Page 40 - Banking Finance December 2022

ARTICLE

development. In the six steps process, the committee has training needs. Training need assessment become a two-way
addressed the need for TNA in its first two steps which mechanism where opinion was gathered both from the top
states 1. Identification of Business Objectives and learning level and bottom level in order to assess the training needs.
objectives for the year commences with prime focus on the Few PSBs have made self-assessment of training needs and
following question- "what are the specific areas of self-nomination for training a part of TNA process.
operations in the organization which need to be developed
and how to meet the skill gap?" 2. Once skill development Efforts were taken to include in policy frameworks the need
requirements are derived from the business context, the to capture the training needs of the employees from various
next stage is to identify people matching the role and to areas including comments received in the audit reports,
identify their development requirements. compliance reports and performance appraisals of the
employees. Policy frameworks of few PSBs also mentions the
The report also suggests that the identification can be done need for using AI and Big data analytics in assessing training
through a skill mapping/assessment exercise or needs.
recommended sourcing/self-assessment. It further
recommends that sourcing can be done through the Critical Assessment of TNAs in Banking
supervisor/ talent review committee; analysing performance
system:
reports of employees; Self-assessment - Where the employee
himself offers his nomination. Every bank has its own training system in place and every
bank has its own TNA mechanism. Most of the TNA systems
The committee has further recommended that "Assessing of PSBs copy the western models. The mostly widely used
specific training needs should not exclusively be based on TNA models are aligned towards McGhee &Thayer's three
performance appraisal. The training needs have many level analysis Model and Goldstein Model.
sources and dimensions. Training is not only to bridge
performance gaps but also for building alternate and new It almost captures the opinion of every stake holders that
capabilities to prepare someone for other roles lateral or include the Board Members, Executives, Managers and field
next level. Training needs analysis needs to be broader based functionaries before deciding a training program.
and comprehensive instead of revolving around performance
appraisal alone." The external changes that are happening is captured mostly
by the board and the higher management. The training gap
that arises due to external changes are equally captured by
Aftermath:
the managers too. This helps achieve the organizations goals
Following the suggestions made by the committee on
or at least help align the employees towards organization
capacity building, PSBs have made course corrections and
goals.
made training need assessment more inclusive by including
the opinion of ground level employees in assessing the
The task level deficiency and knowledge gap that is created
due to any changes are captured by the managers or the
appraisal systems.

However, there will be specific requirements from the
employees that will not be captured unless and until the
employees open up by themselves. Every employee has a
different level of career aspirations and every employee has
a different development goal. If those development goals
cannot be aligned with organization goals there will be a
gap that can never be filled.

The bridge between the organizations goal and Job roles of

40 | 2023 | JANUARY | BANKING FINANCE