ASSESSMENT OF TRAINING AND DEVELOPMENT PRACTICES: THE CASE OF BERHAN INTERNATIONAL BANK S.C.

Abstract

The current trends and new business challenges have necessitated the adoption of strategic approaches to training and development. Training and development of employees ensure that the organization has effective employees to meet the demand of its dynamic environment. The purpose of this study is to assess the practice of training and development in Berhan International Bank (BIB) and thereby give practical recommendations on the identified gaps based on the findings. To this effect, the study examined the need assessment, program design, methods and systems, evaluation practices, and the effectiveness of training and development program. The research design appropriate for this study is descriptive research design with mixed approach. Data streams for the study are both primary and secondary source. A stratified and simple random sampling method is implemented to collect the data. Out of 202 employees 50% of the population is selected for the sample by using a proportionate stratified sampling technique. The data is collected through, interviews, questionnaires, and review of documents. For data processing both qualitative and quantitative methods are adopted. The study showed that the majority of BIB’s employees have formal academic background in their areas of responsibilities. The average ratings for the rest of the three parts (needs assessment, program design and program methods and systems) are relatively in good status. However, from the four training and development program processes, the evaluation aspect is relatively weak. The effectiveness of the training and development program has a positive rating with vast majority employees claimed that their knowledge and skills have improved because of the training program. Therefore, it has been recommended that the program shall be designed in a way that is useful for the employees. The quality of the training material and the duration of the training sessions need improvement. Furthermore, the evaluation training program in BIB shall be done at each level and on a regular basis instead of assessing the immediate reaction of trainees in random manner. The outcome of this study would also be of great value to other companies that implement training and development practices.