Conclusion

ABC Bank PLC’s problems with training and development, namely bad scheduling and poor delivery, are symptomatic of a deeper issue in the form of an incompatibility with adult learning guidelines. Using Adult Learning Theory provides a practical framework to restructure T&D so that programs become learner-centered, experience-based, and self-directed.

To enhance its HRM, ABC Bank must:

  • Distribute the timetable and allow branches to schedule learning.
  • Match training content to job relevance and employee preparedness.
  • Blend face-to-face and digital approaches.
  • Measure the behavioral and business results along the way.

In doing so, the bank can transform training from a routine HR activity into a strategic driver of performance, engagement, and innovation, positioning ABC Bank as a learning organization ready for the future of banking.

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