1. SYNOPSIS FOR E4-COMPETITION 2016
TITLE: “Effectiveness of Officer’s Training” & “Study of Functionality of H.R.M of Pune- West Zonal
Office”, in Bank of Maharashtra.
COMPANY: Bank of Maharashtra - Staff Training College (STC) & Pune West Zonal Office (PWZ).
OBJECTIVES OF THE PROJECT:
1. To study STC Training Function and examine the effectiveness of training programs on employees
of the organization.
2. To gain on-the job learning and deliver the delegated work on the Reimbursement of allowances
and Statutory Contributions.
3. To study Payroll format and HRIS System in Bank of Maharashtra.
RESEARCH METHODOLOGY:
 For Section A – Research Project :
 The Research design used is ‘Descriptive Research-Cross Sectional Study’.
 Sampling Design : The ‘Disproportionate-stratified random Sampling’ for this research study
where various training programs plus the other staff of PWZ and PCZ are considered as vivid
strata and each program have different number of trainees.
 The Sample size for the research and analysis is 136 respondents.
 The Primary data was collected through a questionnaire prepared under the directions of the
C.Mgr of STC and was collected through survey method, by distribution of Questionnaire and
collecting feedback. The distribution is done via brick (paper forms) and by click (Google forms).
 While the Secondary data is collected from the Training centre, published case studies, research
papers and training-effectiveness models.
 The Respective Data analysis Technique used: The data collected was systematically compiled
and represented with the use of MS-Excel, MS-Word and Google form. The data analysis and
interpretation has been done using following certain tools:
 Bar column and line graphs.
 Pie charts and Pivot tables.
 Model Used for Effectiveness Check of Training: The Kirkpatrick Model (Five Factor Pyramid).
 Preparation Of Questionnaire: In close consultation with Chief Manager of STC, Pune.
 For Section B – Live Project :
 FOCUS: A live project is inclusive of On-the-Job Learnings. This section focuses on the delivery of
the delegated work in the Pune Zonal Office of this Organisation.
 TOOLS USED TO GET THE JOB DONE: Directions of external guide, information collected, HR-
policies, domain knowledge and guidance of other staff of PWZ and PCZ. Self-observatory tool and
technique of following the instructions are used to carry this task.
 WORK RELEVANCE: HRM responsibilities towards staff of PWZ and the other 70 branch
workforce coming under this zone. More specifically, the job profile covered the four of the major
HR-Functions, namely-
 Compensation & Benefit: Reimbursement and Statutory Contributions.
 Glimpse of Payroll and Salary Updation.
 Leave Management.
 Training.
 Human Resource Information System (HRIS-Study).

2.  AIM: Gain the On-the-Job learning experience in H.R.M and insight of Professionalism in HR-
workings and communication involved.
CONCLUSIONS:
Section (A) - Research Project
The training programs imparted to the workforce of Bank of Maharashtra is found to be effective in
respect of the factors of the Kirkpatrick model (emotional reaction; behavioral change; achieving
learning objectives; impact on organization and Return on Investment). From further analysis it was
observed that there are some areas of improvement which could be helpful in making Training
Programs more effective for its employees and eventually for its business performance, in Bank of
Maharashtra.
The respective key finding which concludes about status of effectiveness of training inputs conducted
by STC, Pune are as follow-
1. Emotional Reaction:
 STC, Pune have kept adequate no. of training sessions for the training programs. There is need of
making certain changes in schedule (if possible) to gain employee satisfaction for unsatisfied ones.
 The Training program designed seems to meet the expectations of employees trained. Most of the
sample population mentioned training to be very good but not excellent.
 Satisafactory position in dealing with subject coverage for the respective training programs. The NA
Category, who haven’t got training, need to be given the adequate training program. More training
need to conduct for rest of the employees.
 The training Centre has ensured that the content of the training encompasses all the aspects
mentioned in its title.
 The training center have interesting techniques to impart training but there are employees who feel
the need of better teaching-techniques and to make the sessions more interactive by using certain
new learning tools.
 Some of the training techniques used are still traditional and there is need to induce new teaching
techniques to make it more effective.
 Staff Training Center has maintained the code of conduct of the organization, of keeping every
communication in bilingual for but STC should need to make some adequate move in making such
deliveries of inputs in language demanded.
2. Achieving Learning Objectives:
 STC inputs are productive, as respective employees are gaining potential inputs which are
accompanying them in their working process. Besides this, STC need to improve the training
program little more to increase the employee rating.
 Training brought moderate degree of positive change in the employees’ performances and enhanced
their knowledge through their training programs. Besides this improvement, there is still scope and
need to make these programs more effective.
3. Behavioral Change:
 Training program imparted has improved the behavioral aspects of the employees at the workplace.
It has successfully enhanced employees’ working technique, improved accuracy and speed in
fulfilling delegated Job Description and confidence in exhibiting their respective duties at workplace.
Since every employees’ satisfaction is essential for any organization’s smooth and better
performance hence training center need to focus on the employees who are stagnant or rated
‘Neutral’ at behavioral improvements.
 The behavioral change in employees is reflected through the wish of seeking for inputs of specific
training programs to get better recognition in their performance. Hence employees find trainings
given to them are effective in giving appropriate inputs.

3.  The positive behavioral change in employees can be demonstrated through their demand of getting
additional inputs from the External Institutes Connected with the organization. This can only be
seen if the imparted training is giving benefits to employees.
 The maximum branches have shown positive behavior/results on comparing target given and
target actually achieved which somehow reflects the results of delivering inputs to employees
through these training.
4. Impact on Organization:
 STC asks for training needs to majority of the employees but not to all. There could be possibility of
presence of definite reasons which are responsible for not discussing the needs like difference in
training type or degree of vitality to discuss. The STC has implemented the task of TNA to make
training much effective and maintained the feeling of concern & value in employees by doing this
which ultimately has positive impact on organization.
 STC does the function of taking feedback from the trainees to evaluate their satisfaction level. This
signifies the effort made by STC for improving & making the training programs more effective.
 STC scrutinizes the feedback, & implements changes suggested. This aids in the organization to get
required inputs transfer to its workforce.
5. Return on Investment:
 The training Investment gave a positive return on investment (22% increase in ROI in comparison
to previous year) indicating organizational effectiveness.
 Additional Information:
Some additional Information have been tabulated under the analysis head which could be helpful for
the STC in certain ways-
 Most of the employees have requested specialized training from FEDAI, NIBM and RBI. STC can
include these by planning out with these respective institutes.
 About 65%+ employees of the total sample population are looking for excellence in agriculture
banking work & need training from the NABARD & NIRD institutes.
 During the study about 15 factors have been identified which can make the training program more
fruitful, if considered.
Section (B) - Live Project:
The delegated work has been delivered on time in this two month tenure of summer internship. The
on-the-job experience and learnings concerned to HR specialization were gained. Given duty was
relieved with the reward of work-satisfaction to all the related employees and mentor.
RECOMMENDATIONS: The conclusions drawn from the key findings may help the organization to
make the trainings more effective. The additional information is considerably potential information it
could use to draw certain conclusions towards its inputs for the workforce.
Besides this, suggestions are tabulated, through the feedback and personal interaction with the
trainees and staff. This can be value addition which will help them to impart more effective training
programs.
-SUBMITTED BY
Neha Nagendra Mohabey
(PGDM0053/15)-Human Resource