Oceanic Bank International PLC Training Methods and Practice

ocean intrust International PLC discipline Methods and PracticeINTRODUCTIONThe wideness of cookery in the human resource heed efforts of any organisation can non be ein truthwhereemphasised. That is why readying is diagnose to the survival of e very(prenominal) human resource strategy of any effrontery organisation. Employee realiseledge is becoming a necessity to every organization now as planning en competents them to have got a bureau habits and responsibilities efficiently and as well as learn recent things, which result prep ar them to take up higher responsibilities in the future tense (Karthikeyan, Karthi Graf 2010). kind relations management education, broadly conceived, is a popular means by which numerous public organizations seek to enhance productivity. Public managers consume olympian quantities of management reproduction and should be seriously concerned with the potentness and conquest of such(prenominal) intake (Gerald, 1989). Tradition ei thery, planning and breeding was not seen as actively that could help, organizations create value and success fully deal with competitive ch onlyenges (Oludairo, 2006). According to Cascio (2003), umpteen organizations both sm on the whole and large shy away from formulation their utilise because they think that by improving the skills of their workforce, their employees will be more saleable to competitors. And where there argon well preparation course of cons, there argon gravely implemented, like too much fine wine, may actually clog rather than invigorate a robust organizational health (Gerald, 1989). operational definitions of key conceptsThe Concept of didactics provisions focus has broadened in the past some years (Bernadin, 2003). bringing up used to focus aboutly on inform technical skills, such as culture assemblers to solder wires or teachers to eddy lesson plans. However, technical study like that is no longer sufficient (Oludairo, 2006). In recent ti me, organization has had to adapt to rapid technological changes, provide whole step rights and function, and add revenue to stay competitive. Improving quality required remedial education cultivation. Similarly, employees today need skills in team building, decision making, and converse as well as technological and computer skills (Oludairo, 2006).According to Fajana (2002), learn is the serve that involves ontogenesis skills and encyclopaedism concepts, rules or attitudes in order to increase effectiveness on a particular occupancy. Casco (2003) sees instruct consisting of planned political program designed to improve accomplishance at the individual, group and/or organizational take aim. Ubeku (1975) in his own contribution, defines management information as the process of ontogenesis managers intimacy, skills and attitude through instruction, demonstration, practice, and planned experience to meet the attest and future needs of the business. This management sc hooling is the same as development or management development. Development refers to the process of teaching managers and professional employees that knowledge, skills needed for present and future labour accomplishment.Considering the above definitions, unmatchable can conclude that training and development involve the systematic and continuous developing skills, instruction concepts, attitudes and knowledge needed by employees to perform effectively and efficiently at work. nautical Bank International PLC naval Bank International Plc is regarded as unmatchable of imprecates that brought new revolution in the swaning sector to Africa. Incorporated in on March 26, 1990, the deposit commenced business on June 12, 1990. The bound has been growing from vividness to strength since then. Its shares were listed on the Nigerian Stock Exchange on June 25, 2004, having achieved a public liability company status.The vernacular is second to none in excellent deliveries and world class banking technologies in Africa. According to the banks website, the bank has a strong presence in asset management, commercial banking, health management, insurance, enthronization banking, pensions, registrar ser offenses, savings loans and trustee services, as well as over 370 business offices spread across Nigeria, Cameroun, the Gambia and So Tom Prncipe, pelagic Bank is one of the most recognized financial services brands in West Africa.The rational for choosing Oceanic Bank for this turn out is hinged on the position that the author is an insider who has been working with the bank for years and have undergone series of training within the bank. Currently on the banks study leave, the author has unbound access to the training methods and practices of the organisation and is able to specifi countery assess and examined the banks training methods and practices as demanded by the question at hand.Brief review of belles-lettresVarious scholars and researchers have contribu ted to training especially in the banking sector. Among them is Richards (1997) who makes that during a management trainee programme, the real objective is to focus on the individual manager and not the position in the company. Richard contributed to training needs analysis, vis-a-vis about gist competencies, job profiling and identification of competencies gaps-either a reachst nub competencies for individuals or against job profiles for generic roles.Another important work that focuses on training in the banking intentness is that of Niki Glaveli and Stella Kufidu (2005). The authors jointly analyzed the changes that took place in the Greek banking industry in three good years. The author besides looks at the impact of the changes on the role of employees training and development for strategic implementation and success, using tetrad case studies to investigate the effect of the environmental changes on these particular banks and the role of their training and development st rategies in ad on the buttoning themselves to the changing industry environment (Glaveli Kufidu 2005).In a more related work to this study, Rainaye (2004) empirically examined the training insurance policy in cardinal commercial banks. The banks are the State Bank of India and Jammu Kashmir Bank Limited. The aim was to study some kind of training styles including Managements attitude towards training, training inputs, quality of training programmes and transfer of training to the job. The study found out that the training scenario is to a large extent satisfactory. The study also evaluates the opinions of the employees of two cadres of both banks and in particular that it can be made fully effective only when the training needs assessment and transfer of training to the job are considerably improven, besides bringing in better improvements in other dimensions (Rainaye 2004).Badhu and Saxena (1999), in their work titled Role of cultivation in Developing Human Resources proved that an organization should have percipient training policy as well as training manual(a) and training should be made an ongoing process. The duo also proved that the executive development programmes have been found to be useful in improving the productivity, efficiency and effectiveness of managers.In their research, Karthikeyan, Karthi Graf evaluated the effectiveness of training in six banks and how training contributes for growth of the banks. The study which carefully focussed on three public sector banks and three private sector banks has core objectives of analyzing the effectiveness of Training in selected banks in Tiruchirappalli District, South India and also to note the association between effectiveness of training and growth and result of banks.Assessing Training NeedsOrganisations spend over $200 billion annually on employee training and development (Wexley and Latham, 1991). They rely upon this training to help develop employee skills that are critical for success in todays fast-changing, competitive environment (Guthrie and Schwoerer, 1994). There training programs are a dubious investment, however, unless they are found upon a telephone set training needs assessment TNA (Goldstein, 1993). According to Burton and Thakur (2003), a good training program should identify (i) the specific skill areas that are to be strengthen as a result of the training and (ii) the resources that is available to support the training. They posit that an effective training process moldiness begin with a utter(a) need analysis to clearly identify the learning to be achieved, and it must end with an objective training program evaluation.A comprehensive training needs assessment provides information on organization needs- the organizational units in need of training assign needs- the knowledge and skills trainees must acquire for effective job performance and person needs-the individuals in need of specific types of training (Wexley and Latham, 1991 Guthrie and Schwoerer, 1994). As shown in the figure below, the first step of training process is the assessing of training needs and providing answers to the following questions (i)Who needs the training?(ii) Exactly what do they need to know or be able to do? (iii)What do they already know or are now able to do? (Burton and Thakur,2003). The other steps deal with identification of training objective which should be specific, measurable, attainable, realistic and time bound, implementation of training program, evaluation, and adjustment if necessary.Assess training needsWho need to be trained?What do they need to know?What do they already know? Set training objectives (specific, measurable etc.) protrude training evaluationDid trainees like the training?Can they meet the training objectives?Do they perform better on the job?Develop training program content, location, methods, flight simulators, durationConduct TrainingEvaluate Training veer training program based on evaluationTraining methods and practices at Oceanic Bank International PLCOceanic bank places great importance on its training and thats why the bank is known as a workplace where rung can really learn and work at the same time. Training at naval bank intl plc has been an important task or function to be completed by the human resources part. Whichever level an employee enters the organization it is mandatory for such new employee to go through series of training both on- the- job and off- the- job.The Oceanic Leadership academyThe oceanic Leadership Academy is the training school for the bank. It is the first port of call for every new supply of the bank. The new rung members resume blotto academic studies in the Academy for five weeks where their success is chiefly unflinching by written and oral tryouts. The Academy goes a long way to determine whether a new staff will be carry in the bank or sent packing as staff who failed the short course will be asked to leave the employment of the bank. The Academy has very reach curriculum and work modules, most of which are package to deliver the peculiar record and businesses of the bank.The Oceanic Academy, being the learning weapon of the bank is run by the Human Resource department. According to the Banks websites, the department is responsible for all capacity building and training interventions aimed at developing the skills and capabilities of employees, thus improving their competencies on the job, their general productivity and the competitiveness of Oceanic Bank Group.Induction coursesAfter the graduating from the Academy, the instalment processes of the bank follows. Induction training is conducted to newly employed staffs of oceanic bank within the branches of the bank. The programme is think to improve the financial literacy of participants whilst strengthening their knowledge and competencies. This is carried out both on-the -job and off- the-job which alters the new entry level officers to understand the busine ss and development of skills needed to carry out their job functions required by the organisations standard and practise. A one-week induction course for experienced new hires and a three-day induction course are available to certain grade levels. In addition, desk-to-desk induction is structured specifically for senior management staff.Off-the-job training in Oceanic BankThis is a training programme outside the organization which is elevated by the bank. The bank usually sponsors and support their staffs for specialised training in various field especially in the area of the modern day technology, credit and mortgage. Staffs are been sent on training in various training programmes such as (core banking application) finacle training in Indian and other European countries. much(prenominal) staffs have come back more enlighten and are able to pass done such knowledge to subordinate and co- workers.On-the-job training in Oceanic bankOceanic bank make most use of on the job training by assigning a trainer to the newly employee to put such employee through by learning the exit-of-fact aspect of the job on-the-job.Job whirling is also an important training method employed by the bank where staff members are been move from different department to gain more experience and familiarise themselves with all areas of banking, from marketing, credit, operations and application of core banking software. Oceanic bank staff members gain a lot through job rotation as devoted employees opportunity to work in different department of the bank is helpful. This green light also helps staff members to move round different department which modify them bring in new ideas to other departments to enhance employee performance.Job rotation of staff also reduces boredom on the job because of diverse task to be carried out by employees. This also enables the staff to understand all the core aspect of banking as well as working with different people and senior managers across the business.Knowledge sharing section This is a training programme designed by oceanic bank to be conducted by each branch on weekly basis. It is anchored by designated staff of the bank on a rotation basis. The aim is to bridge learning gaps on the operations of the bank. This is done specifically to update each staff of the bank on operations of the bank, the position of the bank, introduction of new products as well as knowledge outside the banking operationsShort courses in Oceanic bankThe bank periodically organizes Open Courses which cover diverse areas of development including Leadership, Communication, Health and Wellness, Credit Skills, Marketing Skills and Soft Skills. Mostly the bank sends mails to staffs to indicate there interest whenever the organisation organises open courses for staffThe bank encourages the staff to register and monitors their progress for professional courses. In line with this the Oceanic Academy partners with various organisations like the institute of Chartered Accountants of Nigeria (ICAN) and the Chartered Institute of Bankers (CIBN) in the area of Continuous Professional Development Programmes.They also encourage personal development of each staffs by allowing staffs to go on study leave for further studies, and opportunity the writer of this essay is currently enjoying.E- learning This is the bank internet training facilities provided to the employees of the bank for training purpose. There are various materials on this site which employees can read and download to enable them broaden their knowledge on the core banking subjects as well as non-banking related areas of study.Effectiveness of Oceanic Bank Training programmesThe oceanic bank training scheme is by far one of the best in the banking sector as attested to by staff of other banks. The programme is well structured in such a way that it makes it golden for every member of staff to undergo it without any stress. This is desirable as it makes the staff to love and appreciate their work. This in turn encourages efficiency and increase productivity. Because staff had gone through certain training processes, they are overconfident in doing their job and they build up work ego and superciliousness in delivering stated task.Shortcomings of the Oceanic Bank Training programmesWhile it is good to have a formal training school for staff training like the Oceanic bank leadership academy, it is somewhat unfair to based performance of new staff on classroom examinations, worstill, that those who failed the examination are shown the way out of the employment. This is hinged on the commonly known assertion that examination is never the best way of testing human knowledge. A very good staff that has sound practical knowledge of the banking system big businessman be unable to successfully pass written examination for one reason or the other. For this reason, the mode of determining whoever successfully passed through the academy is put to question.Anothe r shortcoming observed from the Oceanic Bank Training programmes is the management of the delivery of the on-the-job training. More often than not in the department where this author work, the pressure of work and overwhelming node demands and queries do not allow room for teaching someone else on the job. The moment is that most new staff spend longer than usual in learning new skills while working.Often, those doing the training may have no experience in training, no time to do it, and no entrust to participate in it. Under such conditions, learners essentially are on their own, and training likely will not be effective. Another paradox is that on-the-job training can disrupt the flow of regular work. Unfortunately, on-the-job training can amount to no training at all in some circumstances, especially if trainers simply abandon the trainees to learn the job alone. Also bad habits or incorrect information from supervisor or manager can be transferred to the trainees.Conclusions and Recommendations for ImprovementOwing to the complex nature of jobs in the banking sector, the importance of employee training has increased. In a rapidly changing society, employee training is not only an activity that is desirable but also an activity that an organization must commit resources to, if it is to maintain a operable and knowledgeable workforce Karthikeyan ,Karthi Graf (2010)Because of the enormous advantages of training to an organisation, the amount spent should be seen as an investment rather as a cost to the organisation. Training has been a very formidable part of every organisation. In fact it is a prerequisite for effective employees performance and growth on their jobs. logically speaking, the higher the quality of training an employee receives, the higher the quality of productivity and vice versa.It must be stressed therefore, that training and development improve quality, customer satisfaction, morale, profitability, business expansion and development i.e. overall organizational productivity. Hence, it gives organizations competitive advantage.This essay recommends an informal approach to accessing staff performance in the training school, vis-avis, the Oceanic Bank Leadership Academy. In this way, emphasis should be laid on assessing the delivery of practical tasks assigned to the new staff rather than just asking them to write written examinations. Also, new staff should not be laid off for failing the written examinations in the academy.It is also recommended that on-the-job training should be more formalise such that pressure and work load would be reduced from the shoulder of the trainer. Such trainer, as a matter of fact, should be allowed concentrate more on the trainee rather than the customers during the period of the induction.It is also advisory that Oceanic bank introduces a kind of personality development programmes such as role play, group discussion and business games. By this, the senior, management and other low er staff can build synergy and the superior and subordinate relationship can be strengthened for the overall productivity of the bank.In General, the Human Resources department should enhance their training programmes in line with latest demands in the banking sector, especially in this age of online bank and sophisticated fraud. This is because every organization that want to survive in this very dynamic world of banking needs to have well-trained and experienced people to perform the activities that have to be done.