Training Methods for Bank Tellers

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In every banking institution, training of tellers is one of the most important activities in enhancing the success of organizations. For instance, bank tellers are the ones who handle cash. Any mess up in this area can cause big losses to an institution, a factor that can significantly affect its performance. Therefore, training of bank tellers is an important practice in every organization.

There are various methods through which bank tellers can be trained. However, these methods are different in terms of effectiveness and efficiency. Therefore, it is necessary to consider the most effective methods that will lead to optimal results while minimizing on training expenses.

Combination Of The Best Training Methods Recommended for BB & T’s bank tellers

As the nation’s top leading financial institutions in North Carolina, BB &T Corporation requires need to have effective training methods in order to maximize the services given to their customers in order to maintain customer loyalty while maximizing profits. However, the organization is currently experiencing a problem since its annual turnover rate for its bank tellers is extremely high.

This raises a question on the training methods that are currently applied in the organization. There are several methods that BB & T can use in training its employees in order to reduce the annual turnover rate.

Effective integration of the training methods plays a pivotal role in determining the outcome of the training process (Larbi-Apau and Moseley, 2003). Therefore, it is necessary to ensure that the methods applied yields optimal outcomes.

One of the training methods that can be recommendable for BB & T is the lecture method. Lecture is one of the presentation methods that have been applied by many organizations in the past. While training employees through the lecture method, the trainer communicates verbally to the learners the materials they are supposed to teach (Baker, 2007).

In order for the organization to achieve maximum results for its training objective, there is a need to combine the lecture training with the self learning process. Through the lectures, employees should be taught about the basic telling aspects and then be induced into a self-directed learning process.

Self-directed learning process is a learning method that places the learning responsibility to the learners (Hickman, 2011). In this case, employees will be more flexible in their learning process. However, the content of the learning is set and then the employees would cover this content in their own way and rate. There is however a need to have a trainer who will help in answering the questions.

Advantages of the Selected Methods

As already noted, it is necessary for every organization to choose the training methods that is feasible with its training goals. The methods proposed above are very important to the organization. They will significantly contribute to the success of the organization.

By using the lecture method in educating the members of staff, BB & T will be in a position to cover a lot of information or to pass the information to a great number of people (Noe, 2005). For instance, the organization has a total of 1500 financial centers and therefore employs a large number of employees.

By using the lecture method, the company will therefore be in a position to pass more information to a large group of its employees within a short time. The method is therefore cost effective and will help in maximizing the profits.

Self-directed learning process will also be important in training employees at BB & T. This method promotes employees flexibility. Employees will be free to learn at the content of the training at their own rate. Therefore, there will be no pressure on the employees in any way.

This method will therefore help BB & T to reduce the annual turnover rate for its employees. This will encourage employees as they will form their own learning goals (Noe, 2005).

Self-directed method does not require many training staff. BB & HT will therefore be in a position to reduce training expenses. This method also allows employs to access a wide variety of training sites (Aswathappa, 2005). As a result, employees will be in a position to learn diverse skills within a short period.

Through the self-directed method, an employee will play a major role in directing the learning process. In this case, there are very low chances of dissatisfaction. Therefore, this method will help BB 7 T in retaining its employees within the organization. This will enable the organization to retain skilled and talented employees within the organization

By combining both lectures and self-directed training, BB & T will therefore be able to realize its goals effectively. Through lectures, employees will be taught about the basic concepts in telling tasks. Then, employees will get a chance to undergo through a self-directed learning process.

An employee will be in a position to apply the aspects that has been learnt during lectures through the self directed learning process (Baker, 2007). By so doing, the organization will manage to create a high performing workforce and retain its employees at the same time.

Reference List

Aswathappa, K. (2005). Human Resource and Personnel Management. New Delhi: Tata McGraw-Hill Education.

Baker, H. (2007). Employee Training. New York: Global Media.

Hickman, S. (2011). Training to Be a Bank Teller. Web.

Larbi-Apau, J.A., and Moseley, J.L. (2003). Communication in Performance-Based Training and Instruction: From Design to Practice. Performance Improvement, Vol. 48, no. 9.

Noe, R. A. (2005). Employee Training and Development, 5th Edition. New York: McGraw Hill.

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Training Methods for Bank Tellers

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