES AND SIMULATIONS
o BEHAVIOR-MODELING
o BUSINESS GAMES
o CASE STUDIES
o EQUIPMENT STIMULATORS
o IN-BASKET TECHNIQUE
o ROLE PLAYS


13


Management Development
The more future oriented method and more concerned with education of the employees.
To become a better performer by education implies that management development
activities attempt to instill sound reasoning processes.

Management development method is further divided into two parts:
On the Job Training
Off the Job Training

On The Job Training
Coaching
Coaching is one of the training methods, which is considered as a corrective method for
inadequate performance. According to a survey conducted by International Coach
Federation (ICF), more than 4,000 companies are using coach for their executives.
These coaches are experts most of the time outside consultants.
A coach is the best training plan for the CEOs because
-to-one interaction
e convenience of CEO
-mails, chat

Mentoring
Mentoring is an ongoing relationship that is developed between a senior and junior
employee. Mentoring provides guidance and clear understanding of how the
organization goes to achieve its vision and mission to the junior employee.
The meetings are not as structured and regular than in coaching. Executive mentoring
is generally done by someone inside the company. The executive can learn a lot from
mentoring. By dealing with diverse mentees, the executive is given the chance to grow
14

professionally by developing management skills and learning how to work with people
with diverse background, culture, and language and personality types.
Job Rotation
For the executive, job rotation takes on different perspectives. The executive is usually
not simply going to another department. In some vertically integrated organizations, for
example, where the supplier is actually part of same organization or subsidiary, job
rotation might be to the supplier to see how the business operates from the supplier
point of view. Learning how the organization is perceived from the outside broadens the
executives outlook on the process of the organization. Or the rotation might be to a
foreign office to provide a global perspective.
For managers being developed for executive roles, rotation to different functions in the
company is regular carried out.
Job Instruction Technique
Job Instruction Technique (JIT) uses a strategy with focus on knowledge (factual and
procedural), skills and attitudes development.

Off The Job Training

There are many management development techniques that an employee can take in off
the job. The few popular methods are:
Sensitivity Training
Transactional Analysis
Straight Lectures
Simulation Exercises

Sensitivity Training
Sensitivity training is about making people understand about themselves and others
reasonably, which is done by developing in them social sensitivity and behavioral
flexibility.
15

Transactional Analysis
Transactional Analysis provides trainees with a realistic and useful method for analyzing
and understanding the behavior of others. In every social interaction, there is a
motivation provided by one person and a reaction to that motivation given by another
person. This motivation-reaction relationship between two persons is a transaction.
Lectures
It is one of the oldest methods of training. This method is used to create understanding
of a topic or to influence behavior, attitudes through lecture. A lecture can be in printed
or oral form. Lecture is telling someone about something. Lecture is given to enhance
the knowledge of listener or to give him the theoretical aspect of a topic. Training is
basically incomplete without lecture. When the trainer begins the training session by
telling the aim, goal, agenda, processes, or methods that will be used in training that
means the trainer is using the lecture method. It is difficult to imagine training without
lecture format. There are some variations in Lecture method. The variation here means
that some forms of lectures are interactive while some are not.





16


Training
and
development
at
bank of baroda




17

CADRES IN BANK OF BARODA








Sub Staff
peons, sweeper cum peons, part time sweepers
Clerk
Single window operator A, Single window operator
B, special assistant, head cashier, universal tailor
Officers
JMG/ S 1, MMG S/ 2, MMG S/3, SM4, SM5, TE6,
TE7
18

Training centers of Bank Of Baroda






Ahemdabad

Mumbai
GANDHINAGAR
LUCKNOW
BAREILY
BARODA
JAMSHEDPUR
BHOPAL
NEW DELHI
PUNE
CHENNAI
BANGALORE
JAIPUR
KOLKATA
19

AHEMDABAD IS THE APEX TARINING CENTRE AND IS ALSO KNOW AS
STAFF COLLEGE AND IT GOVERNS REST OF THE TRAINING CENTRES.

TC GANDHINAGAR IMPARTS SPECIAL TRAINING IN CORE BANKING
SOLUTIONS, INFORMATION TECHNOLOGY, ALTERNATIVE DELIVERY
SYSTEM.

TRAINING CENTRE,LUCKNOW

The training centre of lucknow covers following regions
Lucknow
Kanpur
Varanasi
Faizabad
Sultanpur
Raebareily
Allahabad
















20


Types of Training



For Officers

On Boarding includes-
2 weeks induction.
4 weeks branch training at different places like rural, metro, urban, sub urban.
2 weeks classroom induction.
3 months training at a branch.


The specialization training can be for these type of things-
Small and Medium Enterprises
Retail loan factory
Personal Banking

Overall training includes-
Officers
Induction
OnBoarding
Branch Operations
SME
Grooming
Overall Training
Specialised Training
Refresher
Clerks
Induction
Aao Computer
Seekhe
Hindi Karyashala
Conclave/Workshop
Sub Staff
Induction
Aao Computer
Seekhe
Hindi Karyashala
Conclave/Workshop
21

Motivation
Leadership
Credit Management
Branch Management


Training for branch operations includes-
Financial
CBS
Credit Management


Training to newly identified branch heads-
This training is mainly for the ones who have been appointed as the branch head for the
very first time, it is done through-
1 week training
Books
CDs


FOR CLERKS

15 days induction program.
Aao Computer Seekhe
Hindi Karyashala
(According to RBI guidelines maximum usage of hindi is mandatory)
Refresher Programs
Workshops / Conclaves
(This is for hearing the problems and complaints of staff and sub staff)



FOR SUBSTAFF
Induction
Aao Computer Seekhe
Hindi Karyashala
(According to RBI guidelines maximum usage of hindi is mandatory)
Refresher Programs
Workshops / Conclaves
22

(This is for hearing the problems and complaints of staff and sub staff)


**At the end of every training a test is held and credits are being given, there are 10
credits for one day.
50% credits is considered to be the passing criteria and any employee fails to get 50%
marks then he is liable to appear again.

**Any training is incomplete without feedback.
























23

SKILL ENHANCEMENT INITIATIVES BY BANK OF BARODA
(Under Revised HR policies)


Project Udaan: Bank is currently conducting a massive & comprehensive
Leadership Development Programe to cover all branch heads of Urban/Metro
Branches and AGMs/DGMs in the Bank. This programe will cover almost 1,500
people and develop their leadership effectiveness further.


Opening of Baroda-Manipal School of Banking: This is to help in getting
trained manpower for the Bank.


Project Sparsh: The Bank has initiated this project in consultation with BCG to
revamp its existing HR processes, structures and policies and create an
integrated HR framework revolving around initiatives like creating a scientific
staffing model, manpower planning, succession planning, development and
capability building, career management, performance management, etc.
Project sparsh was incorporated in 2011,it is a ONLINE TRAINING MODULE
Where employees can self motivate themselves for the purpose of training.
This self nomination enables the bank to know the areas where employees
aspire for more training.













24

RESEARCH METHODOLOGY
Research methodology is a way to systematically collect all sorts of information and
data pertaining to the subject in question. The objective is to examine all the issues
involved and conduct situational analysis. Accordingly the methodology used in the
project is as follows:
Defining the objective of the study
Framing the questionnaire keeping objective in mind (considering the objectives)
Feedback from the respondents
Analysis of feedback
Conclusion, findings and suggestions

Research Design

The research design which is used for this work is descriptive in nature as structured
method was used. Research techniques used is quantitative (survey). Survey methods
with questionnaires as a tool have been adopted for the study to collect primary data.
The questionnaire has been drafted and presented by the researcher herself.
Sampling Plan
Sampling method: Method used was convenience sampling (non-random method)
due to time constraint.
Sampling area: The places that I visited where the different branches of BOB like
Bank Of Baroda Hazratganj
Bank Of Baroda Gomtinagar
Bank Of Baroda Jankipuram
Bank Of Baroda Regional office
25

Method of Data Analysis
For the purpose of data analysis a survey was done with the help of structured
questionnaire. It was developed to collect the information from the various bank
employees. Data collection through questionnaire is one of most widely accepted
method of collecting data as it requires respondent to fill the data.
For statistical data analysis I have used Microsoft Excel 07 and demonstrated the data
gathered in the form of charts.



























26

FINDINGS
Some feedbacks about the training system and the traning are mentioned below
illustrated with the help of charts and graphs for better understanding, based on the
data collected through surveys.
IS THE TRAINING REALLY WORTHY?

Analysis: Most of the employees adhere to the process of training
Findings: Training is being adopted well by employees for their own welfare

DO YOU SHARE YOUR TRAINING EXPERIENCES WITH YOUR
COLLEAGUES?



Analysis: Most of the employees do not share their training with their
colleagues
Yes a lot
Not much
Average
Yes
No
27

THE COLLABORATION WHITH BOSTON CONSULTANCY GROUP HAS
AFFECTED THE TRAINING SYSTEM POSITIVELY OR NEGATIVELY?




Analysis: Most of the employees think that the collaboration has bought a
positive change.

Findings: The biggest consultancy group of the world had made the training
system more efficient.

IS PRE-PROMOTION TRAINING HELPFUL?




Analysis: Approximately all of the employees think that the pre-promotion
training is very helpful.
Findings: The trainees at Bank of Baroda concentrate on every kind of training.

POSITIVELY
NEGATIVELY
NO AFFECT
YES
NO
28



IS CREDIT GROOMING TRAINING HELPFULL?


Analysis: Most of the employees consider credit grooming as a very helpful process.
Findings: This means it is really a worthy training process.


Your problems and queries are being heard in conclave and work
shop?



Analysis: The employees problems are very often entertained at conclave and
workshop.
Findings: The workshops and conclave are not so effective.

YES
NO
SOMETIMES
ALWAYS
NEVER
29

HR department of your organization eagerly takes steps for training?


Analysis- HR department takes steps for the training very effectively.
Findings- HR department of Bank Of Baroda is very efficient.


















YES
NO
30


































31


































32

































33

Annexure

IS THE TRAINING REALLY WORTHY?

DO YOU SHARE YOUR TRAINING EXPERIENCES WITH YOUR
COLLEAGUES?

THE COLLABORATION WHITH BOSTON CONSULTANCY GROUP HAS
AFFECTED THE TRAINING SYSTEM POSITIVELY OR NEGATIVELY?


IS PRE-PROMOTION TRAINING HELPFUL?

IS CREDIT GROOMING TRAINING HELPFULL?


YOUR PROBLEMS AND QUERIES ARE BEING HEARD OR NOT IN
CONCLAVE AND WORK SHOP?

HR DEPARTMENT OF YOUR ORGANISATION EAGERLY TAKES
STEPS FOR TRAINING?