LIST OF TRAINING PROVIDED FOR ALL BANK RAKYATS EMPLOYEES

AMLA (ANTI MONEY LOUNDRY ACT)

AUDIT / FRAUD
MENTOR MENTEE
TEAM BUILDING
ISLAMIC CREDIT SYSTEM SEMINAR
INSPIRE: DEVELOPING LEADERSHIP
ON-THE-JOB TRAINING (OJT)
EMPHASIS ON ENGLISH AS A SECOND LANGUAGE IN READINESS FOR
THE BANKS ONGOING TRANSFORMATION
CONFERENCES AND SEMINARS
DIRECTORS EDUCATION PROGRAM (FIDE).
DEVELOPMENT FRAMEWORK THAT CONSISTS OF GENERAL AND
TECHNICAL SKILLS
STRUCTURED DEVELOPMENT PROGRAMME TRAINING MODULES FOR
RISK, CREDIT, AUDIT AND HUMAN CAPITAL PERSONNEL
INDIVIDUAL DEVELOPMENT PLAN (IDP)
SPECIALLY-TAILORED LEADERSHIP PROGRAMMES
THE TRAINING EVALUATION PROCESS OF BANK RAKYAT

Conduct a needs analysis

Human Resource Management of Bank Rakyat begins the evaluation process

with identifying training needs. It is important because need assessment help identify
what knowledge, skills, behaviour or other learned capabilities are needed.

Through the evaluation the Head Quarters will identify the weakness of
employee and they can know what kinds of training are needed for their employee in
various aspects to enhance their knowledge and skills. Besides that, normally Head
Quarter will select the Human Resource Managers or officer to observe each employee
performance and through the manager the Head Quarters will identify the training
needed for each employee in each department or unit.

Develop measureable learning objectives and analyse transfer of training

The objective of measurable training is to guide the programs. Therefore, it

also important to consider the expectations of those individuals who support the
program and have an interest in it. Analysis of the work environment can be useful for
determining how well content will be transferred.

Development outcome measures

At this stage, outcome measures are designed to assess the extent to which
learning and transfer have occurred.

Choose an Evaluation Strategy

Once the outcome have been identified, Bank Rakyat determine an evaluation
strategy. Factor such as expertise, how quickly the information is needed,
change potential, and the organizational culture should be considered
 Plan execute the Evaluation
Planning and executing the evaluation involves previewing the program, as
well as collecting training outcomes according to the evaluation design. The
results of the evaluation are used to modify, market or gain additional support
for the programme.