The Commercial Bank of Ceylon invests heavily in training and developing its employees. It spends over Rs. 39 million annually on training programs. This has led to several positive organizational outcomes, including increased employee satisfaction, higher staff retention rates, and a stronger employer brand. The bank's focus on nurturing its human capital through learning and skills development has been crucial to its success.

2. Background of the Organization………………………………06

3. History……………………………………………………..06

4. Achievements……………………………………………....07

5. Objectives of the Organization………………………………...08

6. Vision……………………………………………………...08

7. Mission…………………………………………………….08

8. Great Aspiration…………………………………………...08

9. Services provided by the Bank………………………………...08

10. Organization Structure………………………………………...09

11. Objectives of the study………………………………………………….…10

12. Review of Literature…………………………………………………….…11

13. Training and Development in HRM context…………………...11

14. Training cycle…………………………………………………..12

15. Stages of Training Cycle…………………………………..........13

16. Typical Reasons for Employee Training and Development……14

17. Typical Topics of Employee Training……………………..........15

18. Types of Learning…………………………………………….16

19. Barriers to Learning…………………………………………..16

20. General Benefits from Employee Training and Development..17

21. Analysis………………………………………………………………….18

22. Methodology…………………………………………………18

23. Analysis………………………………………………………19

24. New Performance Management System (PMS)………….20

25. Staff Development Centre (SDC)………………………...20

26. Knowledge Acquisition ………………………………….23

27. Knowledge Enhancement………………………………...23

28. The in-house training plan………………………………..24

29. Key Issues………………………………………………………………..27

30. Increase of the Value of Human Resource………………………27

31. Employee Satisfaction Survey ………………………………….28

32. Staff Retention ………………………………………………….29

33. The Bank’s Image among Prospective Employees……………...29

34. Indicators to Prove the Successfulness of the Bank’s HR…….....30

35. Recommendations………………………………………………………..31

36. Bibliography……………………………………………………………...32

39. No1.Company in Sri Lanka for the 10th consecutive year in 2008( Global Financial Awards)

40. Fitch ratings AA+ in 2008(Fitch ratings Lanka)

41. The Award for business excellence in 2008 ( the National business Awards Ceremony)

42. The Best Annual Report of the year in 2007 ( the Institute of chartered Accountants of Sri Lanka)

43. National Best Quality Software Awards in 2006 ( the British Computer Society)

44. HR Gold Award in 2008 ( the Association of HR Professionals)

45. Overall Winner of the National HRM Award in 2002 ( the Institute of Personal management , Sri Lanka)

46. Objectives of the Bank

47. Mission

48. “Redefining convenience in financial services”.

50. Loans management

51. Assets & liability management

52. Operation management

53. Risk management

54. Data management

55. Deposit management

56. Financial management

57. Marketing management

58. Cooperate planning & budgeting

60. Education

62. Occupational level : considering a particular division or task

64. Outdoors: This type of learning is widely used in programs where the practical knowledge is essential. For instance armed forces. The trainer can make the learning environment better by shifting the class to a suitable place, since there is no particular place to study.

65. Computer-assisted learning: The trainer does not actively partake in the process. The process is based on a predetermined program and accordingly, the learner lack the opportunity to innovate new ideas etc.

67. Barriers attributable to the trainer: inappropriate content, wrong techniques, defective communication, lack of innovation

69. Increase of the innovation in strategies and products

70. Reduction of employee turnover

71. Retention of current employees

72. Enhancing company image

74. examining the relevant statistics of the Bank

76. Train the Trainer Program

77. Outbound training activity

78. Credit Program

79. Regional Training Program- Galle & Central Training Center

80. Jaffna Regional Development Program

82. Designing and developing programs

83. Managing and conducting training on areas of technical skills & soft skills

84. Facilitating the management of overseas training

85. Organizing the internal quiz competitions

86. Publication of the official bank newsletter-"COM PULSE"

87. Knowledge management initiatives

89. Annual Report of the Commercial Bank of Ceylon PCL,2007

90. Ruchira Paranavithana, “Employee Training and Development”

91. http://www.personneltoday.com

92. http://managementhelp.org

93. http://www.combank.lk

94. http://www.businessdictionary.com

95. http://en.wikipedia.org