Development of Human Resources
Chapter notes, video classes, MCQ practice tests and quick-revision one-liners for Advanced Bank Management — CAIIB.
One-liners from this chapter
Free sample — 8 of 65 rapid-fire Q&A cards.
What does the 'iceberg model' of competencies reveal about the visibility of different competency layers?
Knowledge and skills are visible above the waterline, while traits, motives, and self-image lie below the surface and are much harder to develop through training.
At how many levels is Training Needs Analysis (TNA) typically conducted in banks?
Three levels: organisational, task (job), and individual
Which components of competency are considered 'above the waterline' in the iceberg model?
Knowledge and skills are the visible, above-the-waterline components that can be more readily developed through conventional training interventions.
What does the organisational level of TNA primarily identify?
Strategic skill gaps aligned with the bank's business goals and future direction
Why are motives and traits considered difficult to develop through standard training programmes?
Motives and traits lie below the surface in the iceberg model and are deeply embedded in personality, making them resistant to change through typical training design.
What does the task level of TNA analyse?
The specific skills, knowledge and behaviours required to perform a particular job effectively
What is a competency-based HRD intervention in the context of public sector banking?
It is a structured HR development approach that identifies and builds the specific competencies — knowledge, skills, traits, motives, and self-image — required for effective job performance.
What does the individual level of TNA focus on?
Identifying performance gaps and training needs of specific employees
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