Abstract :

Bank XYZ aims to become one of the top 10 banks in Indonesia by providing exceptional service, making it a trusted partner for individuals and businesses. With a strong network of 338 branches across the country, the bank’s human resources division has allocated 29.48% of its budget to train the branch network sales team, expecting them to achieve 70% of their KPIs. However, the performance of Branch Managers in Jakarta is currently below expectations, indicating a competency gap that needs urgent attention. To address this issue, the proposed solution is to evaluate and enhance the current training program for Branch Managers by comparing it to a systematic training process. Through semi-structured interviews with the human resources division and Branch Managers, the research identified gaps in competency development and areas for improvement in the training process, such as task analysis, integration of practical procedures into the training design, online methods, and post-training evaluation frameworks. By redesigning the training program based on this data, Bank XYZ aims to improve the performance of its Branch Managers and enhance the overall performance of the company.

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Keywords :

Competencies gap, Training Design, Training evaluation., Training Method, Training Needs Assessment

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