People and Organization – Blog

Through its Talent Development Centre (TDC), ABC Bank PLC provides a well-organized framework for employee learning and development, supporting its vast branch network throughout Sri Lanka. With its methodical approach to orientation, competency-based training, leadership development, and performance-linked learning, the TDC serves as the cornerstone of the bank's learning ecosystem. The bank's strategy, which is to match organizational goals with human capital development, is demonstrated by this extensive system. Training Needs Analyses (TNA), which are connected to internal audit results and key performance indicators (KPIs), are used to determine training needs. Additionally, the TDC encourages leadership and succession planning, develops competencies through both on-the-job and off-the-job techniques, and increasingly incorporates professional certification programs and e-learning to improve staff agility.   (The Lawyers & Jurists, 2025)   (Reddy, 2025) However, desp...

Training and development (T&D) has changed from being a supportive HR function to a crucial strategic role that directly affects organizational effectiveness, competitiveness, and long-term sustainability in the modern banking environment.  The complicated operating environment in which banks must make quick changes in technology, strict regulations, and growing consumer demand makes T&D even more crucial for a financial institution like ABC Bank PLC.  Research continuously shows that employee competency is a critical factor in determining service quality, customer loyalty, and operational efficiency in knowledge-driven service sectors like banking.   (CHOLAR CRAFT EDUCATION & RESEARCH HUB, 2023) Given these industry dynamics, T&D plays several essential roles in supporting ABC Bank’s success: 1. Maintaining a Uniform Customer Experience Throughout the Branch Network Service quality is a key difference for banks in the marketplace. Standardizing client i...

Theories Supporting Effective Training To investigate the Training and Development (T&D) issue at ABC Bank PLC more deeply, provides several frameworks: Behaviorist Learning Theory, Cognitive Learning Theory, Social Learning Theory, Adult Learning Theory (Andragogy), Training Needs Analysis (TNA), Kirkpatrick’s Evaluation Model, and ROI analysis. Among many HRM learning models, Adult Learning Theory (ALT), proposed by Malcolm Knowles, provides a particularly useful framework to understand how ABC Bank can address this HRM issue. It emphasizes that adults learn best when training is self-directed, experience-based, and immediately relevant to their work.   (Patnaik, 2025)   (Simpson, 2018)   (knolyx, 2024)  Advantages of Training and Development for Banks Enhances employee skills and service quality. Improves adaptability to technological and regulatory changes. Strengthens customer satisfaction and brand image. Reduces operation...

Adult Learning Theory (ALT)   Adult Learning Theory (ALT), or  Andragogy , was introduced by Malcolm Knowles (1980). It posits that adults learn differently from children due to their maturity, work experience, and internal motivation. Knowles identified six principles of adult learning: Need to Know – Adults must understand why they need to learn something before engaging. Self-concept – Adults are self-directed learners. Experience – Prior experiences form a rich resource for learning. Readiness to Learn – Adults are motivated when training aligns with their real-life roles. Orientation to Learning – Adults prefer problem-centered rather than content-centered learning. Motivation – Internal motivation is more powerful than external rewards. (Continu Team, 2022)   (Pappas, 2025)   Application to ABC Bank ABC Bank’s HR Department provides periodic training programs through its internal Skills Development Centre and e-Learning A...

                    First Argument : Consistency Is Ensured by Structured Centralized Training. According to some academics, centralised, standardised training guarantees that every employee receives the same information, minimising service disparities between branches. This consistency is essential for a bank to uphold service and regulatory standards.   (Michael Armstrong, 2025) Rebuttal: According to Adult Learning Theory, uniform programs may ignore local context, preparedness, and individual learning styles. Standardization may therefore result in limited learning transfer and disengagement at the branch level.   (Knowles, 2025)   Argument 2:   Training Inequality Is Solved by Digital Platforms. Digital platforms, according to proponents of e-learning, get around scheduling and location constraints. This assertion is supported by ABC Bank's eLearning Academy, which offers instruction that is acce...

Relating the Issue Across Sectors   Other Banks XYZ Bank utilizes digital platforms for compliance training but faces challenges in engaging branch staff in remote regions. EFG Bank has implemented blended training (e-learning + classroom) and aligns with ALT by encouraging employees to tailor learning paths.    Other Sectors Telecommunication: Uses peer-led workshops and self-paced digital modules reflecting self-directed learning principles.         Retail Sector: Companies use micro-learning videos to accommodate staff schedules, addressing the “readiness” factor from ALT. These comparisons demonstrate that the challenge of training delivery and scheduling exists across industries, but ALT-driven strategies improve engagement and learning retention.   (MDA, 2018)   (Chatterjee, 23025)   (Kaur, 2016)   References Chatterjee, A., 23025. https://www.imocha.io. [Online] Av...