TRAINING & DEVELOPMENT

“A STUDY OF TRAINING OF PROCESS FOR EMPLOYEE USING E-LEARNING AT STATE BANK OF INDIA,
RAILTOLY, GONDIA BRANCH”
GES’ Dept. of Management Technology, NMD College, Gondia Page 1
INTRODUCTION OF TOPIC
TRAINING & DEVELOPMENT
Training and development refers to educational activities within a company created to enhance
the knowledge and skills of employees while providing information and instruction on how to
better perform specific tasks.
Training is a short-term reactive process meant for operatives and process while development
is designed continuous pro-active process meant for executives. In training employees' aim is
to develop additional skills and in development, it is to develop a total personality.
In training, the initiative is taken by the management with the objective of meeting the present
need of an employee. In development, initiative is taken by the individual with the objective to
meet the future need of an employee.
Employee Training and Development helps in updating employees’ skills and knowledge for
performing a Job which at the end results in increasing their work efficiency and increase the
productivity of an organization. It ensures that Employees oddness or eccentricity is reduced
and learning or behavioural change should take place in a very structured format. Training
development or learning and development are official ongoing educational activities designed
for goal fulfilment and enhance the performance of employees.
The activities linked with employee Training & Development is created to convey the
employee to perform better in assigned job which also motivate employee to give his/her best
so that at the time of performance appraisal, employee can show the eligibility
for promotion and salary increment. It refers as the skill and knowledge enhancing bustle
which is a source of additional information as well as instruction required to improve the
quality of performance. HR Training and Development are two different activities which goes
hand-in-hand for the overall betterment of the employee. The short term and reactive process
is training which is used for operational purpose while the long term process of development
is for executive purpose. The aim of training in HRM is to improvement of required skills in
the employee whereas aim of development is to improve overall personality of the employee.
Management takes the initiative of training to fill up the skill gap in the organization; the
development initiative is generally taken with the objective of future succession planning.

What is the Need of Training and Development?
o The training and development activity is required when company revises its objectives
and goal to adjust the changing market conditions.
o Companies often endorse training and development programs to improve the
performance of the employees.
o The HR training and development is needed to set up a benchmark of performance
which employees are expected to achieve in a financial year.
o There is always a need of training and development efforts to teach the employee new
skills such as team management, communication management and leadership behavior.
o Training and development is also used to test new methods of enhancing organizational
productivity.
What is the Importance of Training and Development?
o In Human Resource Management (HRM) Training and development is important
aspect when company wants optimum utilization of their manpower.
o Training and development is a key for the succession planning of the organization as it
helps in improvement of skills like team management and leadership.
o HR Training and development activities are vital to motivate the employee and to
increase their productivity.
o Training and development in HRM is significant aspect to develop a team spirit in the
organization.
o Training and development programs are also important from the safety point of view
as it teaches employee to perform job properly without any life risk.
o From the organizational point of view the HR training and development programs are
important performance management tool to increase profitability and enhance
corporate image.
Objective and Purpose of Training & Development
1. One of the most effective methods to show your employees that you value them is to
provide them with training. It demonstrates that you care as much about their well-
being and development as they do about your company's. Employees that are well taken
care of will never desire to work somewhere else.
2. Training can be used as a preventative measure to prepare people for expected and
unforeseen changes and challenges in the workplace. It only makes sense to keep our

staff prepared in times like ours, when trends are always changing due to online
innovation.
3. There is no better way to produce future leaders than to train the most talented
individuals available. Employees will have a clear career path, resulting in lower
attrition and discontent.
4. Employees are a significant and most important component of a company's assets, and
caring for them entails caring for the firm as a whole. Therefore, any business
organization that invests their time and money in its employees' education or Training
& development can only succeed in achieving their business goals and advance further.
Types of Training and Development
Find below few important types of training in HRM:
1. Technical training is a form of instruction that teaches new employees about the
technology components of their jobs.
2. Quality training is the process of familiarizing personnel with the methods for
preventing, identifying, and removing non-quality goods in a manufacturing
environment.
3. Skill Training is the next type of training, which involves developing the ability to
execute the job.
4. Soft skills training is another form of training requires to improving the employee’s
soft skills that are personality traits, social graces, communication skills, and personal
routines that are used to define interpersonal interactions.
5. Professional training is the sort of professional education necessary to stay current in
one's line of work.
What are Benefits of Training and Development in HRM?
o Investing in staff training and development boosts work satisfaction and morale.
o Employee turnover is reduced.
o Inspires employees to work harder.
o Improves process efficiency, resulting in financial benefit.
o Aids in the adoption of new technology and processes.
o Increases strategy and product innovation

E-LEARNING
What is E-Learning?
To get started, let’s establish an E-Learning definition. So, what is eLearning? E-Learning, or
electronic learning, is the delivery of learning and training through digital resources. Although
eLearning is based on formalized learning, it is provided through electronic devices such as
computers, tablets and even cellular phones that are connected to the internet. This makes it
easy for users to learn anytime, anywhere, with few, if any, restrictions. Basically, eLearning
is training, learning, or education delivered online through a computer or any other digital
device.
Types of E-Learning Training
People use eLearning for a variety of reasons. Whether it’s to develop new skills or learn
remotely, the convenience and accessibility eLearning offers is huge. Here, we’ll explain the 4
types of eLearning training that Learn. Upon helps you deliver.
Employee Training
Employee training is the most frequent type of eLearning organizations use an LMS for.
Organizations utilize employee training for numerous reasons, such as on boarding new hires
and improving employee performance. Training employees using an LMS formalizes training
delivery and makes it more efficient. Compared to traditional training, eLearning more
effectively encourages professional development by promoting knowledge and an eLearning
culture. Furthermore, your LMS should allow you to create exams, run reports and gather
feedback so that you can continuously assess and improve training performance.
SBI EMPLOYEES E-LEARNING
The SBI bank is among the popular banks in India. It’s privileged having many branches across
the country offering various services. The bank takes pride in its employees having all possible
ways to make them comfortable. State Bank of India bank employees can learn about their
salaries, changes and new updates. This happens through a unique e-learning web portal.

SBI Gyanodaya e-learning portal was launched to cater to employees’ details. The platform
was officially opened by the SBI bank in honor of the employees, all details pertaining to an
employee is described here. Employees have to log in to access the information.
SBI Gyanodaya E Learning Online Login at Egyanshala.sbi.co.in
The platform is secure each employee logs in with different HRMS (Human resource
management system) details. The banking services and updates don’t have to be announced to
employees. They are posted on the website for them to follow up. This being a professional
move and helps solve employee issues without strain. The SBI e-learning Gyanodaya website
is free to register and access. In the past employees needed to have complete certification of
the Gyanodaya. However, the bank has made changes, thus requesting for one certificate only.
The certificate comes in handy when bidding for job promotion through the e-learning portal.
Employees need to link the certificate to the Gyanodaya portal.
How to Login to the SBI Gyanodaya e Learning Portal?
The e-learning platform has an easier process of access. Through your state bank of India
HRMS details employees can check all the updates and services here. The login information is
provided by the SBI bank. Username and password are unique to all employees. For new
employees or individuals without the login details. They should contact the HR office to receive
login details for the e-learning web page.
SBI E Learning Portal Login Page Procedure (Step by Step):
1. Visit the SBI Gyanodaya e-learning portal “https://egyanshala.sbi.co.in/ “
2. On opening click the SBI e-learning login tab on the menu.
3. A new page will show, enter the login details.
4. Key in the username and password.
5. Recheck the details then click on the sign-in tab.
6. The system will open the SBI e-learning Gyanodaya account.
SBI E-learning Certificate Acquisition:
Employees need to apply for the e-learning certificate. They are to attend training for the same.
The certificate helps get job promotions at the bank. A maximum of one certificate is needed
while applying for promotion.

 Award staff
Employees at the cash in charge and those working outside the office. All belong to the award
staff grouping. The employees have to officially apply for a certificate and training sessions.
Then we need to go to a seminar and workshops organized by the bank physically. The classes
teach on the role one plays bases on the certification.
 Officers
The category holds officers scaling from level 1 to level 5. The employees also need to apply
online for certification and training. After applying the officers have to take offline/physically
appear for classes and workshops. This helps in learning the role of their work based on the
certification. The officers will take an examination based on what you were learning. There are
set pass mark for each test, to get the e-learning certificate. Employees can learn about the test
and certificate through the Gyanodaya e-learning portal.
Benefits of SBI E-learning:
Online Portal Egyanshala.sbi.co.in
The E-learning portal is packed with a lot of benefits for employees and the bank. The bank
services and updates are only contained in the portal without outside interference.
Education Upgrade and Certification
The bank provides opportunities for learning. They offer certificates after completion thus
growing the know-how of each employee. They have different services and changes that need
more knowledge and skills. The portal is constantly updated and new learning models updated.
Employees get certificates which help them in the future.
Job Promotion
The SBI bank caters to the wellbeing and growth of the employees. Ensuring they promote
employees who apply and have at least one certification. This encourages employees to learn
and gain knowledge about their jobs. It also encourages employees to work without the thought
of job searching.

INTRODUCTION TO THE COMPANY
The State Bank of India or the SBI is a public-sector bank and financial service statutory
body. It is the largest commercial bank in India in terms of assets, profits, deposits, number of
branches and employees. The SBI came into existence on July 1, 1955. It has its headquarters
in Mumbai, Maharashtra.
The bank became the banker to all classes of people through its wide expansion of business
and has maximum outreach. This is why RBI put SBI on the list of Domestic Systemically
Important Banks or D-SIBs (D-SIBs are banks that are too big to fail). Presently SBI is headed
by Mr Dinesh Kumar Khara
History of SBI
The roots of the State Bank of India lie in the 19th century when the Bank of Calcutta (later
renamed as Bank of Bengal) was established on June 2, 1806. The Bank of Bengal was one of
three Presidency banks, the other two being Bank of Bombay and Bank of Madras. These three
Presidency banks were incorporated as joint-stock companies. They have the exclusive right to
issue paper currency until 1861 when the right was taken over by the Government of India.
The three Presidency banks amalgamated on January 27, 1921 and were named Imperial Bank
of India. The Imperial Bank of India remained a joint-stock company without Government
participation. All in all, the SBI was formed after the merger of approximately twenty banks.
According to the State Bank of India Act of 1955, the Reserve Bank of India, acquired a
controlling interest in the Imperial Bank of India and the Imperial Bank of India became the
State Bank of India on July 1, 1955. But the Indian Government acquired the Reserve Bank of
India’s stake in SBI in 2008 to remove any conflict of interest because the RBI is the country’s
banking regulatory authority. In 1959, the government passed the State Bank of India
(Subsidiary Banks) Act thus making the eight banks that had belonged to princely states
subsidiaries of SBI. But now all the subsidiaries have been merged with SBI.

At present the logo of SBI is a blue circle with a small cut at the bottom and is said to be
inspired by Kankaria Lake (Ahmedabad) which resembles this on Google Maps. The blue
circle symbolizes unity and completeness while the white one represents the common man
as a vital part of the bank, despite the huge size of the bank. The logo also suggests a
keyhole which is the symbol of safety, security and strength. Some also interpret the white
circle as the bank’s branch and the vertical line stands for the streets and lanes of any city
which leads to the bank’s branch reflecting that wherever one goes, the SBI is there to
serve.
SBI BANK EXAMS
If you want to work with the SBI as a Bank PO/Bank Clerk, you will have to clear the
recruitment exam conducted annually. For this, we strongly advise you to begin your
preparation right away. Begin by taking a look at the Ultimate Bee Banker Online
Course to understand how you can prepare for the SBI PO exam and SBI Clerk exam
simultaneously. Moreover, this course will also help you prepare for other Bank PO/Bank
Clerk exams as well all at the same time.
SBI provides a range of banking products through its network of branches in India and
overseas, including products aimed at non-resident Indians (NRIs). SBI has 16 regional
hubs and 57 zonal offices that are located at important cities throughout India.

Domestic
Samriddhi Bhavan, Kolkata
SBI has over 24000 branches in India. In the financial year 2012–13, its revenue
was ₹2.005 trillion (US$25 billion), out of which domestic operations contributed to
95.35% of revenue. Similarly, domestic operations contributed to 88.37% of total profits
for the same financial year.
Under the Pradhan Mantri Jan Dhan Yojana of financial inclusion launched by Government
in August 2014, SBI held 11,300 camps and opened over 3 million accounts by September,
which included 2.1 million accounts in rural areas and 1.57 million accounts in urban areas.

INDUSTRY PROFILE
As per the Reserve Bank of India (RBI), India’s banking sector is sufficiently capitalised and
well-regulated. The financial and economic conditions in the country are far superior to any
other country in the world. Credit, market and liquidity risk studies suggest that Indian banks
are generally resilient and have withstood the global downturn well.
The Indian banking industry has recently witnessed the rollout of innovative banking models
like payments and small finance banks. In recent years India has also focused on increasing its
banking sector reach, through various schemes like the Pradhan Mantri Jan Dhan Yojana and
Post payment banks. Schemes like these coupled with major banking sector reforms like digital
payments, neo-banking, a rise of Indian NBFCs and fintech have significantly enhanced India’s
financial inclusion and helped fuel the credit cycle in the country.
The digital payments system in India has evolved the most among 25 countries with India’s
Immediate Payment Service (IMPS) being the only system at level five in the Faster Payments
Innovation Index (FPII).* India’s Unified Payments Interface (UPI) has also revolutionized
real-time payments and strived to increase its global reach in recent years.
Modern banking in India originated in the mid of 18th century. Among the first banks were
the Bank of Hindustan, which was established in 1770 and liquidated in 1829–32; and
the General Bank of India, established in 1786 but failed in 1791.[1][2][3][4]
The largest and the oldest bank which is still in existence is the State Bank of India (SBI). It
originated and started working as the Bank of Calcutta in mid-June 1806. In 1809, it was
renamed as the Bank of Bengal. This was one of the three banks founded by a presidency
government, the other two were the Bank of Bombay in 1840 and the Bank of Madras in 1843.
The three banks were merged in 1921 to form the Imperial Bank of India, which upon India's
independence, became the State Bank of India in 1955. For many years, the presidency banks
had acted as quasi-central banks, as did their successors, until the Reserve Bank of India[5]
was
established in 1935, under the Reserve Bank of India Act, 1934.[6][7]
In 1960, the State Banks of India was given control of eight state-associated banks under the
State Bank of India (Subsidiary Banks) Act, 1959. However the merger of these associated
banks with SBI went into effect on 1 April 2017. In 1969, the Government of
India nationalised 14 major private banks; one of the big banks was Bank of India. In 1980, 6

more private banks were nationalised.[8]
These nationalised banks are the majority of lenders
in the Indian economy. They dominate the banking sector because of their large size and
widespread networks.[9]
The Indian banking sector is broadly classified into scheduled and non-scheduled banks. The
scheduled banks are those included under the 2nd Schedule of the Reserve Bank of India Act,
1934. The scheduled banks are further classified into: nationalised banks; State Bank of
India and its associates; Regional Rural Banks (RRBs); foreign banks; and other Indian private
sector banks.[7]
The SBI has merged its Associate banks into itself to create the largest Bank in
India on 1 April 2017. With this merger SBI has a global ranking of 236 on Fortune 500 index.
The term commercial banks refers to both scheduled and non-scheduled commercial banks
regulated under the Banking Regulation Act, 1949.[10]
Generally the supply, product range and reach of banking in India is fairly mature-even though
reach in rural India and to the poor still remains a challenge. The government has developed
initiatives to address this through the State Bank of India expanding its branch network and
through the National Bank for Agriculture and Rural Development (NABARD) with facilities
like microfinance.
The banking sector is a major segment of the U.S. and world economies. While some might
define it more broadly, the U.S. Department of Commerce considers it a subsector of the
larger financial services industry, which also includes subsectors focusing on asset
management, insurance, venture capital, and private equity.
The U.S. banking system alone had $17.9 trillion in assets and a net income of $236.8 billion
as of the end of 2018, the Commerce Department notes, and “supports the world’s largest
economy with the greatest diversity in banking institutions and concentration of private credit
anywhere in the world.”1
The principal economic functions of the banking sector are to take deposits and make loans.
Holding financial assets is at the core of all banking, and where it began in ancient times—
though it has expanded far beyond the days of storing gold coins for wealthy patrons.
At the most basic level, a bank takes deposits from individuals or businesses, with the promise
that the money can be withdrawn when the depositor wants it (though sometimes with a

penalty for early withdrawal). Depending on the type of account, the bank also may pay
interest on the depositor’s money.
The bank then lends the money it has on deposit to other individuals and businesses and
receives interest payments from the borrower in return. Banks make a profit on the difference
between the interest rate that they pay depositors for the use of their money and the higher
interest rate that they charge borrowers.
By law, banks cannot lend out all of the money in their possession, but are required by
regulators to keep a certain amount of capital in reserve to cover withdrawals and other needs.
The rules change from time to time and vary by the size of the bank, but many large U.S.
banks recently were required to keep 8% of their capital in reserve.

OBJECTIVES
1. To study about Training Process at SBI.
2. To study about the Development Opportunity at SBI.
3. To Study about the E-Learning & its Importance.
4. To Conduct the E-Learning Program for Training & Development of Employees.
5. To keep a track on Employees Performance at E-Learning Program.
6. To monitor the Examination of E-Learning Program.

ACTUAL WORK DONE
1. Worked for the Training & Development Process at SBI.
 Training and Development initiatives are educational activities within an
organization that are designed to improve the job performance of an individual
or group.
 These programs typically involve advancing a worker’s knowledge and skill
sets through E-Learning.
2. Task Assigned: Study about the E-Learning through E-Books.
 Learn New Topics of E-Learning:
a. -SBI YONO App
b. -KYC
c. -Cyber Security
d. -Money Laundering
3. Task Allotted: Conduct the E-Learning Program for Training & Development of
Employees.
 Conducted E-Learning Program for the Employees of SBI.
 It helps Employees to Develop.
 It is helpful for Performance Appraisal of Emploees.
4. Task Assigned: Keep a track on Employees Performance at E-Learning Program.
 Keep a track on Employee Performance through Messages, Email and Personal
Meet.
 Update the Employee time to time about Course, Assignment, Exam Forms and
the last date of assigned Work of E-Learning.
 Keep a check on each employee that how many Chapters are done, their courses,
Certification etc.
5. Task Allotted: Monitor the Examination of E-Learning Program.
 Exam-monitoring also known as remote invigilation. It allows the results,
processes and experiences to be documented and used as a basis to steer
decision-making and learning process.
 Help organization in conducting the exam, monitor each employee who give
exam help them to find their PC for exams.
 Collect their attendance sheet and handled to Senior Authority.

ACADEMIC LEARNINGS
1. Learnt how Training and development program works.
 These programme helps advancing the knowledge and skills of Employees &
Interns through E-learning.
2. Learnt how to Conduct, Guide and Monitor the E-learning program
 This program helps Employees to Develop their performance.
 It is helpful for Promotion of Employees.
3. Computer Skills
 Learnt about MS-Excel program as the information of employee work
recorded in excel sheet.
4. Learnt importance of E-learning through E-BOOKS.
 E-books were provided for detail learning of Chapters of E-learning Program.

PROFFESIONAL LEARNINGS
1. Communication Skills
2. Time Management
3. Learning New Topic of E-Learning
4. Adapt Experience
5. Growth
6. Self Confidence
7. Listening Skill

FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS
1. SBI Bank gives you efficient and effective service to their Employees.
2. There is a communication gap between Employees.
3. Due to the major problem of network issue, there is a lack of work efficiency as
website not work properly.
SUGGESTIONS
1. It is suggested that to conduct awareness program as customers are unaware of
various E-banking services and their benefits and their official banking app YONO.
2. SBI should create awareness for the importance of E-learning program of training and
development for performance appraisal.
3. They need to provide proper trainer to interns.
4. They need to give more work to interns to enhance their skills.
5. Give interns a regular opportunity to ask question.
CONCLUSION
1. Learns process of Training and Development and help to conduct the same.
2. The E-learning program helps to major the performance and further the promotions.
3. Conducting E-learning program provided great learnings about Human resources
management, training and development process and performance appraisal through E-
learning program.

BIBLOGRAPHY
 www.Indiaclear.com
 www.ixambee.com
 https://hrms.onlinesbi.com

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