A Study on Equity Analysis with Refference to Banking Sector

I. Satyanarayana, N.B.C. Sidhu, Karpurapu Prashanthi

Abstract


Providing employees with training and development opportunities not only contributes to the quality and effectiveness of your organization it also serves to motivate and retain employees. Professional development should address both organizational needs (the competencies required to achieve organizational goals and objectives) and individual needs (the competencies employees require to do their job), and reflect the organization's overall philosophy on learning. Furthermore, when establishing an employee development policy you need to consider both the financial and human resource capacity of your organization to support employee training and development.

Financial capacity:

Are funds available to cover the cost of training and development? It's important to ensure that available funding is set aside for training. It's also important to consider how the funds will be allocated, whether on a first-come first-serve basis, with a set amount per employee, training inline with organizational priorities, or a combination thereof. In an organization where training and development is being used as a key motivation and retention tool, transparency of approval process and distribution of funds is critical


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