Sample Trainining Plan for Özcan Bank A.Ş

1. Final Project
For
49D Course
Submitted by
Orhan Özcan
2006101117
04/06/2011

2. TRAINING
ACTION
PLAN
Proposal for the Özcan Bank A.Ş
06,2011

3. Training Plan Authorization
Memorandum
Training Plan for the Özcan Bank A.Ş. has been carefully assesed by Orhan Özcan – Director of Training
Consultants.This document has been completed in accordance with training opportunities that meet the
needs of members, their skills, knowledge, and competencies by considering the requirements of the
organization.
MANAGEMENT CERTIFICATION - Please check the appropriate statement.
______ The document is accepted.
______ The document is accepted pending the changes noted.
______ The document is not accepted.
We fully accept the changes as needed improvements and authorize initiation of work to proceed. Based
on our authority and judgment, the continued operation of this system is authorized.
_______________________________ _____________________
NAME DATE
Project Leader
_______________________________ _____________________
NAME DATE
Operations Division Director
_______________________________ _____________________
NAME DATE
Program Area/Sponsor Representative
_______________________________ _____________________
NAME DATE
Program Area/Sponsor Director

4. Özcan Bank A.Ş
Training Plan
TRAINING PLAN
TABLE OF CONTENTS
Page #
1.0 GENERAL INFORMATION ......................................................Hata! Yer işareti tanımlanmamış.
1.1 Company Profile.................................................................Hata! Yer işareti tanımlanmamış.
1.2 Introduction ............................................................................................................................2-1
1.3 Purpose & Scope ....................................................................................................................2-1
2.0 THEORIES ..................................................................................Hata! Yer işareti tanımlanmamış.
2.1 Theories of Learning ..........................................................Hata! Yer işareti tanımlanmamış.
3.0 LEARNING APPROACH...........................................................Hata! Yer işareti tanımlanmamış.
3.1 Roles and Responsibilities......................................................................................................2-1
3.2 Techniques and Tools.............................................................................................................2-1
3.3 Training Plan......................................................................Hata! Yer işareti tanımlanmamış.
4.0 EVALUATION................................................................................................................................2-4
4.1 Metrics................................................................................Hata! Yer işareti tanımlanmamış.

5. Özcan Bank A.Ş
Training Plan
1.1. COMPANY PROFILE
COMPANY NAME: Özcan Bank (OZBANK)
Özcan Bank focuses on trade finance and investment in Turkey. The bank's offerings include
trade and commodity finance, lending to small and midsized businesses, treasury
management, and financial services (including banking and asset management ).OZBANK has
100 branches in Turkey and half of them are located in three big cities İstanbul, Ankara, İzmir.
INDUSTRY & NATURE OF BUSINESS: Financials & Banking
LEGAL STATUS: Corporation
OWNERSHIP: Public
FINANCIALS:
 SALES: $127.4M (One year growth: 11.4%)
 NET INCOME: $9.9M (Income growth: 11.3%)
 ASSETS: $1,982M
 RANKING / INDEXES: None
 EXCHANGES: None
EMPLOYEES: 108+ in June 2011 (2.4% Annual Growth)
FACILITY SIZE: 15,700 SqFt.
WEBSITE: http://www.ozbank.com.tr
KEY PEOPLE:
 Head, Operations,İstanbul Branch
Name: Mehmet Turk
Phone: +90 (212) 777 45 45
Email: mehmet.turk@ozbank.com.tr
 Manager, Operations,Ankara Branch
Name: Selda Can
Phone: +90 (312) 777 45 45
Email: selda.can@ozbank.com.tr
COMPANY ADDRESS:
Headquarter : Ozcan Bank Corporation House, 1-5 Gayrettepe, Sisli,İstanbul
Phone: +90 212 444 45 45
Fax : +90 212 444 45 00
MISSION
“Helping our Clients achieve economic success
and financial security;
Creating a place where our Employees can
learn, grow and be fulfilled in their work;
Making the Communities in which we work
better places to be"
VISION
“to be recognized as the one in banking sector”

6. Özcan Bank A.Ş
Training Plan
1.2. INTRODUCTION
Employee learning and development plans has gained greater importance in business and took
place as an essential part of enhancing the workplace environment.
When it is considered from the point of employee view, Training enhances a worker level of
skills. It provides sense of satisfaction, which is an intrinsic motivator. For employees to prosper
and grow they need to be motivated and encouraged to reach their full potential and to
understand her role within the workplace environment. Training increases an employer
commitment to their job and their organization. Better understanding of jobs reduces accidents.
When the organizational benefits are analyzed, that can be said that training provides skills
inside the organization which reduces overall cost of an organization's operations. Quality is one
of the key features required for survival of an organization in long term. Total Quality
Management (TQM) and other quality management techniques require staff training as an
important requisite for its successful implementation.In addition, high employee turnover may
be a serious threat to an organization existence, major benefit of training is that it reduces staff
turnover and help an organization to retain its staff. Better training can provide an organization
competitive advantage over others in industry.
Not only training is beneficial for employee and the organization but also customers. Customer
satisfaction increases repeat business, which is a key to success. By training employees for
promoting good customer relations will increase customer satisfaction and quality of service.
1.3. PURPOSE & SCOPE
The purpose of this project is providing organizational learning for Özcan Bank A.Ş to
increase employee skill level,customer satisfaction and quality of service.
This document covers what Özcan Bank A.Ş should do to build a training program. The scope
includes all of the users in the organisation from employees to managers.

7. Özcan Bank A.Ş
Training Plan
2.1 THEORIES OF LEARNING
We know that people characteristics are different,they come from different educational and
experiential backgrounds, so they learn diferently.For this reason, in my point of view, I
approach to the learning theories those are explained below as an Utilitarian perspective
(Greatest good for the greatest number). We should utilize aspects from different theories to
ensure that the greatest numbers of learners are given the opportunity to learn in their most
effective way.Thus, a best training program will have been developed.
Social Learning Theory states that people learn best by interacting with and observing
others. Training programs which implement this theory would provide numerous opportunities
for learners to observe and imitate the behavior of a skilled professional. This skilled
professional, also called a model, provides positive reinforcements for successfully imitating a
desired behavior, which elicits the learner to continue performing well throughout the training
and while on the job.
Experiential Learning Theory, which is also very similar to the
Theory of Constructivism. These two theories state that individuals
learn best when training material is presented in the context in which it
is to be used. In order for learners to retain new information, it must
be continually associated with other information or experiences to
which they can easily relate. Therefore, experiential and constructivism
training methods often include the use of on-the-job training, where
learners are taught new information in the context of their current
working environment.
The Cognitive Learning Theory states that people learn best through critical thinking,
reasoning, intuition, and perception. This theory suggests that training be delivered with the
intention of providing the learner with the insight and understanding necessary to apply the
information to real-world working environments. Furthermore, the Humanistic Learning Theory
states that people learn best when they have immediate control over their learning
environment, which suggests that facilitators should be utilized to provide guidance for the
adult learner while molding his or her own training environment. The Cognitive and Humanistic
theories are also commonly implemented together because they often go hand-in-hand.

8. Özcan Bank A.Ş
Training Plan Page 2-1
3.1 Roles and Responsibilities
Training Consultants : The role of the training consultants is to ensure the best use of
resources in responding to training needs for managers and employees.
Responsibilities include:
 Create and advice strategies to implement training priorities.
 Allocate resources for organisation training needs.
 Make recommendations for additional resources as needed.
 Report to Human Resources Department on results of training
evaluation.
 Oversee implementation of Training Plan.
 Develop training policies for use of standards, shared resources
and learning management.
 Collectively exercise stewardship and coordinate training resources across
Project Managers: Responsible for design, delivery or contract administration for training as
determined by the Training Consultans.
Responsibilities include:
 Design and/or delivery of training classes
 Project responsibility for management development
 Lead or participation in Learning Teams
 Responsible for coordinating shared delivery system/infrastructure
 Learning Management System—system administration, customer service
 Training Evaluation—gather data, analyze and develop reports for the Training
Consultants on training effectiveness and use these on evaluation processes.
 Distance learning
 Organize system administration, training presenters, tech support
 Video production
 Development of web-based training ( E-learning)
 Responsible for providing training resources for Human Resources.
 Responsible for responding to individual training requests from managers
IT Manager :
 Responsible for oversight of infrastructure and shared delivery system to assure
access, collaboration, maintenance.

9. Özcan Bank A.Ş
Training Plan Page 2-2
Human Resources :
 Responsible for employee and manager training service needs are met.
 HR is the connection between Learning Teams and Training Consultants for support
when it is needed.
 Responsible for identifying training needs for Management/Leadership and Diversity
Development.
 Responsible for scheduling training plan abd collaborating Learning groups for training.
 Responsible for assigning the online training resources to the related personel.
3.2 Techniques and Tools
The DMADV or other known name DFSS ("Design For Six Sigma") methodology,which is used
for projects aimed at creating new product or process designs, will be used in our training
system processes.
 Define design goals that are consistent with employee demands and the bank strategy.
 Measure and identify the employee/manager needs, skill levels.
 Analyze to develop and design alternatives, create a high-level design and evaluate design
capability to select the best design.
 Design details, optimize the design, and plan for design verification.Simulation programs
may be prepared.
 Verify the design, set up pilot runs, implement process and hand it over to the employees.
Classsrooms: will be useful as a training tool.Employees can learn complex computer software
programs easily by an Instructor .
Seminars : will be useful for training employees in specific skills, such as time management,
communication skills or other targeted skill sets.
Audio/Visual Materials : wil allow employees to develop their skills at their convenience.
Web Conferences : are useful for keeping up on industry trends and developments. If any
employees are unable to attend a desired Web conference, a recording or PowerPoint
presentation of the event can be acquired later.

10. Özcan Bank A.Ş
Training Plan Page 2-3
3.3 Training Plan
Training plans will be prepared annually considering the employee profile experience levels.The
needs are analyzed and scheduled for next year.An estimation schedule plan for training is
below.
In addition ad-hoc training plans can also be scheduled within the current year.When
employees request a training about software/hardware which will affect directly their work
performance, those requests will be sent to IT Management.If the user guides are not sufficent
then it is determined that a training should be given to employees. IT Management evaluates
the request priority and importance level and sends a proposal to Executive Managers. A
sample of proposal is below about the installment of Ms Outlook 2011 to computers.When it is
approved, the Human Resources Department and the employees those will be affected from the
change will be informed.

11. Özcan Bank A.Ş
Training Plan Page 2-4
2.0 EVALUATION
The most well-known and used model for evaluating the training programs was developed by
Donald Kirkpatrick in the late 1950s.Kirkpatrick’s model even keeps the importance in
business.For our training project, using this model also beneficial because it focuses on the
quality, efficiency and effectiveness.The basic structure of the model is shown below.
The four-levels of evaluation consist of (Kirkpatrick, 1994).
 Reaction - how the learners react to the learning process
 Learning - the extent to which the learners gain knowledge and skills
 Behavior - capability to perform the learned skills while on the job
 Results - includes such items as monetary, efficiency, moral, etc.

12. Özcan Bank A.Ş
Training Plan Page 2-5
Metrics that will be captured :
 Total employee :800
 Duration (estimated versus actual) :10 hours for each employee
 Number of attendees (estimated versus actual): 680 / 600
 Percent of total attended : 75%
 Percent of estimated attended : 85%