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Public and private sector banks conduct training and development Analysis (TNA) for their employees on regular basis to achieve organizational excellence. TNA requires a systematic approach to identify what professionals of banks need to learn for achieving company's goals. In most banks, individual professionals have to develop their skill sets as and when needed. Banks provide various kinds of training to individual professionals, like induction training, soft-skills development training, banking operational training, functional training, attitudinal training, skills development training, quality assurance training, managerial skills development training. This study analyses the actual process of assessment and the role and motivation of top and middle level management in this process; it also looks at whether or not proper climate and seriousness regarding training needs assessment are prevalent at the time of assessment. The bank can make use of various materials for conducting the analysis of training needs analysis like; Company Documentary Search, Annual Reports/Business Plans, Organization Charts, Job Descriptions/Specifications, Reports on Labor Turnover/Absenteeism, Succession Plans, Procedural Manuals/Audits, Accident reports etc., Credit Notes and Complaints etc.
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