Articles

Designing Effective Training to Enhance Performance of Branch Managers in Bank XYZ at Jakarta Region

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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.

Relationship between Training Evaluation and Perceptions about XYZ Corporate University

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XYZ Corporate University plays a role in developing employee competencies, supporting XYZ Corporation performance, and filling competency gaps. One of the performance indicators is the Customer Satisfaction Index. The data shows that there is a gap, where the assessment from the participants states that the average rating has met the target, but the scores from superiors and business unit heads are still far from the target score. This brings forth the question of relationship between elements of training evaluation that influence perceptions towards XYZ Corporate University and how to improve it. Quantitative research methodology is used in this research with primary data gathered from employees of XYZ Corporation who filled out a set of questionnaires. For analysis technique, linear regression analysis is performed. From these results, XYZ Corporate University needs to prioritize Learners’ Reaction and Changed Behavior after Learning, because increasing these two independent variables can affect the four dependent variables, namely positive perceptions of XYZ Corporate University. Of the five levels of training evaluation, Level 5, namely return on Training Investment, does not show a significant effect on perception, so further research is needed to examine its effect on training.