The bank uses this for encouraging new talent and attracting the best of students to its bank. This is beneficial because, when the student finished the training, the bank can simple ask if the student wants to get involved as a full time employee or may also adopt to select any other bank or organisation. In this program, the students get a real life training of working in a corporate culture and how would it be like for them when they finish their studies and join an organisation. The entire trend of human resource planning has shifting from a hardware subsystems, and outsourcing to intellectually based systems offerings which provides unexploited potential (Elliot and Torkko, 1996; Greco, 1997; Quinn and Hilmer, 1994)). This is opportunistic for the bank which can help in capitalising on the human knowledge capital which enters through these graduate programmes. The bank uses the graduate programme in a way which is conducive to the human resource planning element. Human resource planning is concerned with the proper and idealistic hiring and recruiting of employee according to their talent, knowledge, experience, and education along with proper filling of the required positions in the bank. The matching of finding a suitable employee to a position is important as it may affect the employee’s entire scope of work and job profile. This programme also helps the bank to consider the planning of the hiring numbers whenever it requires candidates in large numbers. In case it does not require a large number of candidates, the bank may simply halt the graduate programme for a while and resume again. Thus the graduate programme offers great opportunity to the student for gaining a first-hand experience in feeling the corporate culture and also equip them with the requisite knowledge of their desired field of banking. The programme also fulfils the banks human resource planning and maintains a healthy relation between its resignation and recruitment level.