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CHAPTER NO 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 INTRODUCTION

CONTENTS

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REVIEW OF LITERATURE INDUSTRY PROFILE COMPANY PROFILE PRODUCT PROFILE OBJECTIVE OF STUDY PURPOSE OF STUDY RESEARCH METHODOLOGY DATA ANALYSIS AND INTERPRETATION LIMITATIONS FINDINGS RECOMMENDATIONS AND SUGGESTIONS CONCLUSION ANNEXURE BIBLIOGRAPHY

INDUSTRY PROFILE

INTRODUCTION

Financial Sector Reforms set in motion in 1991 have greatly changed the face of Indian Banking. The banking industry has moved gradually from a regulated environment to a deregulated market economy. The market developments kindled by liberalization and globalization have resulted in changes in the intermediation role of banks. The pace of transformation has been more significant in recent times with technology acting as a catalyst. While the banking system has done fairly well in adjusting to the new market dynamics, greater challenges lie ahead. Financial sector would be opened up for greater international competition under WTO. Banks will have to gear up to meet stringent prudential capital adequacy norms under Basel II. In addition to WTO and Basel II, the Free Trade Agreements (FTAs) such as with Singapore, may have an impact on the shape of the banking industry. Banks will also have to cope with challenges posed by technological innovations in banking.

EMERGING ECONOMIC SCENE

The financial system is the lifeline of the economy. The changes in the economy get mirrored in the performance of the financial system, more so of the banking industry. The Committee, therefore felt, it would be desirable to look at the direction of growth of the economy while drawing the emerging contours of the financial system. The India Vision 2020" prepared by the Planning Commission, Government of India, is an important document, which is likely to guide the policy makers, in the years to come. The Committee has taken into consideration the economic profile drawn in India Vision 2020 document while attempting to visualise the future landscape of banking Industry. India Vision 2020 envisages improving the ranking of India from the present 11th to 4th among 207 countries given in the World Development Report in terms of the Gross Domestic Product (GDP). It also envisages moving the country from a low-income nation to an upper middle-income country. To achieve this objective, the India Vision aims to have an annual growth in the GDP of 8.5 per cent to 9 per cent over the next 20 years. Economic development of this magnitude would see quadrupling of real per capita income. When compared with the average growth in GDP of 4-6% in the recent past, this is an ambitious target. This would call for considerable investments in the infrastructure and meeting the funding requirements of a high magnitude would be a challenge to the banking and financial system. India Vision 2020 sees a nation of 1.3 billion people who are better educated, healthier, and more prosperous. Urban India would encompass 40% of the population as against 28 % now. With more urban conglomerations coming up, only 40% of population would be engaged in agricultural sector as against nearly two thirds of people depending on this sector for livelihood. Share of agriculture in the GDP will come down to 6% (down from 28%). Services sector would assume greater prominence in our economy. The shift in demographic profile and composition of GDP are significant for strategy planners in the banking sector.

FUTURE LANDSCAPE OF INDIAN BANKING

Liberalization and de-regulation process started in 1991-92 has made a sea change in the banking system. From a

totally regulated environment, we have gradually moved into a market driven competitive system. Our move towards global benchmarks has been, by and large, calibrated and regulator driven. The pace of changes gained momentum in the last few years. Globalization would gain greater speed in the coming years particularly on account of expected opening up of financial services under WTO. Four trends change the banking industry world over, viz. 1) Consolidation of players through mergers and acquisitions, 2) Globalisation of operations, 3) Development of new technology and 4) Universalisation of banking. With technology acting as a catalyst, we expect to see great changes in the banking scene in the coming years. The Committee has attempted to visualize the financial world 5-10 years from now. The picture that emerged is somewhat as discussed below. It entails emergence of an integrated and diversified financial system. The move towards universal banking has already begun. This will gather further momentum bringing non-banking financial institutions also, into an integrated financial system.

The traditional banking functions would give way to a system geared to meet all the financial needs of the customer. We could see emergence of highly varied financial products, which are tailored to meet specific needs of the customers in the retail as well as corporate segments. The advent of new technologies could see the emergence of new financial players doing financial intermediation. For example, we could see utility service providers offering say, bill payment services or supermarkets or retailers doing basic lending operations. The conventional definition of banking might undergo changes.

The competitive environment in the banking sector is likely to result in individual players working out differentiated strategies based on their strengths and market niches. For example, some players might emerge as specialists in mortgage products, credit cards etc. whereas some could choose to concentrate on particular segments of business system, while outsourcing all other functions. Some other banks may concentrate on SME segments or high net worth individuals by providing specially tailored services beyond traditional banking offerings to satisfy the needs of customers they understand better than a more generalist competitor.

Retail lending will receive greater focus. Banks would compete with one another to provide full range of financial services to this segment. Banks would use multiple delivery channels to suit the requirements and tastes of customers. While some customers might value relationship banking (conventional branch banking), others might prefer convenience banking (e-banking).

One of the concerns is quality of bank lending. Most significant challenge before banks is the maintenance of rigorous credit standards, especially in an environment of increased competition for new and existing clients. Experience has shown us that the worst loans are often made in the best of times. Compensation through trading gains is not going to support the banks forever. Large-scale efforts are needed to upgrade skills in credit risk measuring, controlling and monitoring as also revamp operating procedures. Credit evaluation may have to shift from cash flow based analysis to borrower account behaviour, so that the state of readiness of Indian banks for Basle II regime improves. Corporate lending is already undergoing changes. The emphasis in future would be towards more of fee based services rather than lending operations. Banks will compete with each other to provide value added services to their customers.

Structure and ownership pattern would undergo changes. There would be greater presence of international players in the Indian financial system. Similarly, some of the Indian banks would become global players. Government is taking steps to reduce its holdings in Public sector banks to 33%. However the indications are that their PSB character may still be retained.

Mergers and acquisitions would gather momentum as managements will strive to meet the expectations of stakeholders. This could see the emergence of 4-5 world class Indian Banks. As Banks seek niche areas, we could see emergence of some national banks of global scale and a number of regional players.

Corporate governance in banks and financial institutions would assume greater importance in the coming years and this will be reflected in the composition of the Boards of Banks.

Concept of social lending would undergo a change. Rather than being seen as directed lending such lending would be business driven. With SME sector expected to play a greater role in the economy, Banks will give greater overall focus in this area. Changes could be expected in the delivery channels used for lending to small borrowers and agriculturalists and unorganized sectors (micro credit). Use of intermediaries or franchise agents could emerge as means to reduce transaction costs.

Technology as an enabler is separately discussed in the report. It would not be out of place, however, to state that most of the changes in the landscape of financial sector discussed above would be technology driven. In the ultimate analysis, successful institutions will be those which continue to leverage the advancements in technology in re-engineering processes and delivery modes and offering state-of-the-art products and services providing complete financial solutions for different types of customers.

Human Resources Development would be another key factor defining the characteristics of a successful banking institution. Employing and retaining skilled workers and specialists, re-training the existing workforce and promoting a culture of continuous learning would be a challenge for the banking institutions.

COMPANY PROFILE

Widely known for customer centricity, Canara Bank was founded by Shri Ammembal Subba Rao Pai, a great visionary and philanthropist, in July 1906, at Mangalore, then a small port town in Karnataka. The Bank has gone through the various phases of its growth trajectory over hundred years of its existence. Growth of Canara Bank was phenomenal, especially after nationalization in the year 1969, attaining the status of a national level player in terms of geographical reach and clientele segments. Eighties was characterized by business diversification for the Bank. In June 2006, the Bank completed a century of operation in the Indian banking industry. The eventful journey of the Bank has been characterized by several memorable milestones. Today, Canara Bank occupies a premier position in the comity of Indian banks. With an unbroken record of profits since its inception, Canara Bank has several firsts to its credit. These include:

Launching of Inter-City ATM Network

Obtaining ISO Certification for a Branch Articulation of Good Banking Banks Citizen Charter Commissioning of Exclusive Mahila Banking Branch Launching of Exclusive Subsidiary for IT Consultancy Issuing credit card for farmers Providing Agricultural Consultancy Services

Over the years, the Bank has been scaling up its market position to emerge as a major 'Financial Conglomerate' with as many as nine subsidiaries/sponsored institutions/joint ventures in India and abroad. As at September 2011, the Bank has further expanded its domestic presence, with 3432 branches spread across all geographical segments. Keeping customer convenience at the forefront, the Bank provides a wide array of alternative delivery channels that include 2623 ATMs, covering 899 centres. With 100% CBS, the Bank offers technology banking, such as, Internet Banking and Funds Transfer through NEFT and RTGS across all branches. The Bank has further enhanced its basket of new tech-products for customer convenience like Canara Gift Cards, Canara Campus Card, Canara Platinum Card, Bills Desk for utility bills payment, Cash withdrawal at Point of Sale (PoS) machines at Merchant Establishments, VISA money transfer and the ASBA (Application Supported by Blocked Amount) facility during FY11.

Not just in commercial banking, the Bank has also carved a distinctive mark, in various corporate social responsibilities, namely, serving national priorities, promoting rural development, enhancing rural selfemployment through several training institutes and spearheading financial inclusion objective. Promoting an inclusive growth strategy, which has been formed as the basic plank of national policy agenda today, is in fact deeply rooted in the Bank's founding principles. "A good bank is not only the financial heart of the community, but also one with an obligation of helping in every possible manner to improve the economic conditions of the common people". These insightful words of our founder continue to resonate even today in serving the society with a purpose. The growth story of Canara Bank in its first century was due, among others, to the continued patronage of its valued customers, stakeholders, committed staff and uncanny leadership ability demonstrated by its leaders at the helm of affairs. We strongly believe that the next century is going to be equally rewarding and eventful not only in service of the nation but also in helping the Bank emerge as a "Global Bank with Best Practices". This justifiable belief is founded on strong fundamentals, customer centricity, enlightened leadership and a family like work culture. Subsidiaries

Canara Robeco Asset Management Company Canbank Financial Services Canara Bank Securities Canbank Computer Services Can Fin Homes Canbank Factors Canbank Venture Capital Fund

Milestones

1st July 1906 Canara Hindu Permanent Fund Ltd. formally registered with a capital of 2000 shares of Rs 50 each, with 4 employees. 1910 Canara Hindu Permanent Fund renamed as Canara Bank Limited 1969 14 major banks in the country, including Canara Bank, nationalized on July 19 1976 1000th branch inaugurated 1983 Overseas branch at London inaugurated 1984 Merger with the Laksmi Commercial Bank Limited 1985 Commissioning of Indo Hong Kong International Finance Limited 1987 Canbank Mutual Fund & Canfin Homes launched 1989 Canbank Venture Capital Fund started 1989-90 Canbank Factors Limited, the factoring subsidiary launched 1992-93 Became the first Bank to articulate and adopt the directive principles of Good Banking. 1995-96 Became the first Bank to be conferred with ISO 9002 certification for one of its branches in Bangalore 2001-02 Opened a 'Mahila Banking Branch', first of its kind at Bangalore, for catering exclusively to the financial requirements of women clientele. 2002-03 Maiden IPO of the Bank 2003-04 Launched Internet Banking Services 2004-05 100% Branch computerization 2005-06 Launched Core Banking Solution in select branches and Number One Position in Aggregate Business among Nationalized Banks 2006-07 Retained Number One Position in Aggregate Business among Nationalized Banks. Signed MoUs for Commissioning Two JVs in Insurance and Asset Management with international majors viz., HSBC 2007-08 Launching of New Brand Identity and incorporation of Insurance and Asset Management JVs

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2005-06 Launching of 'Online Trading' portal, Launching of a Call Centre and Switchover to Basel II New Capital Adequacy Framework 2008-09 The Bank crossed the coveted 3 lakh crore in aggregate business and the Banks 3rd foreign branch at Shanghai commissioned 2009-10 The Banks aggregate business crossed 4 lakh crore mark. Net profit of the Bank crossed 3000 crore and the Banks branch network crossed the 3000 mark.

Overseas branches of Canara Bank India The overseas branches of the bank are located in the following areas: London Leicester Hong Kong Shanghai Moscow Dubai Doha Awards It was awarded first National Award, for 'Excellence in Micro & Small Enterprises (MSE) Lending' by the Ministry of Micro, Small & Medium Enterprises and Government. of India. It received 'Golden Peacock Award for Corporate Social Responsibility' for the year 2007. It was honoured with 'The Organization of the Year Award- for PR Excellence', instituted by Public Relations Council of India.

PRODUCT PROFILE

Credit Card Services:

CANARA CARD is a GLOBAL CREDIT CARD from the house of Canara Bank, one of the leading Banks in India, with around 2700 Branches and 34 million loyal customer base. In tune with our tradition of offering quality products with competitive features and best customer service, we are delighted to introduce you to the Canara Global credit Cards, offered to the privileged & elite people of the society. Canara Card is designed to meet your high-end life style with anything you might need to make your experience a sheer pleasure. No matter where you are across the world, luxury and comfort is always at hand. Our cards enjoy the privilege of worldwide acceptance and free insurance coverage. Canara Cards are backed by a wide network of CANARA BANK branches and 24 Card Service centers located at many important cities spread across the country. CANARA BANK is the principal member of VISA-WORLDWIDE and MASTERCARD

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INC. With its fantastic features and transparency in transactions, you will be delighted to know, why you chose the right card. Please read further to know more about Canara Global cards. CANARA CARD PRIVILEGES

No Annual fee & Enrolment fee till 31.08.2013. (Special offer) Canara Card is accepted throughout the world Minimum Gross income to get CANARA CARD is Rs.60,000 p.a. only. Liberal Card limit. Get 30% of your gross annual income as your Card limit. Fixing of the limit is at the sole discretion of Canara Bank. Cash withdrawal limit up to 50% of your card limit. Cash withdrawal charges only Rs.30 per thousand. Minimum Rs.30 only. Free Credit period from 20-50 days Cash withdrawal facility at all ATMs of Canara bank & other Bank ATMs. No Interest on cash withdrawal if paid by the due date. If not paid by the DUE DATE, interest is charged from DUE DATE only and not from the DATE OF CASH WITHDRAWAL. Opt for Revolving Payment system and pay only 5% of the billed amount and defer the payment. Carried over balance attracts service charges at 2.5% p.m. only. No financial charges! i.e., interest on other transactions subsequent to cash withdrawal till the cash withdrawal is repaid. We provide free accident Insurance to you and your spouse too. Lost Card protection! Liability restricted to Rs.1,000 only from the time of reporting. Free card replacement in case of mutilation / loss of card. Free SMS alerts on billing and transactions above Rs. 3000. Please provide your Mobile Phone number for activating this facility Bonus Loyalty Points: National Electronic Fund Transfer (NEFT) facility available for payment of Card dues. Get free Demand Draft from any of the branches towards payment of your card dues. You can also remit cash or Cheque at any branches of Canara Bank towards repayment of card dues. You may cover your family with Floating Medical Insurance Cover under Family CANARA MEDICLAIM Policy with United India Insurance Company Limited at discounted rates. Avail cashless

hospitalization facility, at networked hospitals.

CANARA CARD FOR DIFFERENT SEGMENT OF CUSTOMERS The credit card has become a vital part of every one's life on account of benefits derived from it. The cardholder has the privilege of paying for hotels and restaurant expenses, services, shopping Airlines bills, Telephone bills and other shopping needs, through the card. This eliminates the need to carry the cash, which is inconvenient and risky. We offer following range of products backed by excellent customer service: CANARA VISA CLASSIC / MASTERCARD STANDARD GLOBAL CARD CANARA GLOBAL GOLD CARD CANARA CORPORATE CARD ank has started a Joint Venture Insurance Company Canara HSBC Oriental Bank of Commerce Life Insurance Company Limited. The new JV insurance company was launched on 16th of June 2008. In the JV insurance company, Canara bank has a stake of 51%, HSBC Insurance (Asia Pacific) Holdings Ltd 26% and Oriental bank of Commerce 23%. We also act as a Corporate Agent of Our JV Company. For further details log on to www.canarahsbclife.com Click on the Products for more details.
1. Canara HSBC Oriental Bank of Commerce Life Secure Smart Plan 2. Canara HSBC Oriental Bank of Commerce Life Insurance Dream Smart Plan 3. Canara HSBC Oriental Bank of Commerce Life Insurance Grow Smart Plan 4. Canara HSBC Oriental Bank of Commerce Life Pure Term Plan 5. Future Smart Plan 6. Insure Smart Plan

Canara Bank Website is the one-stop shop where one can get a complete range of banking products and a number of financial services made available by the bank. Canara Bank is one of the leading commercial banks operating in most of the geographical areas of the country. Now, the bank offers online availability thereby making it easier for the customers to find details on all the products and services offered by the bank. Canarabank.com is the website address of the bank and by making a visit at this website you will come to know how the bank has become a renowned financial institution in the country. Canara Bank websites can be accessed anytime from anywhere and get the best reliable information on several financial products and services that include:

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Savings & Deposits Card Services Loan Products Mutual Funds International Services Technology Products Consultancy Services Depository Services Cash Management Services TUF schemes IPO Monitor Activity Syndication Services NRI Banking Priority & SME Credit Services

Canara Bank Online Login Through its official website Canara Bank offers a number of online banking facilities to retail and corporate customers. Internet banking services can be obtained by making online login to your account after registering with the bank website. Existing customers can provide their user ID and password to login to their account while new users can enroll with the bank website by making an application for net banking. At Canara Bank website, one can also find exclusive details on the latest career options and job openings available with the bank. Job seekers can further find online application forms and details on eligibility criteria of the job vacancies. The bank site also makes it completely easy for the customers to find the bank branches with the help of the branch locator tool. One can further find customer care centers and their contact numbers and address from the bank's website. Loan and Emi calculators are also made available through which borrowers can get a clear understanding of the loan term that they can afford. Canara Bank has different website for Internet banking (www.canarabank.in) where

customers can enjoy a number of hassle free services. A visitor can also find notifications, sale notice, tenders, press and media releases from the announcement section of the bank website. For further details, simply visit the website of the bank.

EDUCATION LOAN AND OTHER PRIORITY SECTOR LOANS A. Loans for Students Payment of course fees.Purchase of books, equipments, instruments, uniform, payment of hostel fees, examination fees, study tours, passage expenses (for studies abroad) Studies in India: Graduation, Post-graduation including technical / professional courses with employment Eligible Courses : potential conducted by colleges / Universities approved by UGC / Govt./AICTE/Department of Electronics / IMC, autonomous institutions like IIT,IIM etc. Studies abroad: Job oriented, technical / professional courses- (graduation / post graduation Need based finance Quantum of Finance: For studies in India : Max. Rs.10.00 lacs For studies abroad : Max. Rs.20.00 lacs Upto to Rs.4.00 lacs Nil Margin Above Rs.4.00 lacs for studies in India 5% studies abroad : 15% Loan is given jointly to the student and parent /guardian Assignment of future income of the student Upto Rs.4.00 lacs- No security Above Rs.4.00 lacs upto Rs. 7.50 lacs Satisfactory third party guarantee Security: (Note: If the proposed borrower prefers to offer collateral security of tangible assets (moveable or immoveable) instead of bringing collateral securities in the form of third party guarantee, the same may be accepted, at his request, provided the securities with stipulated margin covers 100% of the loan amount). Above Rs. 7.50 lakhs: Collateral security equal to 100% of the loan amount. Commences two years after completion of the course or six months after getting employment, whichever is earlier. Loan with interest is repayable in equated monthly instalments within 5 to 7 years. Repayment Credit Delivery Loan can be availed from the branch nearest to the place of permanent residence of the parent / guardian. Purpose: 010009000003ae02000000000c02000000000c02000026060f000e04574d46430100000000000100d17200000000 01000000ec03000000000000ec030000010000006c00000000000000000000002000000006000000000000000000 000004030000da00000020454d4600000100ec0300000c0000000100000000000000000000000000000056050000 0003000040010000f000000000000000000000000000000000e2040080a90300460000002c00000020000000454d 462b014001001c000000100000000210c0db01000000600000006000000046000000780100006c010000454d462b 224004000c000000000000001e4009000c00000000000000244001000c0000000000000030400200100000000400 00000000803f214007000c0000000000000008400005c4000000b80000000210c0db010000000000000000000000 00000000000000000100000089504e470d0a1a0a0000000d4948445200000021000000070103000000bcdfb60700 000006504c54450077b6ffffffd632b24400000001624b47440088051d480000000c636d50504a436d703037313200 0000074f6db7a50000002b4944415418d363f8ffc3a2a081e1ffbfefdb1918be83c9c7ffbe6f68603808643730348049 86ba1fe50d001446187c9685727a0000000049454e44ae426082000840010824000000180000000210c0db0100000 0030000000000000000000000000000001b40000040000000340000000100000002000000000000bf000000bf000

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004420000e04003000000000000b3000000b3ffff0342000000b3000000b3ffffdf402100000008000000620000000c 00000001000000150000000c00000004000000150000000c00000004000000510000001001000000000000000000 0020000000060000000000000000000000000000000000000021000000070000005000000034000000840000008c 000000000000002000cc002100000007000000280000002100000007000000010004000000000000000000000000 0000000000030000000000000000000000ffffff00b677000022222222211111121111122221112111100101011222 22221111111211112111121121111002020211222221111111121111211112112111100101011112221111111112 11112111121122221002020111112111111111121111211112112111200201011111111111111112111121111211 21112001010111111111111112222211122221112222100202024c00000064000000000000000000000020000000 06000000000000000000000021000000070000002900aa0000000000000000000000803f00000000000000000000 803f0000000000000000000000000000000000000000000000000000000000000000220000000c000000ffffffff460 000001c00000010000000454d462b024000000c000000000000000e0000001400000000000000100000001400000 00400000003010800050000000b0200000000050000000c0207002100030000001e0004000000070104000400000 0070104006d000000410b2000cc00070021000000000007002100000000002800000021000000070000000100040 000000000000000000000000000000000030000000000000000000000ffffff00b6770000222222222111111211111 22221112111100101011222222211111112111121111211211110020202112222211111111211112111121121111 00101011112221111111112111121111211222210020201111121111111111211112111121121112002010111111 1111111111211112111121121112001010111111111111112222211122221112222100202020c00000040092900a a000000000000000700210000000000040000002701ffff030000000000 B. Laghu Udyami Credit Card Scheme(LUCC) Objective Purpose LUCC Scheme is devised to provide hassle free financial support to small business units, retail traders, artisans, village industries, SSIs and tiny units, P & SE and small entrepreneurs. To meet Working capital requirement of small business units, retail traders, artisans, village industries, SSIs. All existing small borrowers of above mentioned categories enjoying aggregate loan / limit of upto Rs 10 lakhs are eligible Borrowers should have satisfactory dealings with the bank for atleast for the last 3 years.borrowers with continuous satisfactory past dealings for a minimum period of 3 years but not having any liability right now can also be issued the card. Maximum upto Rs.10.00 lakhs per borrower (aggregate)

Eligibility

Loan Quantum

C. Loan for Retail Traders Purpose Eligibility For meeting the working capital/term-loan requirements. Retail Traders dealing in essential commodities (fair price shops), consumer co-op stores and private retail traders with credit limit not exceeding Rs. 20 lacs.

010009000003ae02000000000c02000000000c02000026060f000e04574d46430100000000000100d17200000000 01000000ec03000000000000ec030000010000006c00000000000000000000002000000006000000000000000000 000004030000da00000020454d4600000100ec0300000c0000000100000000000000000000000000000056050000 0003000040010000f000000000000000000000000000000000e2040080a90300460000002c00000020000000454d 462b014001001c000000100000000210c0db01000000600000006000000046000000780100006c010000454d462b 224004000c000000000000001e4009000c00000000000000244001000c0000000000000030400200100000000400 00000000803f214007000c0000000000000008400005c4000000b80000000210c0db010000000000000000000000 00000000000000000100000089504e470d0a1a0a0000000d4948445200000021000000070103000000bcdfb60700 000006504c54450077b6ffffffd632b24400000001624b47440088051d480000000c636d50504a436d703037313200 0000074f6db7a50000002b4944415418d363f8ffc3a2a081e1ffbfefdb1918be83c9c7ffbe6f68603808643730348049

86ba1fe50d001446187c9685727a0000000049454e44ae426082000840010824000000180000000210c0db0100000 0030000000000000000000000000000001b40000040000000340000000100000002000000000000bf000000bf000 004420000e04003000000000000b3000000b3ffff0342000000b3000000b3ffffdf402100000008000000620000000c 00000001000000150000000c00000004000000150000000c00000004000000510000001001000000000000000000 0020000000060000000000000000000000000000000000000021000000070000005000000034000000840000008c 000000000000002000cc002100000007000000280000002100000007000000010004000000000000000000000000 0000000000030000000000000000000000ffffff00b677000022222222211111121111122221112111100101011222 22221111111211112111121121111002020211222221111111121111211112112111100101011112221111111112 11112111121122221002020111112111111111121111211112112111200201011111111111111112111121111211 21112001010111111111111112222211122221112222100202024c00000064000000000000000000000020000000 06000000000000000000000021000000070000002900aa0000000000000000000000803f00000000000000000000 803f0000000000000000000000000000000000000000000000000000000000000000220000000c000000ffffffff460 000001c00000010000000454d462b024000000c000000000000000e0000001400000000000000100000001400000 00400000003010800050000000b0200000000050000000c0207002100030000001e0004000000070104000400000 0070104006d000000410b2000cc00070021000000000007002100000000002800000021000000070000000100040 000000000000000000000000000000000030000000000000000000000ffffff00b6770000222222222111111211111 22221112111100101011222222211111112111121111211211110020202112222211111111211112111121121111 00101011112221111111112111121111211222210020201111121111111111211112111121121112002010111111 1111111111211112111121121112001010111111111111112222211122221112222100202020c00000040092900a a000000000000000700210000000000040000002701ffff030000000000 D. Loan for Solar Water Heating Systems Purpose To purchase brand new solar water heater systems with necessary accessories Individuals, Institutions, Associations, Small Business establishments, Industrial establishments, Hospitals, Hotels, Hatcheries, SMEs etc.. Eligibility Salaried individuals should have minimum monthly net take home salary of 25% of their gross salary OR Rs. 2000/- (after meeting the loan instalment) whichever is more. Professionals and other non-salaried class should have a minimum net yearly income of Rs. 50000/-.

E. Direct Financing to Self Help Groups -To build mutual trust and confidence between the bankers and rural poor through formation of Self Help Groups - To encourage banking activity both in thrift and credit operations. - Credit Assistance to the Group on the extent of Savings mobilised, which varies from 1:1 to 1:4.

Purpose

010009000003ae02000000000c02000000000c02000026060f000e04574d46430100000000000100d17200000000 01000000ec03000000000000ec030000010000006c00000000000000000000002000000006000000000000000000 000004030000da00000020454d4600000100ec0300000c0000000100000000000000000000000000000056050000 0003000040010000f000000000000000000000000000000000e2040080a90300460000002c00000020000000454d 462b014001001c000000100000000210c0db01000000600000006000000046000000780100006c010000454d462 b224004000c000000000000001e4009000c00000000000000244001000c000000000000003040020010000000040 000000000803f214007000c0000000000000008400005c4000000b80000000210c0db01000000000000000000000 000000000000000000100000089504e470d0a1a0a0000000d4948445200000021000000070103000000bcdfb607 00000006504c54450077b6ffffffd632b24400000001624b47440088051d480000000c636d50504a436d703037313 2000000074f6db7a50000002b4944415418d363f8ffc3a2a081e1ffbfefdb1918be83c9c7ffbe6f6860380864373034 804986ba1fe50d001446187c9685727a0000000049454e44ae426082000840010824000000180000000210c0db01

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000000030000000000000000000000000000001b40000040000000340000000100000002000000000000bf000000 bf000004420000e04003000000000000b3000000b3ffff0342000000b3000000b3ffffdf4021000000080000006200 00000c00000001000000150000000c00000004000000150000000c00000004000000510000001001000000000000 0000000020000000060000000000000000000000000000000000000021000000070000005000000034000000840 000008c000000000000002000cc00210000000700000028000000210000000700000001000400000000000000000 00000000000000000030000000000000000000000ffffff00b6770000222222222111111211111222211121111001 01011222222211111112111121111211211110020202112222211111111211112111121121111001010111122211 11111112111121111211222210020201111121111111111211112111121121112002010111111111111111121111 2111121121112001010111111111111112222211122221112222100202024c000000640000000000000000000000 2000000006000000000000000000000021000000070000002900aa0000000000000000000000803f000000000000 00000000803f0000000000000000000000000000000000000000000000000000000000000000220000000c000000 ffffffff460000001c00000010000000454d462b024000000c000000000000000e0000001400000000000000100000 00140000000400000003010800050000000b0200000000050000000c0207002100030000001e0004000000070104 0004000000070104006d000000410b2000cc0007002100000000000700210000000000280000002100000007000 0000100040000000000000000000000000000000000030000000000000000000000ffffff00b67700002222222221 11111211111222211121111001010112222222111111121111211112112111100202021122222111111112111121 11121121111001010111122211111111121111211112112222100202011111211111111112111121111211211120 020101111111111111111211112111121121112001010111111111111112222211122221112222100202020c0000 0040092900aa000000000000000700210000000000040000002701ffff030000000000 F. Lending to Micro Credit Groups (MCG) OBJECTIVE: The objective of the scheme is to provide credit to Micro Credit Groups of persons belonging to economically disadvantaged sections of the society, irrespective of the place of residence, for taking up any Income Generating Activities, falling within the purview of priority Sector definition. a) The scheme is applicable to the persons belonging to economically disadvantaged sections of the society irrespective of the place of residence. b) The scheme is applicable only to Micro Credit Groups against the group guarantee. c) The scheme will cover the NGOs/MFIs/MFI-NBFCs for on lending to Micro Credit Groups The finance can be granted for starting/improving/expanding any type of income generating activity. Finance can also be given for agriculture and allied activity. The finance may be provided so as to enable the group members to improve their earning and living standard. The limit permitted is Rs.50000/- per member, with a maximum of Rs.500000/- per group. The loan for the debt swap could also be given to the members up to a maximum of Rs.25000/-, within the overall limit of Rs.50000/- permitted per borrower.

COVERAGE:

PURPOSE:

QUANTUM:

SURVEY OF LITERATURE

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SURVEY OF LITERATURE:

Training and development is by definition: The heart of a continuous effort deigned to improve employee competency and organizational performance. (R. Wayne Mondy, Robert M. Noe, Shane ! R. Premeaux, 2002, Human Resources management, p. 214). Training is planned to give trainees information and skills, they need for their job, while development involves learning that goes beyond the knowledge needed just for current job. It is more long-term focused as it enables employees to keep up with the organization and its changes and growth. Companies have different approach to training and development. Some companies tent to minimise the training of its employees as they see it as an unnecessary budgeted cost. On the other hand, we have companies, which see training of employees more as a strategic investment and a very important attribute, which may increase employees productivity and reduce human error; such companies can be called a learning organizations (R. Wayne Mondy, Robert M. Noe, Shane R. Premeaux, 2002) According to Casse and Banahan (2007), the different approaches to training and development need to be explored. It has come to their attention by their own preferred model and through experience with large Organisations. The current traditional training continuously facing the challenges in the selection of the employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for the environment of work and by recognizing this, they advising on all the problems, which reiterates the requirement for flexible approach. Usually the managers have the choice to select the best training and development programme for their staff but they always have to bear in mind that to increase their chances of achieve the target they must follow the five points highlighted by Miller and Desmarais (2007). According to Davenport (2006), mentioned in his recent studies that its easy to implement strategy with the internet supported software. Some of the Training theories can be effective immediately on the future of the skill and developments. The content and the access are the actual factors for the process. It is a representation itself by the Access on main aspect what is effective to the adopted practice in training development. As per the recent theories to access the knowledge is changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the new meaning of information with electronic learning use. There is a survey confirmation for using classroom to deliver the training would drop dramatically, (Meister, 2001). A manager is that what the other members of the organization wants them to be because it is a very popular trend of development training for the managers in the training for the management (Andersson, 2008, Luo, 2002). Most of the managers seems to reject a managerial personality in support of the other truth for themselves (Costas and Fleming, 2009).

ABOUT THE TOPIC

DEFINITION OF TRAINING:

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Training is the process of enhancing the skills, capabilities and knowledge of employees for doing a particular job. Training process moulds the thinking of employees and leads to quality performance of employees. It is continuous and never ending in nature.

IMPORTANCE OF TRAINING: Training is crucial for organizational development and success. It is fruitful to both employers and employees of an organization. An employee will become more efficient and productive if he is trained well.

Training is given on four basic grounds:

New candidates who join an organization are given training. This training familiarize them with the organizational mission, vision, rules and regulations and the working conditions. The existing employees are trained to refresh and enhance their knowledge. If any updations and amendments take place in technology, training is given to cope up with those changes. For instance, purchasing a new equipment, changes in technique of production, computer implantment. The employees are trained about use of new equipments and work methods. When promotion and career growth becomes important. Training is given so that employees are prepared to share the responsibilities of the higher level job. The benefits of training can be summed up as:

Improves morale of employees- Training helps the employee to get job security and job satisfaction. The more satisfied the employee is and the greater is his morale, the more he will contribute to organizational success and the lesser will be employee absenteeism and turnover. Less supervision- A well trained employee will be well acquainted with the job and will need less of supervision. Thus, there will be less wastage of time and efforts. Chances of promotion- Employees acquire skills and efficiency during training. They become more eligible for promotion. They become an asset for the organization.

Increased productivity- Training improves efficiency and productivity of employees. Well trained employees

show both quantity and quality performance. There is less wastage of time, money and resources if employees are properly trained. Ways/Methods of Training Training is generally imparted in two ways:

On the job training- On the job training methods are those which are given to the employees within the everyday working of a concern. It is a simple and cost-effective training method. The inproficient as well as semi- proficient employees can be well trained by using such training method. The employees are trained in actual working scenario. The motto of such training is learning by doing. Instances of such on-job training methods are jobrotation, coaching, temporary promotions, etc. Off the job training- Off the job training methods are those in which training is provided away from the actual working condition. It is generally used in case of new employees. Instances of off the job training methods are workshops, seminars, conferences, etc. Such method is costly and is effective if and only if large number of employees have to be trained within a short time period. Off the job training is also called as vestibule training,i.e., the employees are trained in a separate area( may be a hall, entrance, reception area,etc. known as a vestibule) where the actual working conditions are duplicated. DEVELOPEMENT: Development is the general enhancement and growth of individual's skills and abilities through conscious and unconscious learning.Development under the traditional vision falls inbetween training and education.Developement can cover the present role or some grooming for future greatness.

IMPORTANCE OF TRAINING AND DEVELOPMENT Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal.

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Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees.

Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization.

Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers.

Quality Training and Development helps in improving upon the quality of work and work-life.

Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence.

Morale Training and Development helps in improving the morale of the work force.

Image Training and Development helps in creating a better corporate image.

Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation.

Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies

Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

Training your employees is important because Rapid technological innovations impacting the workplace have made it necessary for people to consistently update their knowledge and skills People have to work in multidimensional areas , which usually demand far more from their area of specialisation. Change in the style of management. Due to non-practical collage education. Lack of proper and scientific selection procedure. For career advancement. For higher motivation and productivity. To make the job challenging and interesting For self and development For employee motivation and retention To improve organisational climate Prevention of obsolescence To help an organisation to fulfil its future manpower needs. To keep in pace with times To bridge gap between skills requirement and skills availability For survival and growth of organisation and nation

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NEED FOR STUDY

Training and development is necessary for improving the quality of work and improve the performance of human resource in the organization. The major needs are :

1.To increase productivity. 2.To improve quality. 3.To help a company fulfill its future personal needs. 4.To improve organizational climate. 5.To improve health and safety. 6.Obsolescence prevention. 7.Personal growth.

SCOPE OF STUDY Continuous improvement in training programme. Qualitative emphasis of training. Maintaining staff loyalty, commitment and motivation. Maintaining and improving quality of service. Providing staff with necessary skill and knoweldge to undertake their specific tasks and responsibilty on job.

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PURPOSE OF STUDY

 To identify the type of training to be imparted to employees. To find out whether the employees are satisfied with the present training mathod imparted by the management. To determine whether the training programmes are helpful in developing the skills of employees. To find out the various areas in which employees should be trained.

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RESEARCH OBJECTIVES

PRIMARY OBJECTIVE: To study about the Training and Developement process in CANARA BANK ,Spencer branch at Chennai.

SECONDARY OBJECTIVE: To study the profile of employees who have attended the training programme. To study the process and methods adopted for the training programme. To study whether learning has taken place on account of training. To analyze the behavioural change of the employees after training programmes. To give suggestions to enhance the processes.

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RESEARCH METHODOLOGY

Research can be defined as a scientific and systematic search for pertinent informatiom in any branch of knowledge.It is the pursuit of truth with the help of study ,observation, comparison and experiment. Research methodology is a way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically and the steps that are generally adopted by a researcher in studying his research problem along with the logic behind them. Research methodology results in using research methods through which solutions are arrived for the problems of research,thus ,an original contribution to the existing stock of knoweldge making for its advancement.

TYPE OF RESEARCH:

The type of research design used here is descriptive research design. Descriptive research, also known as statistical research, describes data and characteristics about the population or phenomenon being studied. Descriptive research answers the questions who,what, where, when, "why" and how... Although the data description is factual, accurate and systematic, the research cannot describe what caused a situation. Thus, Descriptive research cannot be used to create a causal relationship, where one variable affects another. In other words, descriptive research can be said to have a low requirement for internal validity. The description is used for frequencies, averages and other statistical calculations. Often the best approach, prior to writing descriptive research, is to conduct a survey investigation. Qualitative research often has the aim of description and researchers may follow-up with examinations of why the observations exist and what the implications of the findings are. In short descriptive research deals with everything that can be counted and studied. But there are always restrictions to that. Your research must have an impact to the lives of the people around you. For example, finding the most frequent disease that affects the children of a town. The reader of the research will know what to do to prevent that disease thus, more people will live a healthy life.

RESEARCH APPROACH: The research approach is survey approach. The survey is a non-experimental, descriptive research method. Surveys can be useful when a researcher wants to collect data on phenomena that cannot be directly observed (such as opinions on library services). Surveys are used extensively in library and information science to assess attitudes and characteristics of a wide range of subjects, from the quality of user-system interfaces to library user reading habits. In a survey, researchers sample a population. Basha and Harter (1980) state that "a population is any set of persons or objects that possesses at least one common characteristic." Examples of populations that might be studied are 1) all 1999 graduates of GSLIS at the University of Texas, or 2) all the users of UT General Libraries. Since populations can be quite large, researchers directly question only a sample (i.e. a small proportion) of the population.

SOURCES OF DATA: The data used are : Primary data Secondary data

SAMLPING PLAN This is a definite plan for obtaining a sample from given population. It refers to the technique or procedure the researcher would adopt in selecting items for the sample. Sample plan may also list down the number

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of items to be include in the sample i.e., the size of the sample. The researcher must select a sample plan which should be laible and appropriate for the research. In this step, the specifications and decisions regarding the implementation of the research process are outlined. Suppose, blocks in a city are the sampling units and the households are the sampling elements. This step outlines the modus operandi of the sampling plan in identifying houses based on specified characteristics. It includes issues like how is the interviewer going to take a systematic sample of the houses. What should the interviewer do when a house is vacant? What is the recontact procedure for respondents who were unavailable? All these and many other questions need to be answered for the smooth functioning of the research process. These are guide lines that would help the researcher in every step of the process. As the interviewers and their co-workers will be on field duty of most of the time, a proper specification of the sampling plans would make their work easy and they would not have to revert to their seniors when faced with operational problems

SAMLPLING FRAME : The sampling frame here is the employees of canara bank at spencer branch. A sampling frame is the list of elements from which the sample may be drawn. Continuing with the micro oven ex, an ideal sampling frame would be a database that contains all the households that have a monthly income above Rs.20,000. However, in practice it is difficult to get an exhaustive sampling frame that exactly fits the requirements of a particular research. In general, researchers use easily available sampling frames like telephone directories and lists of credit card and mobile phone users. Various private players provide databases developed along various demographic and economic variables. Sometimes, maps and aerial pictures are also used as sampling frames. Whatever may be the case, an ideal sampling frame is one that entire population and lists the names of its elements only once. A sampling frame error pops up when the sampling frame does not accurately represent the total population or when some elements of the population are missing another drawback in the sampling frame is over representation. A telephone directory can be over represented by names/household that have two or more connections.

SAMPLE SIZE : The study was made in canara bank,spencer branch. The survey was taken to the employees attending the training programme in the training and development college there. The sample size is 50. The sample size plays a crucial role in the sampling process. There are various ways of classifying the techniques used in determining the sample size. A couple those hold primary importance and are worth mentioning are whether the technique deals with fixed or sequential sampling and whether its logic is based on traditional or Bayesian methods. In non-probability sampling procedures, the allocation of budget, thumb rules and number of sub groups to be analyzed, importance of the decision, number of variables, nature of analysis, incidence rates, and

completion rates play a major role in sample size determination. In the case of probability sampling, however, formulas are used to calculate the sample size after the levels of acceptable error and level of confidence are specified

SAMPLING PROCEDURE: Non probability sampling procedure is used. The respondents are selected on basis of convenience and the survey is taken,based on which tests are done and inference is made.

SAMPLING METHOD: Non-probability sampling method is used here. Nonprobability sampling does not meet this criterion and should be used with caution. Nonprobability sampling techniques cannot be used to infer from the sample to the general population. Any generalizations obtained from a nonprobability sample must be filtered through one's knowledge of the topic being studied. Performing nonprobability sampling is considerably less expensive than doing probability sampling, but the results are of limited value

SAMPLING TECHNIQUE: The sampling technique used is convenient sampling. Convenience Sampling is a sampling method (a way of gathering participants for a study) used where a you select a naturally-occurring group of people within the population you want to study.

MODE OF DATA COLLECTION The tools used for primary data collection is through questionnaire.The questionnaire used is a structured one.The respondents reference to each question is carefully noted. The secondary data were collected from various magazines , newspapers ,journals and websites.

DATA COLLECTION INSTRUMENT: The data collection instrument is questionnaire. Although direct filling of the is questionnaire by the employees is not allowed,interacting with the employees and marking the questionnaire was possible. The respondents

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reference to each question is noted. A questionnaire is a list of written questions that can be completed in one of two basic ways Firstly, respondents could be asked to complete the questionnaire with the researcher not present. This is a postal questionnaire and (loosely) refers to any questionnaire that a respondent completes without the aid of the researcher. Secondly, respondents could be asked to complete the questionnaire by verbally responding to questions in the presence of the researcher. This variation is called a structured interview. Although the two variations are similar (a postal questionnaire and a structured interview could contain exactly the same questions), the difference between them is important. If, for example, we are concerned with protecting the respondents anonymity then it might be more appropriate to use a postal questionnaire than a structured interview. Questionnaires are restricted to two basic types of question: Closed-ended (or closed question) is a question for which a researcher provides a suitable list of responses (e.g. Yes / No). This produces mainly quantitative data. Open-ended (or open question) is a question where the researcher doesnt provide the respondent with a set answer from which to choose. Rather, the respondent is asked to answer "in their own words".

PRETESTING OF QUESTIONNAIRE: Before beginning such a full research project ,researchers need to know that their study is valid and the studys design will be able to capture the data they are looking for. They need to know that the researdh they plan to do will be the most accurate and reliable research possible. The best way to do this is to perform a pilot study. Here the pilot study was done by collecting questionnaire from 10 respondents and the necessary changes were made.

TOOLS AND TECHNIQUES USED FOR ANALYSIS:

Percentage method Chi square test Binomial test Frequency test Annova test

DATA ANALYSIS AND

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INTERPRETATION

BINOMIAL TEST

Ho: There is no difference between observed and expected proportion.

Hi: There is difference between observed and expected proportion.

REASON: Data is nominal and independent and dichotomous

Asymp. Sig. (2Category gender Group 1 Group 2 Total male female N 37 13 50 Observed Prop. .74 .26 1.00 Test Prop. .50 tailed) .001a

OUTCOME: Ho is rejected [asymptotic significance is less than 0.05]

INFERENCE: There is difference between observed and expected proportion.i.e.There are more number of males than females.

BINOMIAL TEST

Ho: There is no difference between observed and expected proportion.

Hi: There is difference between observed and expected proportion.

REASON: Data is nominal and independent and dichotomous

Binomial Test

Category trgbre Group 1 Group 2 Total

N 48 2 50

Observed Prop. .96 .04 1.00

Asymp. Sig. Test Prop. (2-tailed) .50 .000a

yes no

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OUTCOME: Ho is rejected [asymptotic significance is less than 0.05]

INFERENCE: There is difference between observed and expected proportion.i.e.There are more number of trainees who have attended training before.

BINOMIAL TEST

Ho: There is no difference between observed and expected proportion.

Hi: There is difference between observed and expected proportion.

REASON: Data is nominal and independent and dichotomous

Category meetreq Group 1 yes Group 2 no Total

N 38 12 50

Observed Prop. .76 .24 1.00

Asymp. Sig. Test Prop. (2-tailed) .50 .000a

OUTCOME: Ho is rejected [asymptotic significance is less than 0.05]

INFERENCE: There is difference between observed and expected proportion.i.e.There are more number of trainees who feel the training programme attended met their requirements.

BINOMIAL TEST

Ho: There is no difference between observed and expected proportion.

Hi: There is difference between observed and expected proportion.

REASON: Data is nominal and independent and dichotomous

Binomial Test

Category satisfied Group 1 yes Group 2 no Total . Based on Z Approximation.

N 41 9 50

Observed Prop. .82 .18 1.00

Asymp. Sig. Test Prop. (2-tailed) .50 .000a

OUTCOME: Ho is rejected [asymptotic significance is less than 0.05]

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INFERENCE: There is difference between observed and expected proportion.i.e.There are more number of trainees who felt that the training programme was satisfying them.

FREQUENCY TEST

Ho: There is no difference between observed and expected proportion.

Hi: There is difference between observed and expected proportion.

REASON: Data is nominal and independent and dichotomous

gender

Frequency Valid male female Total 37 13 50

Cumulative Percent Valid Percent Percent 74.0 26.0 100.0 74.0 26.0 100.0 74.0 100.0

INFERENCE: There is difference between observed and expected proportion.i.e. 74% of people who attended training were males and 26% who attended training were females.

FREQUENCY TEST

Hi: There is difference between observed and expected proportion.

Ho: There is no difference between observed and expected proportion.

REASON: Data is nominal and independent and dichotomous

Frequency Valid lectures seminars gd audio visual Total 7 7 28 8 50

Cumulative Percent Valid Percent Percent 14.0 14.0 56.0 16.0 100.0 14.0 14.0 56.0 84.0 16.0 100.0 100.0 14.0 28.0

INFERENCE: There is difference between observed and expected proportion.i.e. 14% of people who attended training felt that the most effective method of training conducted were lectures.14% of people who attended training felt that the most effective method of training conducted were seminars.56% of people who attended

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training felt that the most effective method of training conducted were audio visuals.16% of people who attended training felt that the most effective method of training conducted were audio visuals.

CHI SQUARE TEST

Ho: There is no difference between observed data and expected frequency.

Hi: There is difference between observed data and expected frequency.

REASON: Data is nominal and independent Two variables

Observed N 20-30 30-40 40-50 above 50 Total 32 9 8 1 50

Expected N 12.5 12.5 12.5 12.5

Residual 19.5 -3.5 -4.5 -11.5

Test Statistics

age Chi-Square df Asymp. Sig. 43.600a 3 .000

OUTCOME: OUTCOME: Ho is rejected [asymptotic significance is less than 0.05]

INFERENCE: There is difference between observed and expected proportion.i.e. the changes occurred in the trainees performance is independent of the ages

LIMITATIONS

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The study was confined only to few areas of chennai. Therefore the results arrived will not represent wholly of that of the market. There may be some subjectivity in the replies received from the respondents. The study is confined to only one bank/particular area and hence the inferences drawn from the study might not reflect that of other banks/other geographical locations. Time and money is also a major constraint. Questionnaire used is undisguised and there are chances of biased answers.

FINDINGS

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A comprehensive and effective plan is a critical component of any successful training program. It should be structured to generate information of that impact of training on the reaction ,on the amount of learning that has taken place ,on the trainees behaviour, and its contribution to the job/organization. Therefore evaluation of training is a measure of how well it has met the needs of its human resources. An index of contribution of training to organizational success through evaluation strengthens training as a key organizational success.

This study on evaluation on tarining has generated some concrete findings,which are listed below :

Majority of the respondents have previously undergone training. Majority of the employees in the bank have undergone training only one time. Majority of the respondents are undergoing on the job training. Majority of the respondents are going for 3 days training. Majority of the respondents feel that creativity is essential. Majority of the respondents feel that commitment to work is necessary. Majority of the respondents feel that skilla have grown by training. Majority of the respondents feel training is good.

Majority of the respondents are satisfied with the training. Majority of the respondents feel that group discussions are the best medium of conducting training. Majority of the respondents feel that class room experience is good. Majority of the respondents say that feedback is the preferred method. Majority of the respondents feel training should be considered once in a year. Majority of the respondents are males. Majority of the respondents are in the age of 20-30.

RECOMMENDATIONS AND SUGGESTIONS

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From the survey conducted and interpretation of data ,the following suggestions can be given :

The training must be done for a definite period. The duration of training can be extended. Such short period is not adequate in improving the skills and knowledge of employees.

On the job training is provide for unskilled jobs. There is no vestibule type of training for such jobs. So such kind of training should be followed.

Management should identify specific areas of training like learning, observation, initiative etc and training should be imparted to workers taking into account their setbacks.

There should be counseling programs done by the staff so that the problems faced by the employees can be identified.

 Training is given only to improve the efficiency and skill of workers. There are no programmes for career development. So management should take steps to implement such programmes.

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CONCLUSION

This study was primarily conducted to determine the evaluation of training at CANARA BANK and 50 employees were chosen as the sample size for research study. The study has clearly proved that the organization conducts training programmes in a very objective manner. From the stage of training need identification till the collection of feedback about the training,all the elements are carefully planned and executed. The training programmes ensure that they achieve the objectives that have been set thereby resulting in effective learning to take place. Improvement of personal effectiveness has been a direct result of effective transfer of learning and positive attitude. Considering all the above parameters it is indeed very obvious that the training conducted in CANARA BANK is effective.

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