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TRAINING & DEVELOPMENT POLICY

Vision The vision of Training & Development is to become a professional development center, capable of providing quality programs to support the strategic objectives of the Bank, while addressing the training and development needs to enhance individual performance. It also acts as a change agent in organisational restructuring and performance drive in an effective manner. Objective of Training & Development The role of Training & Development in a dynamic business environment is to be a partner to the business lines and help them achieve their objectives, by developing the knowledge and skills of their people. The success of training, results from its integration with the business plan and the business culture. Hence the challenges for Training at BNP Paribas are:

To upgrade existing knowledge & skills of employees to enable them to successfully accomplish their duties and responsibilities To provide an opportunity for competency development To upgrade Technical knowledge and Product training to Front line / Operations & Support Services To provide International Exposure / Networking To undertake Knowledge Management initiatives to encourage the quest for learning

Training And Development Philosophy The realisation of the Training & Development vision depends on the support and commitment of both Management and individual employees. Management Managers play a key role in the training and development of the officer / staff. It is their responsibility to evaluate available training and development activities in respect of business and individual needs, assist each individual in planning his/her programme of development, and encourage them to attend training programmes and follow-up on the subsequent progress Individual The success of any development process is highly dependent on the individual. Individuals must be personally committed to their own growth by putting effort in learning, practicing and mastering the skills and knowledge during and after the training and development activities.

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TRAINING NEED ANALYSIS

Business Plan Performance Appraisals Talks with the employees Discussion with Functional Heads Employee Feedback Survey

TRAINING PLAN Training Need Analysis and Training Objectives

Classify the needs Match to existing Skills and Knowledge Formulate Training Programs as per the plan Identify faculty Identify institutes to adress the needs

Preparation of

Annual Calendar

MIS / Reporting & Training Inventory

Human Capital Knowledge bank Knowledge Management

Selection & Nomination of Personnel

ANALYSE FEEDBACK designing the program Re

Introducing new programs Improving work processes

TRAINING FEEDBACK

of Training Questionaire End & Post Training Quiz Pre briefing sessions after De training program

Conduct Training using various training methodology

TRAINING & DEVELOPMENT PROCESS Training Needs Analysis Post the Annual Appraisal exercise for all officers, the training needs as identified by the officers and their appraisers are analysed. Steps for the Need Analysis

The training needs inputs derived from the appraisal are first classified into technical, developmental needs and on the job attachment training needs, Business line wise The needs are classified into broad categories depending on the commonalties that exist and are drafted into proposed activities. Training needs are then discussed with employees to gain understanding of specific areas in the stated topics. For example, if an employee wants to undergo training in communication, we need to find out if he means written, verbal or any other aspect of communication. Individual discussions are held with Department Heads so as to get their perspective on the needs mentioned. These discussions assist in getting an understanding of the needs for the entire department, the methodology to be followed and the priorities. Post discussions with the functional heads, the identified needs of all the officers in the department are classified into Internal / External & International training needs.

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Training Plan Internal Training Based on the identification of training needs, internal training programmes are planned on a yearly basis and are classified into the following categories:

Technical Training Induction Training Developmental Training Systems Training Intensive workshops

External Training

External training programmes are planned to address the specialized areas of training, specific to their requirements for those individuals whose training needs cannot be met by internal training. These programmes are chosen from selected external institutes such as NIBM, BTC, Crisil, Dun & Bradstreet, IIM, TMTC, NIBM etc.

International Training

Candidates are nominated for International training programmes by the training department duly approved by the Functional Heads, based on the objectives and the course contents of programs and the relevance to the needs of the candidate. These programmes are chosen from the Group HR & CIB Training calendars.

Training Feedback Feedback or evaluation process covers the following features

Quality of the programme Relevance of the programme Evaluation of the trainer Impact of Training Training Feedback is solicited by way of a Training Feedback Form, End of the program Quiz and Impact of Training surveys. Consolidated qualitative training feedback summary is distributed for all training interventions to the Group Management / Faculty / Concerned department heads / branch managers at the end of every training intervention for the following purpose: As a means of informing the Executive Committee / Functional Heads, Trainers the views of the participants regarding training or any other suggestions As a means of improvement of the training process. To measure the learning curve through the pre & post training quiz To develop new programmes emerging from the participants suggestion

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To have a debriefing between the participant and his immediate supervisor Training MIS

The MIS provides qualitative and quantitative information about the training programmes conducted for the month and also the rescheduled programmes for the next month. It provides information regarding the evolution of training in terms of man-hours and cost for the following Internal, External, International Technical and developmental training Functions and business lines

Training Report The Half Yearly and Annual Training Reports give an overview of all the training activities conducted during the year. It gives qualitative data in terms of number of hours of training imparted and cost involved together with a quantitative data in terms of the programmes conducted, feedback received and an outline of the training activities planned for the next year. Training Infrastructure The training classroom Savoir Faire, which can accommodate approximately 15 people is fully equipped with state of the art facilities as mentioned below: Overhead Projector Laser Compact Disc Television Video White Board The Library Connaissance comprises of approximately 700 books, 70 video cassettes and 150 periodicals, which are made available to all employees.

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Knowledge Management Our Strategy for Knowledge Management "Hone your skills to perfection and learn something new everyday cause the only long term competitive advantage for any organisation is the collective brain power of it's people. Objective (this is purely from the expectation standpoint) # Influence and shape a thinking culture # Seek greater learning # Sharing of perspectives # Exchange learning # Increased awareness Knowledge Management Initiative 1.Web/Computer Based Training 2.Know to Grow Concept # Articles, reviews of books and perspectives from individuals within the organisation and / or commercially available print or media.