Training and development 1.

Orientation: When the candidate join the bank, he/she will consider the employee of bank. Just after final selection and before starting of training process orientation is conducted for selectedemployees in orientation new employees are provided with basic background informationabout the NIB bank the basic contents of successful orientation are oInformation on employee benefits oPersonnel policies oThe daily routine oCompany organization and operations oSafety measures and regulationsThis following information is also describe in orientation of new hire. i) Work Schedule: Normal working hours at NIB begin form 9.00 a.m. to 6.00 p.m from Monday toThursday whilst lunch break is of one hour i.e. 1.00pm to 2.00 p.m. Friday timings include break fro lunch and prayers from 1.00 pm. To 3.00 p.m Timing for Saturday are from 9.300 am to 2.00 pm without break Sunday is designated as your official day off work. Ramadan timing is from 8.30 am to 1.45 pm while on Fridays the timings arefrom 8.30 am to 12.30 pm without break. ii) Identification Card:

You will receive a photo identification card which you can use to gainentrance to Bank premises. The card will be issued to you once you submit you joiningfrom and Employees Data Sheet for Bank ID Card (forms given to you with Offer Letter.Head of department or supervisor delivered this information to new employee. 2. Employee training: Training is the process of teaching new employees the basic skills they need toperform their jobs and development is result of that training. Employee training is for thecurrent job.F o r t r a i n i n g a n d d e v e l o p i n g N I B b a n k f o l l o w s f i v e s t e p s p r o c e s s o f t r a i n i n g a n d development: Needs analysis: Identify job performance skills needed, assess prospectivetrainees skills, and develop objectives.

 Instructional design: Produce the training program content, including workbooks,exercises, and activities. Validation: Presenting (trying out) the training to a small representative audience. Implement the program: Actually training the targeted employee group. Evaluation: Assesses the programs successes or failuresI will discuss need analysis step NIB bank used two methods for identifying the need of training which are following: Task analysis: In this area a detailed study of a job to identify the specific skills required, especially for new employees are analyzed. Performance analysis: After analyze the main tasks required in performing jobs it is verified that there is aperformance deficiency and determining whether that deficiency should be correctedthrough training or through some other means (such as transferring the employee). If there is found some deficiency in performing job then training is highly recommended torecover deficiencies. 2.1 Training method: On-the-job Training Off-the-job Training On-the-job Training: Having a person learn a job by actually doing the job is OJT. Methods of OJT are Coaching or understudy Special assignments Informal Learning Coaching or understudy: It is the OJT method in which employee is coached and taught by professionthat how to do the job in order to meet NIB Banks goals and objectives. It is the OJTmethod in which employee is coached and taught by profession that how to do the job inorder to meet NIB banks goals and objectives. At managerial level the trainee worksdirectly with a senior manager. It is done at all levels of job. New employees are trainedthrough coaching and old employees are also trained through this method like when somenew innovation is introduced old employees are trained in order to handle that newinnovation.Like in pervious years new software was introduced in bank this was learned oldemployee through coaching. Special Assignments: Special assignments are also given to employees for special training. Theseassignments are actually related to tasks within the branch by achieving those tasksassigned by trainer, employee get training

Informal Learning: The majority of what employees learn on the job they learn through informalmeans of performing their jobs on a daily basis. Off-the-job Training: It is the method which is opposite to the OJT. In this method employee doesnot get training at his/her work place. This method of training is only for managerial levelemployees. Off-the-job training methods are Case study method Outside seminars Effective Lectures Vestibule training Case study methods: Special case studies are given to employees which contains some dilemmaabout banking sector. By solving those case study problems employee gets training totake bold and effective decision in crucial situations. Outside seminars: NIB bank encourages its employees to participate in the seminars arrangedby banking sectors not just in the Pakistan but also beyond the boarders. By participatingi n o u t s i d e seminars employee gets authentic knowledge about the new horizons o f banking sector which is useful for NIB bank and makes it leading bank in Pakistan. Effective Lectures: Lectures about jobs are also delivered. These lectures are delivered to newemployees as well as senior level employees and managerial level too. In these lecturesemployees are prepared for facing new challenges in the banking sectors and also toldthem how to achieve those challenges Vestibule training: A structured process by which employees become skilled workers through acombination of classroom instruction and on-the-job training. It is actually combinationof OJT and lectures delivered to employees. It may be for both levels of managerial andfresh employee. In this method employee is first given the lecture about his/her job andafter that implementation of lecture in practical field is observed 3. Employee development: Employee development means that training of employees for future job. NIB bank used following methods: Management associate Management Trainee Management Trainee: NIB banks Management Trainee (MT) program looks for highly motivatedindividuals who exhibit the potential to excel as future leaders. The program is providing challenging work assignments complemented by a learning component for selectindividuals from reputable universities.

Management associate: Management associate is the program in which for the training of future job bank sendtheir employees to other branches of bank. During this program, candidates are assignedwith challenging business scenarios to enhance their critical and analytic skills