POST GRADUATE CERTIFIED

HUMAN RESOURCES
PROFESSIONAL

PROJECT ON

TO DEVELOP STANDARD OPERATING PROCEDURE FOR TRAINING NEED

ANALYSIS

By
AIJAZ HYDER SHAIKH
VICE PRESIDENT OF NATIONAL BANK OF PAKISTAN

SUBMITTED TO:
MS.SIDRA HUSSAIN

Karachi, Pakistan
20TH MAY, 2017
 Acknowledgement

First of all I would like to thank Allah Almighty for giving me the opportunity, strength and
courage to write this report. Secondly I would thank my research supervisor Ms. Sidra
Hussain for her support and guidance. Lastly I would like to thank my friends, family
members and especially my colleagues from Human Resource Department of NBP who
helped and supported me in the writing of this report.

ii
 Abstract

This report is written with the objective of developing a Standard of Procedure for training
need analysis. Basically, SOP is a step by step method of activities that a particular
organization follows. This report consists of a set of instructions for training need analysis
that National Bank of Pakistan follows. The instructions consist of activities that are followed
in order to conduct a TNA. The main purpose of SOP is to formulate the information which
helps the organization to perform their job properly that ultimately helps the organization
with consistency in quality of work and desired results are achieved easily. The report
consists of descriptive, technical and fundamental SOP for the banks training need analysis
that mainly contains structure, procedure, aim and objectives and scope of training need. The
benefits are in terms of maintaining desired work performances, achieving quality of work
and employees learning in terms of knowledge and advancement in skills.

iii
 Table of Contents

PAGE
S.NO DESCRIPTION
NO
1. Acknowledgement ii

2. Abstract
iii

3. List of tables
iv

4. List of figures v

Chapter 1: Introduction. 1
1.1 Nature of the bank. 2

1.2 Literature review and background of training needs analysis. 3

5. 1.3 Definitions
5
1.3.1. Training needs analysis (TNA)..
1.3.2. Scope Of Training Need Analysis (TNA).
1.3.3. Reason of training need Analysis.

Chapter 2: Training need analysis

6. process.. 6
2.1. Types of training need analysis..

Chapter 3: Overview of national bank of Pakistan and training need

analysis.. 9
3.1. Purpose of TNA in national bank of Pakistan 10
6.
3.2. Basic types of Training needs at national bank of
11
Pakistan..
3.3. Employee development at national bank of Pakistan. 11

Chapter 4: Procedure of training need analysis. 12

7.
4.1. Systematic training need analysis...

Chapter 5: Training needs analysis framework at NBP.. 13

5.1. Organizational Analysis..
8.
5.2.Operational Analysis (Job Needs Analysis).
5.3.Individual Needs Analysis...

iv
 Chapter 6: Importance of conducting team work for TNA 14
9. 6.1. Research conducted for a successful Training Need Analysis at 15
NBP ..

Chapter 7: Standard operating procedure of national bank of 17

Pakistan.

10. 7.1. Step by step training needs analysis process.

7.2. Some Examples Of Employee Development Practices With

Issues Through Training At National Bank Of Pakistan... 19

Chapter 8: conclusion, discussion and recommendations.. 21

8.1. Discussion
11. 8.2. Findings...
8.3. Conclusion...
8.4. Recommendations
12. References. 25
13. Appendix 26

v
 List of Tables

S.NO Tables Page Number

1. 6.1 Design of cause-solution process for training 12

need analysis

2. 6.2 Employees training and career development 13

assessment

3. Table 7.1. Training needs analysis process for new 17

hiring

4 Table 7.2. Training needs analysis process for 18

existing employees

vi
 List of Figures

S.No Figures Page Number

1. 2.1 Elements of a Successful T & D Program 6

2. 2.2 Types of Training 7

3. 3.1 steps in training need analysis 9

4. 5.1 Analyzing TNA performance gap 11

vii
 1. INTRODUCTION:

In todays era, organizations including bank, companies form their management in such a
way that consists of tasks which are complex, for which the organizations need their
employees to be enough skilled to perform efficiently and in a cost-effective manner.
Organizations set certain bench marks and set expectation criteria for their employees to
show their performance accordingly. When organizations expectations are not met, the
human resource department conducts sessions, workshops in the form of training which a tool
for employees to improve their performance. The need for training assessment within an
organization is basically required when the HR management realizes the gap between the
expected level of job performance and actual level of job performance.

This world is a global village where organizations are competing to succeed and the source of
success is human resource. Any organization can only enjoy flavors of success when its
human resources are competent and skillful. Its the core responsibility of human resource
management department to develop well-trained workforce. When organizations realizes a
need of training and provide it, it improves not only knowledge, work related skills and
capabilities but also enhances the behavior of employee (Karl et al., 2010). Training &
Development not only plays essential role in nurturing key talent in the organization but also
give a cutting edge in competing with your close rivals in corporate world.

Training need analysis is made successful when it is wisely identified by the department that
who needs training and what kind of training should be provided. It would be a biased
approach when training is being offered to those employees who really do not require it and
when wrong kind of training is being offered to the individuals.

To develop standard operating procedure for training need analysis 2

 1.1. NATURE OF THE BANK:

The nature of responsibilities of the Bank is different and unique from other Banks/financial
institutions. The Bank acts as the agent to the State Bank of Pakistan for handling Provincial
and Federal Government Receipts and Payments on their behalf. The Bank has also played an
important role in financing the countrys growing trade, which has expanded through the
years as diversification took place.

National Bank of Pakistan maintains its position as Pakistan's premier bank determined to set
higher standards of achievements. It is the major business partner for the Government of
Pakistan with special emphasis on fostering Pakistan's economic growth through aggressive
and balanced lending policies, technologically oriented products and services offered through
its large network of branches locally and internationally and representative offices.

The National Bank of Pakistan a commercial bank generally makes advances for a period not
exceeding one year, except in case of small and medium industries for which advance may be
made for a maximum period of five years. The bank makes not only against the security of
stocks and goods hypothecated or pledged to the bank, but also against documents of goods
and properly, shares are various joint stock companies, Government securities, Insurance
policies deposits receipts, etc. The margin and rate of interest are determined by several
factors including the type of security the size of loan and the integrity of the party.

To develop standard operating procedure for training need analysis 3

 1.2. LITERATURE REVIEW AND BACKGROUND OF TRAINING
NEEDS ANALYSIS:

Human resource management functions are being affected in several organizations due to
training practices being adopted by public sector organization. The training practices are the
reason for leading the organization to develop the employees of the organization. Research
shows that human resource management can properly plan and execute by the significant role
played by training.

Training is significantly important in several organizations (Andrew & Erica, 2007).

Training practices are considered to be the best in organizations like banks, because more and
more attention is paid on training and development practices by HR management in order to
fulfill the criteria of meeting need of future human capital. Banks strive and plan to provide
not just on the job training but also focus on provide trainings such as formal trainings and
development programs with the ultimate objective of achieving workforce with maximum
competitive edge. This shows that banks are willing to have skilled and well-trained
employees on board. The Bank identifies short term needs as well as future goals and
challenges, and provide training to employees in such a way that are not only prepared for
short term needs but are committed to meet future challenges as well.

The basic purpose of training needs analysis is developing a workforce who are committed
to achieve all goals and objectives which are required to boost organizational performance.
Banks are investing to have strong relationships with their workforce by developing training
sessions, programs and workshops.

Banks are committed to provide their workers in such a way that they give empowerment to
employees to make decisions on their own in order to bring the maximum best of them
(Olivia and Leonidas, 2010).The Banks also realizes employee needs for career development
and plan and adopts practices like providing services such as technology advancement and
improved human resource practices (Melissa, 2010). Previous research outcomes suggest that
as banks set quantifiable targets not only small but large banks also, but training budget lack
to achieve almost 60 percent from the budget.

To develop standard operating procedure for training need analysis 4

Skill needs are different in banks and in other organizations (Keith, 2011). The most
important element of training and development in human resource management is Training
needs analysis. The human resource management identifies nine areas of human resource
development that is for training need analysis that consists of:

i. training plan
ii. goal setting
iii. employee development
iv. managing change
v. career development
vi. knowledge
vii. skill
viii. ability
ix. attitude towards learning and motivation

It is studied in previous researches that, training need analysis are related with human
resource management and human resource development. The behavior of employee is
enhanced and helps them to achieve organizational goals and objectives. The employee
behavior is modified only through training and development. Training need analysis helps
employee to increase their level of motivation (Iqbal & Khan, 2011).

To develop standard operating procedure for training need analysis 5

 1.3. DEFINITIONS:

1.3.1. Training needs analysis (TNA):

A training needs analysis is an assessment of training needs of an organization. The root of

this assessment is the gap analysis. The gap analysis is done assessing the knowledge, skills
and attitude of employees currently and the knowledge, skills and attitude required to meet
the firms expectations. The training need analysis is basically done by forming an outline of
required or desired employees capabilities and skills to be developed which will ultimately
help the employees to improve their performance and effectively obtain desired goals. In
short, Training need analysis is the process of identifying the training needs within the
organization. Timely training help employees to get them prevented from performance
related problems.

1.3.2. Scope Of Training Need Analysis (TNA):

Training need analysis is done by identifying the Gap between job performance and job
expectation. It helps the human resource management to develop the employees need of
learning, the depth of that learning and content of learning to be provided. Training need
assessment is done by identifying the target employees who need training and who receives
training and frequency of training provided. TNA also helps to analyze whether training
programs or build or buy in terms of trainers are in house or being hired. In the end TNA
determines the evaluation of training and training appraisals.

1.3.3. Reason of training need Analysis:

When the organizations set standards for work performance are not met and there is low
rating for evaluation reports with excessive scrap and the need of equipment repairs is
frequent, employees dont have any one method for performing a job, employees are
unable to meet deadlines, employees facing discouragement and struggling for the job.
These are the indications when hr management realizes the training need.

To develop standard operating procedure for training need analysis 6

 2. OVERVIEW OF NATIONAL BANK OF PAKISTAN AND
TRAINING NEED ANALYSIS:

The National bank of Pakistan is focusing on creating and providing training opportunities to
its employees but the gap is still there which is somehow neglected, and need to be addressed.
The training need analysis by the human resource management department is insufficient
although provided. The reason behind is the background of the trainers that are being hired
for providing training, they have operational background which is why they are not able to
provide the desired training to employees and decrease the gap. The foremost important
management from HR hierarchy is top-level management but the bank does not develop
sufficient training and development plans for the top management.

2.1. Training need assessment:

Training need assessment mainly consists of three steps:
Planning
Implementation
Evaluation

Figure 2.1 The purpose of TNA

To develop standard operating procedure for training need analysis 7

 2.2. PURPOSE of TNA in National Bank of Pakistan (NBP):

2.2.1. What is a Training Need Analysis?

The banks human resource management considers training as the systematic approach to
develop the necessary attitude, knowledge and skill pattern of the employees which are
required by the management in order to perform certain tasks.

2.2.2. Why to conduct a Training need Analysis?

Basically, Training need by the bank is necessary because it helps employees to undertake
higher-grade assignments. The national bank of Pakistan realizes that it is necessary to
provide the conventional training to new and young workers. Because training need analysis
helps the employees to raise their efficiency and the level of performance. it also helps the
bank to develop within employees to meet legislative requirements such as health and safety.
TNA also help the bank to inform employees before time such as informing about induction
training and pre-retirement courses.

2.2.3. How training need analysis is conducted?

The key factor that affects the TNA is identification of gap, the gap between current
performance of an employee and the desired performance of an employee.

The human resources training and development department of National Bank of Pakistan
develops the structure of training needs in terms of employees behavior and performance and
the banks performance as a whole and required improvements in employees competence.

There are three needs analysis in National Bank of Pakistan:

The needs of employees in terms of knowledge skills, attitude and performance.

The needs of group such as teams
The banks overall needs such as need of adjusting in environment, dealing with
competitors and peers.

To develop standard operating procedure for training need analysis 8

 2.3. Basic Kind of training needs at NBP:

1. Training is given to employees in knowing their customers and anti money

laundering.
2. To inform about basic foreign exchange
3. To give knowledge about international banking
4. To enable employees to handle with credit risks and how such risks are countered
5. Awareness about frauds and how to prevent
6. Employee communication programs are conducted
7. Courses are offered related to MS office and management

2.4. Employee development at National Bank of Pakistan:

Employee development is basically based on training need analysis of an employee. National

Bank of Pakistan has organizational and training group as their development group. Training
wing organize and arrange special training programs that benefit the organizational
development. The training programs are conducted by providing seminars and workshops and
most of the time they provide on the job training. Organizational development and training
wing department arrange and formulates educational and training sessions for all levels
including top management to middle management to lower management. NBP also have
colleges for their staff in Pakistan.

2.4.1. Employment Training methods at NBP:

1. The training wing department conduct workshops and dialogue sessions

2. Lectures are being provided by NBP resource persons and professionals
3. On job training is provided
4. Trainees are provided an opportunity to make tours to different offices
5. Seminars are conducted

To develop standard operating procedure for training need analysis 9

 3. PROCEDURE OF TRAINING NEED ANALYSIS:

3.1. Systematic TN Analysis:

Systematic training need analysis is done by identifying the training need that are further
categorized in different levels such as organizational, individual and operational.

Figure 3.1 Steps in TNA

Operational

TN Individual

Organizational

Training need analysis is done by the support of managers, fellow colleagues and
employees in order to practice training activities. It is also analyzed that if the
organization has desired resources for training or not.

Training need analysis of an individual is done by identifying his performance and

ability to meet the job tasks requirements, and their feedback is also welcomed if any
changes in the training need practices are required or not.
Training need analysis of a Task is done by identifying the work related activities and
determine the significance of job tasks and assignments.

To develop standard operating procedure for training need analysis 10

Figure 3.2. Types of training need assessment

To develop standard operating procedure for training need analysis 11

 4. TRAINING NEEDS ANALYSIS FRAMEWORK AT NBP:

4.1. Organizational Analysis:

Basically organizational analysis at the bank is done by focusing on the banks mission
statement and strategies used within the system. Training need assessment of organizational
level is done firstly by setting the objectives, identifying availability of resources and
allocating the resources. Resources are possibly of two kinds, capital resources and human
resources. Human resource analysis is done through what the bank is expecting from its
employees. Capital resource analysis is done through obtaining useful information of
equipment usages and repairs, waste, quality and quantity. The environment of organization
is assessed by addressing the banks overall performance that ultimately possesses the
corporate culture of the bank.

After thorough analyses the requirements arise are usually:

The human resource development management should focus on efficiency and

decreases the cost.
How other banks are strategically competing and transforming their practices
Modifications in research and development and technology advancement

4.2. Operational Analysis (Job Needs Analysis):

The National bank has the process of collecting information of the required jobs and related
assignments. The bank job needs analysis is focused on by completing a particular job
successfully. The NBP tries to understand the operational job environment that is how the
work flow is maintained and meeting the expectation.

4.2.1. Steps of Job need analysis:

a) A list of statements for a main job is developed.

b) A list of job clusters, job divisions and process units is developed.
c) A list of required KSA (knowledge, skills and attitude) for the job performance is
developed.
d) The importance of task unit is assessed.

To develop standard operating procedure for training need analysis 12

 4.3. Individual Needs Analysis:

A person need analysis is done by identifying and determines the gap between that persons
current abilities and expected abilities. The scope of Individual need analysis is broader and
narrower both. In broader approach, the analysis is done by comparing the actual
performance of an individual with the acceptable performance standards by the bank.
Whereas, the narrower approach is done by comparing an evaluation of employee proficiency
with respect to each required skill dimension on proficiency level required for each skill.

Figure 5.1 analyzing the performance gap

5. IMPORTANCE OF CONDUCTING TEAM WORK FOR TNA:

Team work for training need analysis is conducted in such a way that feedback from the
workforce is expected, strategic planning for training is done by the top level management
along with organization of appraisal groups. Employee awareness and trade union
participation is also conducted. When team work is conducted it enables the human resource
department to identify the solutions of the causes for training needs.

To develop standard operating procedure for training need analysis 13

Table 6.1 Design of cause-solution process for training need analysis

CAUSES SOLUTIONS

If the workforce is lacking desired skill, Provide them training

capability and knowledge

If feedback is lacking Set standards of feedback so that employees

can strive to improve

If employees are not motivated Provide them with rewards

If expectations are not clear Create the environment accordingly, bring

changes to the environment

If evaluation is not done Make it a requirement to evaluate after

training

If communicate is lacking Conduct interactive workshops to

communicate

5.1. Research conducted for a successful Training Need Analysis at NBP:

Data is gathered through questionnaire, interviews, focus groups, observations and document
review and the data analysis is done. The technique followed by national bank of Pakistan is
attached in the appendix as employees training need assessment. This technique helps the
training and development department to answer the following questions.

To develop standard operating procedure for training need analysis 14

Table 5.1 Survey methods used in Training need assessment

To develop standard operating procedure for training need analysis 15

Table 5.3. Employees training and career development assessment

Do the employees need to improve job knowledge, skill and competency and will it
help in increasing the employees performance?
Do the employees require any training to improve their functional skills in order to
enhance the work performance?
Do employees need training on personal development and will it have influence on
quality of work?
Do the employees need training on people management skills and will that enable
them to stay loyal to the bank?
Do the employees need training on behavior/attitude and leadership skills and will
that enable them to stay motivated and improve the performance

To develop standard operating procedure for training need analysis 16

 6. STANDARD OPERATING PROCEDURE OF NATIONAL BANK
OF PAKISTAN

6.1. Step By Step Training Needs Analysis Process:

The standard operating procedure of NBP consists of two processes, one is training needs for
new hirings and the other is training needs for existing employees. As shown in the following
tables.

Table 7.1. Training needs analysis process for new hiring:

Steps Process
First step The human resource department development make sure that
new employees are being hired on the basis of their competencies

Second Step The human resource development department work on Gap

analysis when new hiring complete their probation period

Third Step The human resource development department identifies the gaps
related to employees skill

Fourth Step Manager sit with the workforce/employees to create a plan for
learning and development after having a mutual discussion where
everyones opinion are being welcomed

Fifth Step Manager work on allocating resources in terms of time and money
which helps to develop their employees

Sixth Step Manager and employees work at their best and consider their
shared responsibility to execute the plan

To develop standard operating procedure for training need analysis 17

Table 7.2. Training needs analysis process for existing employees:

Steps Training Need Process

First step The human resource development management work on appraisal
process if needed and complete the evaluation on employee skill.

Second step Manager and employee work on reaching an agreement for action
after having a discussion on opportunity related to Learning and
development

Third step A formal document is signed by the manager and employee

Fourth step A copy of agreed plan of Learning and development is provided to

Human resource development department by the manager

Fifth step Manager work on allocating resources in terms of time and money
which helps to develop their employees

6.2. Advantages of step by step standard operating procedure:

save time and mistakes

reduce training costs
ensure consistent results
empower the workforce
get read and used
support quality goals

To develop standard operating procedure for training need analysis 18

 6.3. Some Examples Of Employee Development Practices With Issues Through
Training At National Bank Of Pakistan:

o The bank focuses on providing advanced and more training opportunities to grade one
offices as compare to other grade officers which creates as gap as all officers need
more management development training according to their level, that helps them to
manage their performance and are do decision making. The important areas being
ignored are talent management, time management and leadership skill.

o The important step of training is evaluation which is not done after training. The bank
is unable to achieve the goals of training if evaluation of training is not done.

o The time duration of training provided to officers is insufficient as the training given
is for 1-3 days which is not enough in order to achieve the desired objectives of
training.

o The training provided to employees in the college for staff of NBP is eight hours
which is not sufficient in order to complete the training module.

o There should be more need for training need assessment as the areas covered for
training by the bank are managing with conflict, human resource management,
identification and setting of goals and adaptability of change. Such areas are not
enough and few important areas are neglected such as commitment to the bank,
managing diversification and organizational citizenship behavior.

o The bank provides training to newly hired employees by beginning with training in
general banking operation training which consists of 69 areas. The initial training is
based on daily routine operations and general banking practices.

o The bank is unable to provide sufficient training related to information technology to

grade three officers, there is a gap in training provided in IT and todays requirement.

To develop standard operating procedure for training need analysis 19

 o Those employees who are in the bank since eighteen years are not getting the training
related to IT. The bank is following the old culture which needs to be changed and it
can only be changed by changes in management development policy.

o The bank offers long term courses programs which contains extensive knowledge and
helps in enhancing the competencies of workforce but the issue is employees mostly
attend these programs just to get allowance and there is no evaluation done and no
auditing by T&D is done after the training.

7. CONCLUSION, DISCUSSION AND RECCOMENDATIONS:

7.1. Discussion:

The National bank of Pakistan practices different kind of training need programs that are
mainly organized and conducted by the Training and development department wing. At some
point these trainings are not sufficient and gap is identified. These programs include:

The bank practices providing training in management development program which

involves training in leadership skill, stress management, talent management, time
management and work environment which is not sufficient according to todays
requirement
The bank practices providing training in general banking
The bank practices providing training in banking operations, credit and foreign
exchange that helps the employees to perform their job efficiently
The bank practices providing training in regulatory compliance that provides the
knowledge to employees about procedures, rules and laws of the bank. The training
relates to OGI, OGII and OGIII officers.
The bank practices providing training in information technology which is not
sufficient for employees to meet the expectations of the bank. The bank focus to
provide IT training to grade I and grade II officers but there should be massive

To develop standard operating procedure for training need analysis 20

 advancement and training in IT should be more extensive by investing more in
training in IT.
The bank offers management courses that are long duration courses and helps the
employees to enhance their productivity and performance
The bank provides the training in Islamic banking as Islamic banking has become
more advanced in Pakistan now, but training provided to employees is not sufficient
which involves knowledge about ijarah, musharaka, murabaha, modaraba, sukuk.
The bank identifies the training need but put an effort to provide it but there is not any
evaluation system followed in order to measure whether training provided is effective
or not.
The bank is unable to keep a record of employees strengths and weaknesses as their
personal record or as an individuals record.
The bank develops the criteria of selecting trainings to be provided randomly without
any systematic measurement or calculation.
Time duration of several training programs conducted is not sufficient.

7.2. Conclusion:
The ability of any organization to perform effectively and efficiently solely depends on the
role of Human resource department of that organization. The organizations are nearly unable
to achieve the competitive advantage over other organizations when not followed properly set
practices of human resources management. The most important function is training need
analysis of any organization. The purpose of training need analysis is to identify the gap and
provide training to employees in order to enhance their skill, ability and knowledge that
ultimately meet the expectation by the organization. In short, training need analysis modifies
the overall behavior of employees to achieve the organizational goals and objectives.

The national bank of Pakistan is a government bank mainly established in 1949, the main
purpose of the bank is to provide the entire general banking facilities to sectors, private sector
and public sector. The bank is playing significant role to the growth of economy of Pakistan.

The bank realizes the importance of its employees in order to compete not only locally but
globally too. For that bank always focus on training need and works on it. The bank has four
colleges for its staff and employees in order to provide the employees with the chance to get

To develop standard operating procedure for training need analysis 21

the best training which is always a comprehensive training. With the help of these training
colleges, employees can avail the opportunity of getting training in order to enhance their
capability. The Training catalogue has been established by the bank in order to train its
employees. The bank has divided the main seven fields into different 161 areas to conduct
training sessions. These fields include general operation, Islamic banking, and regulatory
compliance, management development, and information technology.

The only issue is the training need analysis that bank follows is not sufficient and not
conducted properly as the bank practices to choose the employees randomly for training.
They have a certain training catalogue through which training is provided. The bank is not
working on enhancing the skills of employees and dont have proper focus on it, for example
the bank provides training to that employee who already have a competent skill to perform a
certain job where as the bank ignores that employee who really needs training in order to
enhance his respective skill.

The national bank of Pakistan does not conduct any analysis of capabilities of its employees
which mainly involves skills of the employees, ability of the employees and knowledge of the
employees which is necessary to find out and analyze that which trainings methods to be
applied in order to enable the employees to perform more efficiently. In order to conduct a
effective training need analysis the bank need to look and change the training need
assessment methodology.

7.3. Recommendations:
The foremost important step that the national bank of Pakistan should follow is to
conduct evaluation of its employees after training. A proper evaluation system is
necessary to be conducted before the training and after the training. The benefit the
training and development program will get is that the training wing will be able to
find out that how much the employees were lacking in terms of skills, knowledge and
how much their skills and knowledge is boosted that is required and expected by the
bank.
When any organization sets vision and mission, the better the more focused they are.
The national bank of Pakistan must focus on its vision and mission and develop its

To develop standard operating procedure for training need analysis 22

 training strategies accordingly and make sure that the training strategies are aligned
with the banks strategies.
A proper audition should be practiced in order to find out the accuracy in training
need and implementation of training plan effectively.
The bank should conduct training need analysis for all levels of officers. The bank has
to follow proactive approach in order to perform its training need analysis in a
systematic approach.
The important training need that the bank missed is a proper training need assessment
should be conducted for the management of diversity. As the national bank of
Pakistan operates not only in Pakistan but other countries too, so it is essential for the
higher management to identify training need and provide training in diversity
management to make sure that all the functions are being practiced smoothly and
efficiently that promotes growth in performance and growth of the bank.
Summing up, there is no doubt that the national bank of Pakistan is investing to
provide the best extensive training to its all staff members. But there is always al little
improvement required, most importantly in training need analysis. The bank should
invest to conduct practices of training need analysis globally. The bank should make
sure that evaluation is done to promote training and development programs being
done effectively and ultimately leads to better banks performance. The human
resource management department should also make sure that it is committed to
provide training which is effective. In order to make sure that training need analysis is
practiced properly the bank has to outsource information technology experts to
provide training rather than having only operational trainers
.Lastly, the bank should continue to improve human resource management practices
to make sure that strategies are being developed and implemented successfully in
order to get the maximum benefit for training need activities.

To develop standard operating procedure for training need analysis 23

 REFERENCES:

Karl, P., Alan, C. & Nigel, G. (2010). Formal Development Opportunities and
Withdrawal Behaviors by Employees in Small 28130.

Andrew, S. & Erica, S. (2007). The Role of Training in the Development of Human Resource
Management in Australian Organizations. Human Resource Development
International, 10(3), 263279.

Olivia, K. & Leonidas, M. (2010). Training and development in British hospitality, tourism
and leisure SMEs, Managing Leisure ISSN 1360-6719 online # 2010 Taylor & Francis.

Melissa, A. V. (2010). Using Technology to Deliver Career Development Services:

Supporting Today's Students in Higher Education. The National Career Development
Association, 59, 87- 93.

Keith, B. (2011). The challenges for sustainable skills development in the UK automotive
supply sector: Policy and implementation. Management Research Review, 34(1), 133-147.

Iqbal, Z. M. & Khan, A. R. (2011). The growing concept and uses of training needs
assessment: A review with proposed model. Journal of European Industrial Training,
35(5), 439-466.

To develop standard operating procedure for training need analysis 24

 APPENDICES

TNA FORM (EMPLOYEE):

To develop standard operating procedure for training need analysis 25

TRAINING NEED ASSESSMENT PERFORMA:

To develop standard operating procedure for training need analysis 26

TNA CHECKLIST:

To develop standard operating procedure for training need analysis 27

To develop standard operating procedure for training need analysis 28
To develop standard operating procedure for training need analysis 29