A study on the Training and Development Process of Uttara Bank Ltd.

Abstract

Employees can benefit from training and development programs to learn new skills, improve existing skills, improve performance, increase productivity, and become better leaders. This research was conducted using qualitative research methods to determine the training and development business of Uttara Bank Ltd (UBL). The main data was obtained from 11 bank employees using an online questionnaire. In addition, only mid-level employees and interns occupy the positions of survey participants. However, the study found that UBL mainly provides on-the- job and off-the-job training. Professional training; soft skills training; lectures; team training; management training, quality training; e-learning; coaching and guidance; discussion groups and activities; and role-playing are the most popular bank training methods (for managers and interns). Employees found that UBL’s training seminar was well prepared. Employees provided good feedback on all cognitive-related assertions of T&D. Training methods emphasize teamwork and leadership development; development activities assist management in discovering, predicting and planning fundamental changes in the field of human resources. In addition, because T&D helps employees improve their future careers, most employees are satisfied with the bank's training and development plans. The study also examined the impact of Covid-19 based on employee feedback and found that the bank encountered many problems, as the results of the study proved. To assist the bank in providing better staff training during the Covid-19 pandemic, several recommendations are provided in the final part of study.