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Prevalent training and development practices in banks of Delhi and NCR
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This research makes a complete study on the training and development practices adopted by the bank such as private and public sector bank for ensuring their growth in a future level.

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  1. International Journal of Management (IJM)
    Volume 9, Issue 3, May–June 2018, pp. 172–181, Article ID: IJM_09_03_017
    Available online at http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=9&IType=3
    Journal Impact Factor (2016): 8.1920 (Calculated by GISI) www.jifactor.com
    ISSN Print: 0976-6502 and ISSN Online: 0976-6510
    © IAEME Publication

    PREVALENT TRAINING AND DEVELOPMENT
    PRACTICES IN BANKS OF DELHI AND NCR
    Devika Chadha
    Research scholar. MATS University, RAIPUR

    COL. Prof. Byju John
    Vice Chancellor, MATS University RAIPUR

    ABSTRACT
    Human resource is the major source for the growth of every organization. It is
    essential for every organization to manage their employees by giving effective
    motivation and support in the form of monetary and non – monetary so that they will be
    able to perform their operations in an effective manner. This research makes a
    complete study on the training and development practices adopted by the bank such as
    private and public sector bank for ensuring their growth in a future level. Furthermore,
    it also explains the various concepts and terminologies that help the bank for improving
    their existing functions and operation by adopting innovative ideas in an effective
    manner. This report makes a complete analysis of various training and development
    components adopted by banks. It also presents a comparative analysis of private and
    public bank on the basis of their functions, staffing, and organization in an appropriate
    manner. It also analyzes the impact of training and development in order to provide a
    good motivation and staff engagement in the banking activities in a right way. By
    making a complete study on the functions and operation of Delhi and NCR bank, it also
    analyzes the successful implantation of tanning and development activity in the
    research. Hence, it can be said that the whole report analysis and determine the various
    facts and elements that help the bank to make a equal employee participation so that
    banks will be able to achieve their desired goals and objectives in an effective manner.
    Key words: Training And Development, Types of Training, Public and Private Banks.
    Cite this Article: Devika Chadha and Byju John, Prevalent Training and Development
    Practices In Banks of Delhi and NCR, International Journal of Management, 9 (3),
    2018, pp. 172–181.
    http://www.iaeme.com/ijm/issues.asp?JType=IJM&VType=9&IType=3

    1. INTRODUCTION
    While making the focus on human resource, it can be said that training and development are
    the key factors that help the organization to motivate their employees’. It also helps to improve
    the performance level of employees by giving equal training and development. It also includes
    the use of right skills and knowledge of learning that helps to make right changes in the

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  2. Devika Chadha and Byju John

    operational activity for achieving the future goals and objectives. In India, to perform the
    banking activities in a good manner, HR training activity has been modified by adopting
    innovative HR practices in their functions. In today’s competitiveness world, to make a good
    reputation and earn the customer loyalty is totally depends upon the level of performance done
    by the employees. As per Michel Armstrong point of view, to perform the task as per the
    determined manner in a given set of standards make a positive impact on the growth of a
    business (Ali, Kaur, Pande & Ahmad, 2014). It was also found that due to changes in the
    environment and increases the competitive situation also inspire the organization to make a
    right human resource development that includes training and development of their employees.
    The reason behind is that nowadays, to earn a profit is not enough built also satisfy the need
    and wants of the customers also an important task of every organization. In the banking sector,
    banks also use various kinds of channels related to the effective human resource development.
    According to Bhasin, (2016), nowadays, banks also provide the ATM facilities to the customers
    that provide the cash withdrawals and balance inquiry facility 24×7. In addition to this, banks
    also provide call centers facilities to the customers to provide customer’s help in an effective
    manner. Online banking facility for making an easy transaction by not going to a particular
    branch of the banks also facilities provided by the banks. Easy money transfer facility, NEFT
    amount transfer, mobile banking, and banking facility in rural area are some examples of the
    banking facilities that are provided by the various banks to the customers in the present time.
    According to Chaudhary, (2017), to provide various kinds of a making facility require good
    skilled and knowledgeable person or staff members so that they will be able to provided
    effective guidance and support to the customers. It is essential for the banks to monitor the
    employee’s performance on the regular interval basis. As per Dhingra & Mittal (2014) point of
    view, in India, all the banks operate their functions and operation under the guidelines of
    Reserve Bank of India in different areas. It includes private sector banks and public sector
    banks. While making focus on private sector banks, it includes those banks which run and
    controlled the operation by the group of people or individuals in order to earn the profit. It
    includes non-schedules banks, foreign banks, scheduled banks, new generation banks and old
    generation banks. According to Ghosh & Mittal, (2017), the banks which come under the
    Banking regulation act 1965 are covered under the non- scheduled banks which ought to have
    paid 5 lakh as a reserve capital to RBI. For examples: Akhan ananad co-operative bank Limited,
    Alav I Co-operative Bank Limited, Amarnath co-operative bank Limited and Amod Nagrik
    Sahakari Bank Limited are covered under the non-scheduled bank. While making the focus on
    a foreign bank, it includes those banks that operate its function as per the rules and regulations
    given by the host countries and home countries, head office located outside from the country.
    In addition to this, scheduled banks, includes those banks that operates its functions under the
    second scheduled of OBI under the regulation n act 1934. It includes private sector bank, public
    sector bank, scheduled co-operative be bank, Regional Rural bank and foreign bank. As per
    Hazarika & Arora, (2018) point of view, those banking activities who concerted under the
    Narshiram committee that enclose the new policy of liberalization, privatization and
    globalization are covered under the new generation bank. It includes HDFC Bank, ICICI Bank,
    YES Bank, Kotak Mahindra Bank, AXIS Bank, Bhandhan Bank, IndusInd Bank and DCB
    Bank. While making focus on public sector bank, it includes those who run their operations
    under the control by the government. It can be said that all the decision and charges has been
    passed by the government bet which includes State Bank of India, Regional Rural Bank and 20
    nationalized banks etc. Co-operative bank also a part of public sector bank such as State co-
    operative bank, central co-operative bank etc.
    According to Jain, (2015), to operate the banking function in a large scale and provide
    various kinds of services to the customers as per their comfort, it is essential for the banking
    authority to give effective training and development program as so that employees will be able

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  3. Prevalent Training and Development Practices In Banks of Delhi and NCR

    to manage their operations as per their skills and knowledge in a right way. There are mainly
    two types of training programs which is beneficial for the employees working in banking sectors
    which are on the job training and off the job training.

    Figure 1 Types of Training and development programs
    According to Kaur & Walia, (2016), there are many studies showed that in any organization
    training helps to make the right development of the employees and also improve the skills and
    ability of the employees by giving various and specifies task. Haselinng, (1971) also
    propounded his views that in order to attain the objectives, there is a large number of
    opportunities and chances available for ensuring and modifying the employee’s attitude on the
    experience basis. As per Sharma, there are many banks who only give their focus to make
    effective operations in cities and towns so that banks will be able to attract the reasonable
    potentiates of growth that has been failed in the rural areas. It is essential for the banking sector
    to develop effective training system and development criteria so that all the functions have been
    fulfilled on the basis of employee’s ability and skills in an effective manner.

    2. IMPORTANCE OF TRAINING AND DEVELOPMENT PRACTICES
    IN INDIAN BANKS
    According to Saxena & Anand, (2017), while making focus on the various training and
    development program’s adopted by the private and public sector banks, it can be said that to
    match and cope up the need with the global and rapid environment, it is essentail for the banks
    to train their employees. In respect to this, there are mainly two types of training programs
    have been used by both private and public banks such as On the Job trains and Off the Job
    training programs

    On the Job Training Method
    While making the focus on the On-the-job training programs, it was found that banks highly
    used job rotation, coaching, administration or instruction and internship training are the
    methods used by the manager of the financial institution. For example: In 2011, ICICI bank
    highly uses job rotation as a training method for the new employees or trainees by shifting them
    from one job to another so that employees will be able to gain the knowledge and new skills by
    taking the experience working in new areas. As a result, 17 employees have been shifted from

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  4. Devika Chadha and Byju John

    the research and development department so that they will be the knowledge how to operate
    banking activity with the help of latest information technologies in Delhi and NCR region. In
    addition to this, public and private banks both highly used coaching, internship training by
    giving administration or instruction to the workers in the form of asking questions to solve
    them. In addition to this job, the instruction is highly used by the banking institution so that
    employees will be able to know what they have to be done in the department. It also helps the
    new staff members so that they will be trained enough to handle the disputes of the customers
    in a banking sector effectively.

    Off the job training method
    According to Saxena & Anand, (2017), off the job training methods also useful for encouraging
    the staff members and motivate them so that they will be able to tackle the different situation
    in the banking sector in an effective manner. It includes case study analysis by which manager
    of the bank or senior officers provide a case to the employees and try to know what the skills
    and knowledge employees have to be used in this situation by playing the role. In addition to
    this, lectures, managerial education and conferences are also the training methods by which
    senior banking staff provide guidance and explain each rule and regulations related to the
    working criteria so that staff member will be able to know the working styles and schedule in a
    bank.
    According to Madan & Srivastava, (2016), Training is a part of the managerial function that
    helps the manager to make effective improvement in the employee’s attitude and behavior by
    giving right learning ways and skills development in them. It is a best to develop new ideas and
    working styles by giving good guidance and instructions specialty in the field of the job so that
    employees will be able to learn the new techniques and prepare them so that they will be able
    to take the new challenges and task in an effective manner. In addition to this, the development
    includes improving the existing skills by giving proper guidance and support to the employees.
    There are various kinds of employees development programs has been launched in an
    organization that helps to meet the specific objectives in order to give positive contribution for
    the growth of the employee’s performance level.
    As per Mittal, Gera & Batra, (2015) point of view, there are various kinds of training and
    development methods have been used in Banks as per the need and requirement in the
    organization effectively. By keeping the records of the banking functions, the need of training
    and development arrived in the field of banking customer care services on the operational and
    behavioral aspects so that employees will be able to give positive support and guidance to the
    customers. It includes various objectives such as in which way need can be identified in the
    banks. In respect to this, training and development help to identify the need by analyzing the
    talks and performance that has been conducted in the form of a survey, 360-degree feedback or
    customer complaints. In order to analyze the need in the banking sectors, there are mainly two
    types of training programs have been established by the banking sectors such as training through
    establishing an effective Human resource development department so that they will contain full
    functionary operation in the form of HRD.
    According to Mittar, SainI & Agarwal, (2014), in the present’s days banking is considered
    as a conventional sector because there are various private and public sector banks are
    mushrooming to provide the best quality of services and banking facilities to the customers. In
    the high growth, it is essential for the banks to adopt training and development of their staff
    members to handle the need of the customers. There are 47 Indian companies who were listed
    in Forbes Global 2000 ranking for 2009 wherein State Bank of India place at 150 ranks and
    ICCICI were in 329 banks. Hence, to deal in the competitive environment, it is essential for the
    banks to adopt effective training and development so that staff members will be motive and

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  5. Prevalent Training and Development Practices In Banks of Delhi and NCR

    give their active support or helps in the growth of an origination. As per Naim & Lenka, (2018)
    point of view, the main purpose of the training need assessment is to identify and determine the
    requirement within an organization so that staff will improve their level of productivity and
    provide the best quality of products and services to organizations. According to Network &
    WATCH, (2017), training and development are necessary and important in the field of Indian
    Banking sector because by effective training employees will get an insight of three jobs by the
    new staff member and also enable to understand the work culture effectively. It also helps to
    acquire the knowledge by adopting the latest technologies and get the promotion in the nature
    of work where an increase in the patent totally depends upon the increase in the responsibility.
    Hence, it can be said that training and development help to improve the work performance of
    the employees by identifying the gap between the operation and employee’s attitude in an
    appropriate manner.

    3. TRAINING AND DEVELOPMENT PRACTICES ADOPTED IN
    PRIVATE AND PUBLIC BANKS
    According to Patel, (2016), in order to analyze the various reframing and development practices
    adopted by the private and public sector bank, it is essential to understand the functions
    performed by the banks in the present days. The main functions that every bank has to perform
    are classified into two parts such as primary and secondary function. Primary function includes
    accepting of deposits in the form of saving, fixed, current band recurring deposit and granting
    the advances in the form of overdraft, cash credit, loan and discounting of bills etc. On the
    other hand, while making the focus on secondary functions of the bank, it includes agency
    function such as transfer of funds, periodical collection etc. and utilizing function in the form
    of draft, lockers, underwriting etc. Hence, to deal with a large level, it is essential for the bank
    to hire skilled and talented staff members so that they will be able to handle different kinds of
    activity in a right.

    On the Job Training Method
    By analyzing the various data collected and mentioned in the World Bank, it was found that
    there were 65% of the banks including private and public banks highly adopted the On the
    Job training method in which public sector banks with 30% and private sector banks 35% uses
    the on the job training method for motivating and proper engaging their employees.
    Furthermore, it was also found that 12% of banks highly believe that job rotation is best way to
    trained the employees and 35% of banks highly give priority to coaching for the employees so
    that they will be able to understand the requirement of the department. Apart from this, there
    were 18% of the public banks who were in favor with job instruction and 17% of private banks
    highly in favor with instruction given to the employees for improving their productivity level
    in a banking institution. By analyzing this, it was found that coaching, job rotation and
    instruction are the best ways including in on-the job training program for motivating the
    employees in an effective manner.

    Off the Job training method
    Off-the-process education (OUT) strategies covered lectures, special look at, films, TV
    conferences or discussions, case studies, role gambling, simulation, programmed practice and
    laboratory education. Most of these strategies are utilized in banking businesses even though,
    some can be too luxurious. As per Saini & Subramanian, (2014) point of view, to operate in a
    current banking scenario, training and development practices are highly adopted by both private
    and public banks respectively. The study of training and development practices has been
    referred to as important and critical areas for managing the operations and organizational
    performance from the last several years. Over the past 25 years, training and development

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    practices make a positive relationship between the practices and operational function in the
    banks. As a result, training and development practices which is a part of HRM highly increases
    and treated not as a dependent but an independent variable in the file of banking sectors. In the
    current time, the adaption of training and development in a public sector bank are slow but it is
    defiantly changing in nature. As per Sarna, (2018) point of view, in order to make effective
    control in the environment and meet the rapid growth or branch expansion since 70S public
    sector banks adopted the training and development programs which are similar to the
    department function performed by the government. On the other hand, in private sector banks,
    training and development functions effectively involved in identifying the skills of each job
    warrants and recruitment of suitable staff members in a particular place.
    According to Saxena & Anand, (2017), with the rapid growth of banks, it requires well-
    trained staff members that handle and deal with the need of the customers. In respect to this,
    the financial bank needs to reshape their financial hub for their clients in order to ensure the
    growth of bank in the form of size in a recognized way in the world market. Bank of Baroda is
    the example of effective use of training and development practices that are conducted grooming
    and etiquettes programs especial for the front line employees in order to improve their services
    levels and qualitative interaction with the customers and stakeholders in a better way. In
    addition to this, SEED (Self-efficient and effectiveness development) programs being running
    by the bank for the frontiers staff of the Bank of Baroda in an appropriate manner. According
    to Waraich & Chaturvedi, (2017), in Punjab national bank, due to handling large-scale gaps
    between the human resources. The cited bank failed to maintain its succession policy in next
    few years. The policy examines the existing pool by making a comparison with the future
    requirement and also forecast the surplus or deficit in the pool by determining the actual
    requirement. In respect to this, cited bank has three tier of training set up such as Central staff
    college at Delhi that helps the employees to identify the training needs of Top or senior
    management grade officers, three Regional staff colleges situated at Velapur Naci Mumbai,
    Lucknow and Panchkula also helps to identify the need of training for senior, middle and junior
    manager officers. Seven Zonal Training centers at Dehradun, New Delhi, Jaipur, Kolkata,
    Kozhikode, Ludhiana, and Patna also help to identify the need of training for Middle and junior
    management officers. In addition to this, IT training centered situated at Faridabad also helps
    to train the employees in the field of information technology also a party of effective training
    and development program.

    4. IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON
    EMPLOYEE MOTIVATION AND ENGAGEMENT
    According to Saxena & Anand, (2017), there is the rapid change in a business environment that
    highly affects the function of the banking sector to a great extent. In order to overcome the
    challenges and make a good image, it is essential for the banking sector to develop effective
    training and development programs. By analyzing the impact of training and development,
    there are various ways by which training and development affect the function of a banking
    sector. These are as follows:
    Motivating in the workforce: As per Sarna, (2018), due to high growth in a global market
    and use of advanced technologies highly affect the talent in a workplace. Training and
    development create the latest latent in the staff members in a banking organization by giving
    the main priory to technologies and technology advancement programs. The manager of the
    banks also adopts the monitoring function in order to create and develop new skills and Attitude
    towards the workforce so that banks will be able to handle all the disputes by use specific In
    Knowledge and learning in an effective manner.

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  7. Prevalent Training and Development Practices In Banks of Delhi and NCR

    Managing people: Due to high competition, there is always a risk to manage a good image
    of the organization in front of the competitive market. Training and development help the
    members and staff of banking organization to manage the workers by allocating the task as per
    their skills and knowledge in a right manner. For example, ICICI Bank main target is to train
    the old members regarding the use of advanced technologies so that they will be able to handle
    the various computerized function in a lack period effectively.
    Developing trust factor: Due to effective training and development programs organized in
    a banking intuition, it will create the trust worth environment to the staff members by giving
    safety and security facility. It is essential because by using banks will be able to take the
    initiative for improving the security level of the employees.
    As per Sarna, (2018) point of view, there are various examples of private as well as public
    sector banks such as Punjab National bank and ICICI bank that highly achieve the plosive
    impact of adopting training and development practices. As per the recent scenario of
    demonetization make a great impact on the customer’s attitude and behavior that make a
    negative impact on the function of banking sections. In order to solve this, effective training
    and development programs have been launched by the banking institution that helps the
    managers and workers by giving effective guidance such show to handle the demand of the
    customers, how to manage the duties etc. A recent case of Neerav Modi also makes a negative
    impact on the operation of Punjab National Bank. As a result, a cited bank has to suffer crores
    loss. In order to overcome this issue, training for the staff members and special levy duties also
    helps to motivate the employees. Training and development also provide an equal chance so
    that members, staff workers freely share their opinion and take a right step for the growth of
    the organization.

    5. CHALLENGES IN IMPLEMENTING TRAINING AND
    DEVELOPMENT PRACTICES IN BANKS OF DELHI AND NCR
    REGIONS
    While making focus in the functions performed by the banks of Delhi and NCR regions, there
    are various kinds of changes that highly affect the growth of the financial institution. According
    to Saini & Subramanian, (2014), the main challenge that affects the banks in Delhi and NCR is
    to manage the effective workforce. The reason behind is that to hire right person in a right place
    and developing talent in a riught6 time is a difficult task that consumes time on a large scale.
    In Delhi and NCR banks, there are highly interested to fill up the vacancy by two types of a
    breed of professional. It includes outstanding professional that has the job hoping attitude and
    second to pick up those people who require training and development for the future
    management. According to Patel, (2016), the most challenging agenda of training and
    development practices adopted by the commercial bank in Delhi and NCR is to retail in the
    right people. Due to extreme growth in the retail banking and services make a great pressure of
    the managers in banks to hire and engage more professional in a shorter time period by giving
    attractive banking package that makes a competing job in the current situation. Hence, to make
    a right approach to a right person is also a tough take that creates the biggest challenges for the
    Delhi and NCR banks.
    As per Network & WATCH, (2017) point of view, the main challenges that DELHI and
    NCR banks such as State Bank of India, ICICI Bank, HDFV banks highly face is to convert the
    abundant population pool into the human resource. The reason n behind is that right person and
    talented or skilled person make the positive step for the Growth of banking structure. Training
    and development of the employees so that they will be able to match the demand of the changing
    institute by adopting innovative ideas also a most beige challenges that banks have been faced
    in the region of Delhi and NCR. Lack of employees motivation and job ratification in an area

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  8. Devika Chadha and Byju John

    that every bank in Delhi and NCR time. It is essential for the HR manager of the banks to give
    money as well non- monetary support to the staff’s members as per their need and demand so
    that their performance will make the positive impact on the growth of banking sectors. For
    example, due to globalization, HR of the ICICI bank in the year of 2008 recognizes the need to
    train the employees by giving adequate morale supports and sure the job security on their return.
    Hence, it can be said that banks of Delhi and NCR region has been faced various kinds of
    training and development related challenges that highly affect the operation and motive level
    of workers.

    6. FINDINGS
    In the present time, it was found that Indian Banking sector is facing the wide range of
    opportunities that help to build its future scenario. The rapid development of globalization and
    advancement of information technologies and use of telecommunications services highly affect
    the operation of the banking institution (Naim & Lenka, 2018). There are some problems such
    as con tenuous accumulation of morale highly affects the level of profitability of the banks. In
    addition to this, accumulation in nonperforming assets also gives there for the adequacy of a
    capital of the banks. There are some public and price sector banks that are facing over staffing
    that highly makes the negative impact on the productivity of banks, especially in Delhi and
    NCR regions. Above all these issues highly require and impact of adoption of training and
    development policies for the banks so that they will be able to remove legacies of the past by
    meeting the demand and various challenges in the present time. Human resource development
    is the main financial functions that every banking institution needs to perform by giving
    education, training programs which are essential to enriching the careers by giving the
    development. The banking activity is not fixed in nature so that In order to make right cope up
    with the changes, it is essential for the banks to develop employees careers by establishing their
    own training institutes (Mittar, Saini & Agarwal, 2014). This is the reason that training is
    considered more in IPSB because banking industry has their own strong structural base and
    capabilities to handle the training in wide numbers. In respect to this, IPSB provides a great
    support of training in the form of institutions such as National Institute of Bank Management
    (NIBM), Bankers training college (BTC) and College of Agriculture banking (CAB) that
    provide training facilities in a hundred of a number.
    State Bank of India is considered as an oldest and largest bank that operates its functions by
    opening its 15000 branches within India. SBI bank has 80 offices in nearly 35 countries includes
    US, Canada, and Nigeria also. Hence, the RBI also own about 60% of SBI for the human
    resource department (Mittal, Gera & Batra, 2015). The main visions of the human resource
    department are to create and enhance such an environment that helps and make passives impact
    on the faintly of a bank by giving the employees proper placement, the trustworthy environment
    including job security etc. In addition to this, SBI also takes a right step so that bank will be
    able to make effective manpower planning by giving effective VRS schemes (Madan &
    Srivastava, 2016). In addition to this, ICICI bank also makes the focus on effective management
    of human resource by giving training and development and development of leadership so that
    cited bank will be able to analyze the management stories and adopted mention process given
    by Kamath to from the young employees the bank. Hence, based on the above finding, it can
    be said that banks, especially in Delhi and NCR region, need to establish high power training
    and development practices by organizing the HGRM committee at the corporate level. To
    measure the welfare of the employees and developing personnel policies also make a positive
    impact on the growth of the banking sector in an effective way.

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  9. Prevalent Training and Development Practices In Banks of Delhi and NCR

    7. CONCLUSION AND RECOMMENDATION
    From the above-detailed report, it can be concluded that the banking activity has been changing
    rapidly and competitive situation give tough situation for managing the human resources in
    both public and private sector (Ali, Kaur, Pande & Ahmad, 2014). To training, the officers and
    practioner in the form of training committee and higher education institute also plays an
    important role in developing new ideas and behavior in the mind of the staff members. On the
    basis of the above review, there is some recommendation which is beneficial for the Indian
    Banking system such as private and public sector banks, especially in Delhi and NCDR regions.
    These are as follows:
    • In order to motivate the employees, it is essential for the managers and officers to re-structure
    the salary pattern of the employees especially in the public sector bank (Kaur & Walia, 2016).
    • Bank need to understate some training and development programs including continuing
    education and training facility such as IT- orientation and career development for the workers
    etc (Agarwal, Chawla & Singh, 2017).
    • Banks have to allocate the budget for the development of human resource in a right way and
    also organize the internal conferences and seminars for preparing the competitive knowledge
    for the employees.
    • Public sector banks also need to give the invitation to the staff members for giving their
    suggestions for encouraging the staff in a positive manner.

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    [2] Ali, S. S., Kaur, R., Pande, M. J., & Ahmad, F. (2014). Service quality gap approach: a case
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