In the last decade, the human resource management practices within work organizations have been introduced in order to secure key business advantages in the face of increasingly global, competitive and turbulent environments. As the third step in people management practices, training is considered crucial in equipping employees to keep pace with the need for new skills and abilities in response to changing business demands. The Lebanese banking sector, in particular, is undergoing structural changes in its adaptation to the contemporary currents of globalization. Thus, human resource departments and training centers were coined to absorb this transformation.
This paper is an empirical research carried out in the banking industry in order to study training, the methods of implementation, application and evaluation. It attempts to provide insights about the effectiveness of training on tellers’ skills and performance in Credit Libanais Bank. It also tries to highlight some training input factors that have a direct effect on the transfer of the training content to the daily job. For that purpose, a list of important tools for training and the factors affecting its process were derived from the literature and mirrored in an interview of 31 open-ended questions as well as a questionnaire of 33 close-ended questions. Data was collected from 69 tellers at Credit Libanais Bank representing about 49% of the whole population. Then, it was analyzed quantitatively using descriptive statistics and Spearman correlations.
The findings show that training leads to a better performance, a better relationship with customers, and enhanced skills of tellers. The well designed need assessment, the relevancy of the training programs adopted and the support of branch managers wer ...