In the last two decades, employee relations in bank have marked by
frequent branch level work stoppages, adoption of restrictive practices,
union supremacy. Employee’s empathy, alienation and distrust between
management and unions, employees’ indiscipline, chaotic environment,
archaic, unfriendliness and in some cases hostility at the counters. Banks
require a process of transformation by bringing in transformation shifts in
the mind set, outlook and perspective of their employees with visionary
appeal. Employees require flexibility, horizontal networks, high trust
relationship, adaptability to change and uncertainty, innovation and
empowerment. In the present paper an attempt is made to understand the
perception level of employees toward training system in banks. For this
purpose various hypotheses considered and scores assigned depending
upon the perception level. In the field experience whatever we come across
tried to present here. For the purpose of confidentiality we are not mentioning
the names of the bank and branches visited during our study.