Alpha Tracking

Making Training System Work

Long Term/ Energy/ Small/ Analyst

Satya

11 Oct 2022

Summary :

Training is an investment for customer satisfaction leading to long term success.
The 70-20-10 Model training for Corporate Learning and Development
Skill-Gaps should be assessed internally as well as externally.
Re-orienting each Training Colleges/Centres as Centre of Excellence(CoE) in a specific Subject.

I. Skill-Gap Tools:

1. Fact-finding Reports from Departments like I&A, Vigilance, CGRS, Law, etc to Training System for identifying Skill Gaps & Training Needs.

2. Mystery Shopping Technique to explore Service Gaps & Training Needs by Training System.

3. Learn-Apply-Share Method to be adopted by Training System to retain the training objectives by trainees.

II. The 70-20-10 Model training for Corporate Learning and Development.

III. Re-orienting each Training Colleges/Centres as Centre of Excellence(CoE) in a specific Subject like Leadership Development Centre; Risk & Stress Management Centre; Digital Product Innovation Centre; Corporate Credit, Treasury & International Business College, etc.

Since training is an investment for customer satisfaction, we should deeply focus the outcome based training for sustainable success of the Organisation.

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<span style="font-size: 12pt; line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Abstracts<o:p></o:p>

<span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">At the outset of banking journey, Induction Training is
conducted making the employees understand “Rules of the Game” as well as “Game
of the Business” through Skill enhancement who are new to the Bank or Products
or Services. <o:p></o:p>

<span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">By this initial Training, a Service Standard is set in terms
of “What is Expected” from each employee relating to Skills required for Bank.
Then employees work in their assignment and results are quantified in terms of
“What is Achieved”. As observed, Inspection & Audit Findings, Vigilance
Reports, Legal Reports, customer grievances etc. exhibit the Skill-Gaps leading
to risks and losses. But those reports are used for punitive purposes mostly. <o:p></o:p>

<span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">To Make the Training System Work, specific Skill-Gaps should
be assessed internally as well as externally. Accordingly, Need for Learning
& Development should be explored. Then re-skilling training should be
focussed. Hence, training strategy should institutionalise the tools and model
as under:<o:p></o:p>

I.         
<span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Skill-Gap
Tools: <o:p></o:p>

1.    <span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Fact-finding Reports from Departments like
I&A, Vigilance, CGRS, Law, etc to Training System for identifying Skill Gaps
& Training Needs.<o:p></o:p>

2.    <span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Mystery Shopping Technique to explore Service
Gaps & Training Needs by Training System.<o:p></o:p>

<p class="MsoListParagraphCxSpMiddle" style="margin-top:12.0pt;margin-right:0cm;
margin-bottom:10.0pt;margin-left:81.8pt;mso-add-space:auto;text-align:justify;
text-indent:-18.0pt;mso-list:l0 level1 lfo2">3.    <span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Learn-Apply-Share Method to be adopted by Training
System to retain the training objectives by trainees.<o:p></o:p>

<p class="MsoListParagraphCxSpMiddle" style="margin-top:12.0pt;margin-right:0cm;
margin-bottom:10.0pt;margin-left:42.55pt;mso-add-space:auto;text-align:justify;
text-indent:-42.55pt;mso-text-indent-alt:-21.25pt;mso-list:l1 level1 lfo1">      II.         
<span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">The
70-20-10 Model <span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">training
for Corporate Learning and Development.<o:p></o:p>

<p class="MsoListParagraphCxSpLast" style="margin-top:12.0pt;margin-right:0cm;
margin-bottom:10.0pt;margin-left:42.55pt;mso-add-space:auto;text-align:justify;
text-indent:-42.55pt;mso-text-indent-alt:-21.25pt;mso-list:l1 level1 lfo1">    III.         
<span style="line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Re-orienting
each Training Colleges/Centres as Centre of Excellence(CoE) in a specific
Subject like Leadership Development Centre; Risk & Stress Management
Centre; Digital Product Innovation Centre; Corporate Credit, Treasury &
International Business College, etc. <o:p></o:p>

<span style="font-size: 12pt; line-height: 115%; font-family: Arial, "sans-serif"; background-image: initial; background-position: initial; background-size: initial; background-repeat: initial; background-attachment: initial; background-origin: initial; background-clip: initial;">Since training is an investment for customer satisfaction, we should deeply
focus the outcome based training for sustainable success of the Organisation.

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Satya

Focus:	Equity
Sector Expertise:	Energy

Making Training System Work

Summary :

Satya

Focus:

Equity

Sector Expertise:

Energy