This report will look at a training program undertaken by a bank called HSBC Bank Malaysia Berhad. The report will focus on the training provided to new hires for the new branches. Furthermore, the report will critically evaluate the training cycle of the training intervention at [HSBC]. Furthermore, it will provide several recommendations to improve the intervention. This is my personal experience as a personal banker of HSBC Bank Malaysia Berhad. The HSBC Bank Malaysia Berhad training program is designed to run for 2 months. The first month included 8-hour classroom sessions involving 30 employees on branch operations, product knowledge, sales, systems training, compliance, legal and regulatory as a banker. Within the 1-month period, all employees were required to complete approximately 60 e-learning modules (products, systems, compliance) and pass all tests in the modules. All trainers were required to have at least 10 years of experience working in the branch. After a month, the second phase begins, this phase involves the employees having been assigned to the mentoring program in the pioneer branches. We were paired with senior staff in the same position for a period of one-on-one mentoring on how to do the desired job. We were required to observe and learn from them for 3 weeks in the real working environment. In addition to observing all tasks, we also gained “hands-on” experience with assigning progressively more responsibility during attachment, receiving constant feedback until the desired level of performance was achieved. In the final stage, real work experience was provided, we were asked to take over the branch for 1 week without guidance from senior employees. This was the phase that required us to carry out...... middle of paper ......y enhancing the skills and competences of the employees. However, very few organizations have used quantitative methods to evaluate the effectiveness of training and measure its impact on productivity. These problems will prevent training from having a positive impact on productivity (Eliophotou Menon, 2013). Providing development training, particularly for new employees, will impact regulatory bodies relating to the banking sector, including at the national level (e.g. Bank Negara Malaysia [BNM]) and internationally (e.g. anti-money laundering [AMLA], the United Nations Security Council sanctions lists [UNSCSL]). Employees will be aware of complying with the rules, regulations and obligations of a bank and this can minimize the problem of money laundering, security breaches and bank secrecy both nationally and internationally.