Staff Training Centre, SADB
(Accredited Centre of BIRD, Lucknow, NABARD)
Cooperatives are the biggest consortium of manpower. In India , the legal recognition to the role of cooperatives were first recognized by an enactment introduced by way of passage of Cooperative Credit Societies Act, 1904. The Govt Policy about the Cooperatives became more comprehensive by an amendment in the act in the year 1912. Maclagaon Committee advocated in 1915 There should be one cooperative for every village and every village should be covered by the cooperatives. Thereafter, the cooperatives became a provincial state subject in the year 1919. The cooperatives remained a mass movement and this model will remain in existence till the existence of mankind.
The importance and sustainability of this model had been further strengthened by the role of network of training institutions not only in the country but throughout the globe starting from the International Cooperative Alliance at the top and replicating to the level of village level society in every country. On the similar lines almost every cooperative sector in India is covered through the network of training institutes. The Agricultural Development Banks (LDBs) across the country are providing training to its employees through the training centres under the aegis (JLTCs) in the country. These training centres are getting reimbursements from National Bank for Agriculture and Rural Development (NABARD) under its SOFTCOB norms (policy).
The training centre of the bank is the first among the training institutes of the long term credit structure to get accreditation from BIRD, Lucknow (NABARD) under the C-PEC programme launched by NABARD in collaboration with GTZ Germany. All the programme under this accreditation norms are required to be conducted in a structured manner. The objectives of the. training programmes are enabling and very encouraging for the employees as these are conducted after doing proper TNA Analysis. Training is a ever growing mechanism to develop the manpower and it plays a role of game changer in the world of ever changing Business strategies.
In view of the Operational Manual put in place by NABARD, the training centre has followed these steps to redefine its activities :-
- Training Need Assessment was carried out.
- Training of Faculty under CTFC courses.
- Implement best training methods like Role Play, Game Theory.
- Implementation of the HRD Policy in the bank.
- Infrastructure up-gradation on continuous basis.
The training centre is well equipped with two air- conditioned lecture halls accommodating more than 30 participants each.
The training centre is working on to develop a Employee Roster containing the details of employees qualification wise, age wise so that the training strategy keeping in view the past record of training to each and every employee could be scientifically worked out. A Syllabus committee of the training cell having eminent experts help in devising the course calendar every year. Training is a ever changing field which require deep thought process in view of the psychology of the employees. Given the constraints of infrastructure and the environment certain best efforts are being made to uplift the status of training on continuous basis.
Status Report of trainings
|Year||Total No. of Programmes held||Total No. of Participants trained||No. of Programmes held at STC Centre||No. of Programmes held at RICM||No. of Programmes held at PICT|
|2016-17 (Upto 15/10/2016)||25||340||22||01||02|