Human Resource Development Department

Training Philosophy

• Section 38 of the NABARD Act


• Management Services Studies

Broad Functions

• Capacity Building of NABARD staff


• Capacity Building of Training Establishments


• Capacity Building of officials of Client Institutions

Highlights

• Summer Placement Scheme 2006-07


• Ridge to Valley Approach – Wayanad Experiment


• Conference of All India Cooperative Training Institutes at CAB, Pune

Training for National Bank is a planned, proactive and ongoing process aimed at developing human assets for organisational excellence. It seeks to facilitate individual's growth by developing competence and orientations appropriate for rural development. It strives to achieve corporate objectives of promoting rural development, strengthening of client institutions and encompasses research and consultancy in related areas.

 The Training Philosophy of NABARD, which reads as follows, endeavours to capture the entire gamut of its training and capacity building efforts.
NABARD is involved in every stage of the training cycle including assessment of training needs, determination of training priorities, designing of appropriate training courses, monitoring and evaluation of training, etc.

The provisions of the Act as stated below very clearly indicate the nature and scope of the developmental mandate of the Bank and its role in training and capacity building with the underlying belief that the process of development cannot be accomplished by credit/refinance alone

Section 38 of the NABARD Act provides that the Bank shall:

• Maintain expert staff to study all problems relating to agriculture and rural development and be available for consultation to the Central Government, the Reserve Bank, the State Governments and the other institutions engaged in the field of rural development.
• Provide facilities for training, for dissemination of information and the promotion of research including the undertaking of studies, researches, techno-economic and other surveys in the field of rural banking, agriculture and rural development.
• Provide technical, legal, financial, marketing and administrative assistance to any person engaged in agriculture and rural development activities;
• May provide consultancy services in the field of agriculture and rural development and other related matters in or outside India, on such terms and against such remuneration, as may be agreed upon;

In this context, the role of training in NABARD and the role played by it for capacity building in client institutions, partner agencies and other developmental agencies is important.

The Objective is Manpower Planning and Development, systems and review, and development, ie., conducting various studies such as O & M tools, deals with Staff Suggestion Scheme to fine tune the existing systems and procedures.  Provides system support for preparation / revision of book of instructions / manuals, etc

Capacity Building of NABARD staff
Capacity Building of Training Establishments
Capacity Building of officials of Client Institutions

Capacity Building of NABARD staff

For maintaining ‘Expert Staff’, the bank needs to provide continuous exposure to its officers and staff for upscaling their knowledge and skills in core areas. The Bank recruits expert staff from various technical and other disciplines creating a cadre of specialized officers. These officers were involved in formulating, appraising, monitoring and evaluating different agricultural projects implemented by different credit agencies. All the officers are imparted periodic training to upgrade their skills. Their placements and the regular job rotations helped in grooming them to take up assorted assignments, get involved in a variety of roles and functions including credit, developmental, promotional, supervisory and necessary support and information for decision making. The Bank also had access to their specialised skills which were utilised whenever needed.  The broad policies and strategies for training in NABARD is decided by the Training Advisory Committee (TAC) presided. The Training Policy for NABARD staff aims at maintaining a committed workforce with up-to-date knowledge, skills and attitudes not only to respond to changes but also to anticipate change and behave proactively. 

The broad aspects of the policy are:

• Providing training to all officers and staff, at periodical intervals.
• Training needs assessed every year in a participatory mode.  Training provided in emerging areas and
   areas of priority, as decided by the Bank.
• Training related to the placement, job description, role and managerial responsibilities.
• Training focused on both functional and behavioural science areas so as to build appropriate skills and foster positive problem solving attitudes and behaviours.
• Training focused on building specialisation and expertise in order to maintain the organisation's core competencies.
• Providing Induction training for new recruits soon after their appointment to orient them suitably to the organisational function as also organisational culture and to the officers promoted from clerical / non-clerical cadre to enable them to reorient themselves with increased responsibility and adaptability in conformity with their new role in the organization.
• Developing appropriate feedback mechanism on training at regular intervals for review and refinement of training.
• Setting up of Human and Institutional Development (HID) Cell to strengthen the HID interventions and to give focused attention on HID related activities so as to support and supplement HRDD / HID initiatives / efforts.

With a pursuit to excellence, NABARD has set up its own training establishments viz.,

National Bank Staff College, Lucknow

Set up in the year 1986 to cater to the training needs of officers of NABARD, based on the Study Group headed by Dr Kamla Chowdhry.  The College aims at upgrading knowledge and skills of officers to strengthen human resources in Bank and provide the necessary impetus for strong and vibrant cadre of officers.  Every year the College conducts about 500 programmes. The College has adopted ISO 9001 : 2000 certification based on Quality Management System w.e.f. 20 February 2006.
For more details please visit www.nbsc.in


National Bank Training Centre – Lucknow & Zonal Training Centre – Hyderabad

In addition to the above, we have staff-friendly schemes with a view to encourage our officers / staff in enriching their knowledge and enhancing their on the job performance.

 Scheme of incentive for acquiring professional qualification in India / abroad
 Staff Suggestion Scheme
 Scheme of Higher Studies

Having regard to the need to improve the skills, update the knowledge and inculcate the right attitude among the Group 'B' & 'C' staff, the Bank has started its efforts for imparting training to Group 'B' & 'C' staff through its Training Institutes viz., National Bank Training Centre (NBTC) at Lucknow and Zonal Training Centre (ZTC) at Hyderabad.  While ZTC serves the training needs of Group 'B' & 'C' staff of ROs in southern regions, HO, Maharashtra and Orissa the NBTC caters to the training needs of staff working in ROs of northern states, WB and States in North-East regions.

Keeping in view the objectives, various training programmes for Group 'B' & 'C' staff are introduced from time to time.  The following programmes of one week duration are at present being conducted for Group 'B' & 'C' staff :

Programme on Basic Accountancy and General Banking for Group 'B'.

Programme on PCD/IDD/DOS for Group 'B'.

Thrust Area Programme for Group 'B'.

Self Awareness Programme for Group 'B'.

Thrust Area Familiarization Programme for Group 'C' and also

Self Awareness Programme for Group 'C'.   

Apart from the above Programmes, Pre-promotional Training Programmes for Group 'B' staff in SC/ST category are also conducted.

Faculty Members for National Bank Training Centre – Lucknow

• Shri G.Chidambaranathan
  Assistant General Manager

• Shri Monomoy Mukherjee 
  Assistant General Manager             

Faculty Members for Zonal Training Centre – Hyderabad

• Shri P. N. Satya Prasad
  Assistant General Manager

• Shri G. Sairajan
  Assistant General Manager

Capacity building of training establishments and periodical development of the Faculty Members has been an area of priority as it impacts on the quality of the training delivery system. The competence of the faculty members, the quality of the physical infrastructure, the library facilities and the general ambience contribute positively in creating a conducive learning environment. For the purpose, FMs are provided

• Trainers training for all new faculty members to impart training on training methods, TNA, design of training, use of case studies and exercises, audio visual aids, adult learning principles, learning psychology, evaluation of training, marketing of training.

 • Participation in Exposure and Study Visits to gain insight into the developmental initiatives taken by other organisations in India and overseas

• Exchange of faculties in similarly placed institutions to gain broader exposure to training systems, methods, etc

NABARD has a responsibility of institution building of its client banks as per Section 38 (iii) of the NABARD Act, 1981. It states that, "National Bank may provide facilities for training, for dissemination of information and the promotion of research including the undertaking of studies, researches, techno-economic and other surveys in the field of rural banking, agriculture and rural development........". The main objective of NABARD's support to client institution training is to provide necessary skill to the personnel of RFIs and other agencies engaged in rural development for uninterrupted flow of rural credit for development of the area. The policy adopted by NABARD for training of personnel of client institutions are
- Providing direct training on the areas of importance to NABARD through its Training Establishments which cater to the training requirements of clientele ie.,


• Bankers Institute of Rural Development (BIRD)
• Regional Training College, Mangalore
• Regional Training College, Bolpur 

• Click here to know more about the Regional Training Colleges 

- Providing funding support to apex level training institutions to supplement their   effort in training of Rural Financial Institutions.

- Providing technical and financial assistance to the training institutions set up by   banks and providing training to trainers of such institutions.

 As part of institutional support, NABARD has been extending funding and technical support to the Junior Level Training Centres (JLTCs) of State Cooperative Agricultural and Rural Development Banks (SCARDBs) and Agriculture Cooperative Staff Training Institutes (ACSTIs) of the State Cooperative Banks (SCBs) since 1975 and 1995 respectively.  The system of providing financial assistance to ACSTIs and JLTCs was reviewed by Kalia Committee and based on the recommendations of the Committee, a scheme vi., Scheme of Financial Assistance to Cooperative Banks (SOFTCOB) was formulated and made applicable to the above two institutes and Integrated Training Institutes (ITIs).  Under the scheme, recurring expenditure of the training institutes are reimbursed at the prescribed rate, the details are as under :-

For further information on availability of the Scheme, please visit our Regional Offices.

Introduction

To provide an access and opportunity to students to study the core competencies of NABARD in rural development, especially multi-disciplinary projects, rural banking and institutional development etc., a  Scheme on Summer Placement has been introduced in NABARD.


Objective of the Scheme

The objective of the Scheme is to assign tasks/projects, useful and relevant to NABARD, to talented students with good academic background. The scheme would also provide feedback with a fresh perspective through studies/projects undertaken by the students on themes of interest to NABARD.  Further, these studies are intended to help evolving novel ideas for new activities, products and services which could be considered for being taken up by NABARD. 


Other details

Sponsoring institutions would be Agricultural Universities, IIMs and Other Management Institutes e.g., IRMA, NIRD, VAMNICOM, SPJMR, IIPM etc., connected with academic, research and development activities in areas of agriculture, agribusiness rural development and allied activities.
Based on the bio data, eligible students would be shortlisted for interview. Selection of the students would be made after interview by a Committee.


Themes for studies

The themes shortlisted for the Summer Placement Scheme 2006-07  on the economic and agricultural issues of national importance and relevance to NABARD are as under:

Emerging challenges and role of PACS for ensuring financial inclusion.
Optimal farming systems and alternative income generation activities in dry land and moisture distress areas
Impact assessment of micro water harvesting structures i.e, percolation tanks, farm ponds, check dams etc., including those irrigation projects assisted under RIDF projects.

Linking of farmers with commodity future markets- present status and future strategies.

Alternatives for relief mechanisms and risk mitigation measures in agriculture.
Financing and development of marketing infrastructure and market information system.

Impact evaluation of rural godowns and cold storage schemes set up with GoI subsidy administered through NABARD.

Financial Benefits

The selected students will be paid a consolidated stipend of Rs.6,000/- per month during the entire period of the assignment.
Field visit allowance of Rs.350/- per day inclusive of all expenses towards lodging, boarding, local conveyance etc. during the actual period of field visit subject to a maximum of 30 days.
The travel expenses by AC III tier/Bus fare for joining at Regional office and for the field visit and return is to be reimbursed to the student on actual basis. Wherever AC III tier is not available, AC II tier may be permitted.
The monetary benefits such as stipend, field allowance could be released to the students on satisfactory completion of the projects.
The period of leave taken, if any, by the student during the study period should be excluded  for the purpose of computing the financial benefits under the Scheme.


Undertaking

The selected students will have to give an undertaking to NABARD to the effect that he/she will have no right/claim on the report submitted by him/her to the Bank after completion of the assignment except submission to his/her university/institute and the Bank shall be free to use the same in the manner considered appropriate by it.


Secrecy

The students shall also give a declaration that he/she will maintain complete secrecy and shall not use for any other purpose any information of confidential nature that might come to his/her knowledge during the period of assignment under the Scheme.