Banks have moved from brick and mortar to click banking, people moved from cave-man to space-man, technology moved from green-revolution to gene-revolution; the needs, aspirations and demands of the customers are also ever increasing, banks are operating as commercial super bazaars providing wide array of services under single roof. In an ever changing and fast paced banking sector learning and development is an indispensable function. It aids in organizational development and gets more effective decision making and problem solving. It helps in understanding and carrying out bank policies. Learning and development strategy provides an environment in which employees are encouraged to become skilled and build up their knowledge and aimed to support the attainment of organizational goals by promoting human capital advantage. It is the challenge for bank to make sure that they have the capability to search, absorb, compensate and maintain talented individuals they need. According to Khandelwal committee report, challenges before banks are to build capabilities for the future through improvement in quality of human resource, managers and leadership. Manage and develop human resource properly in a rapidly changing and competitive environment, decrease attrition rate, create and retain skilled human resource are some problems in a bank. Present study motivated to analyze the learning and development strategy of public and private banks in Latur district. By and large the learning and development strategies of public and private banks found different; with respect to effectiveness of training, sufficient investment in training, needs assessment, benefits, and minimization of faults in daily work.
Learning and Development Strategy, Training & Development, Human resource development, Public and private banks
