Porkodi S, Uzma Jahan


Training process moulds the thinking of employees and leads to quality performance of employees. No organization can get a candidate who exactly matches with the Job and the organizational requirements. The organization has to provide them necessary training and opportunities for growth and development. The Training department’s ambitions are to develop highly-skilled employees to achieve impact across the whole economy to maintain national capability. Training programs provide multiple benefits for employees and the company, but only if they are carefully planned and properly implemented. The employees normally come to the training with lot of expectations to impart knowledge on technical operations systems on various specialized financial services/areas but sometimes the trainers offering only limited training modules. Hence, through this research, researchers’ would like to analyse the bank employees’ expectations of training programmes in Oman. Bank Muscat is the leading financial services provider in the Sultanate of Oman. The bank’s achievements in the development of human resources have been consistently recognised locally and internationally. To validate the research the data were collected from 75 (N=75) Bank Muscat employees working from various branches. The respondents for this research were confined to Oman nationals working in the Bank Muscat. Based on the previous research studies 16 constructs were selected for this study and hypotheses are framed. The research through Structural Equation Modeling (SEM) using AMOS software infers that all the sixteen variables are highly significant and has positive relation with employees’ expectations.


 Analoui Farhad. (1994). Training and development: The role of trainers. The Journal of Management Development, Vol 13, (pp. 61-72).

 Abdul Qayyum., Muhammad Tariq .S., Awais Ahmad., Murad Shuaib .K., Kashif-ur-Rehman. (2012). Training and Development Practices in National Bank of Pakistan. Information Management and Business Review ,Vol. 4, No. 1, (pp. 8-17).

 Chris Obisi. (2011). Employee Training and Development in Nigerian Organizations: Some Observations and Agenda for Research. Australian Journal of Business and Management Research ,Vol.1 No.9 , (pp. 82-91).

 Cole N. (2007). How long should a Training Program be? A field study of Rule of Thumb. Journal of workplace learning,Vol 20, (pp. 54-70).

 Dipboye, R.L. (1997). Organizational Barriers to Implementing a Rational Model of Training. Application of Psychological Research ,1997, (pp. 31-60).

 Hamblin A.C. (1974). Evaluation and Control of Training. Mc Graw Hill: Newyork, (pp. 6-7).

 Matt Mc Kay & Demand Media. Developing an Effective Employee Training Program. Available from []. Accessed on : 15/11/2014.

 Leonard Denis , Mc Adam & Rodney. (2002). The strategic impact and application of the business excellence model-Implications of quality of Training & Development. Journal of European Industrial Training, (pp. 4-13).

 Natalie. S. Glance., Tad Hogg., Bernardo .A., & Huberman. (1997). Development of Managerial Power. Organization Science, Vol 8, (pp. 84-96).

 Press release, “Bank Muscat honoured for outstanding national manpower initiatives” Available from: []. Accessed on : 1/11/2014.

 PVL Raju. (2003). Training Need Analysis:Training and Development. HRM Review, (pp. 52-53).

 Reilly Wyn . (1987). Management and training for development: the Hombe thesis. Public Administration & Development , Vol 7, (pp. 25-42).

 Report, “ Sustainability Report-Bank Muscat”, Available from : []. Accessed on: 1/11/2014

 Rohit markam., Gagandeep marken. (2012). An empricial study on Training and Development Need Assessment – Techniques in different public and private sector Banks. GIM Journal of Management,Vol 2,Jan,2012, (pp. 19-30).

 Rama Krishna R. (2003). Learning Organization. HRM Review, (pp. 8-14)

 Yabome & Gilpin-Jackson. (2007). Leadership development training transfer: a case study of post-training determinants. Journal of Management Development, Vol. 26 , (pp. 980-1004).

بازی انفجار Full Text: PDF


  • There are currently no refbacks.

Creative Commons License
This work is licensed under a Creative Commons Attribution 3.0 License.

ISSN : 2251-1547