Southeast University

Assignment On
Training and development of Walton (Bangladesh) and Bajaj electronics(India)

Course Title: Human resource Management

Course Code: MGT 3125
Sec : 02
Sumitted To
S.M Raihan Uddin
Lecturer
Southeast Business School
Submitted By

Name: Ashikur Rahman

Id : 2017210000102

Date Of Submission :13/01/2021

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Training and development of Walton hi-tech industries: Bangladesh

For the following trials the applicant must successfully complete the preliminary interview:

Written skills: This test involves; written capacity, general knowledge, capability of reading and
aptitude test, arithmetic and quality assurance of leadership. The responsibility of taking this
test lies on the recruitment personnel and concerned HOD.

Communication Skills (where required): This test involves; group discussion and speaking skills.
This test is taken by the recruitment personnel and the concerned dept. representative.

Skills of Technical Proficiency (where required): this test involves; the problem fixing of live
issues, maintenance and checkup tests. This test is taken by the IT personnel, Admin Manager
and Head of Operations.

Computer Skill Test: This part involves the computer knowledge test. Mainly the test program
is using ability of Microsoft Office Package. Sometimes it includes advanced application levels
like excel functions, graphing tools etc. this test is taken by Recruitment Personnel and
Concerned dept.

The training department will recheck the evaluation done in the preliminary panel and then
decide independently. The Company application form shall include detailed comments made by
the department of the interview.

Development: To improve the organization, company involving more employees. Without

employee involvement, it is difficult to ensure employee satisfaction. HR leaders can develop
and implement engagement and management strategies that not only address the present
perception, but also the past and future expectations of employees. To evaluate their
employees, WALTON GROUP uses peer assessment. When employees work as a team, it gets
back to each other as they think about each other. Then Identify who thinks of them is very
easy. It can thus create the organization's corporate politics. I believe that the 360 degree
evaluation system should be followed. The company is following the system of work training on
the job. To require post graduation, they can make new promotion criteria. That's how the
need for further studies will feel to the employee. As HR activities are not being properly used
in Bangladesh, being an outstanding company WALTON should use the HR policy as an
example. It is necessary to use the new and updated HR tools here. The system of rewards
needs to be organized more. More steps should be taken for the employee turnover deals. It is
necessary to structure the workforce.

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Bajaj Electronics Training and development Initiatives: India
 
Training:
All employees of Bajaj Electricals undergo various training and development programs. The
initiatives are aimed at continuously up skilling its talent pool through various internal and
external training programmers, as per the training needs captured through the Performance
Management System. New employees undergo a detailed orientation program called
Anugam, which aims at providing insights into each business unit and support functions.
They also participate in induction program along with a Buddy Program which allows new
recruits to deliver to the best of their abilities within a short period of time. For the existing
employees, the Company conducts functional and behavioral training programs to increase
their skills and knowledge. Further, the Company through its signature ‘Pygmalion Program,
continues to identify employees with high potential and grooms them through focused
learning interventions to make them ready for future leadership roles, thus ensuring a
steady talent pipeline within the organization.

Development:
Rewards and Recognition: Annual performance evaluations also ensure differentiation of
talent based on achievements. High-performing employees are rewarded with higher
market-based merit pay and deserving candidates are also promoted to positions of higher
responsibilities.
 
Employee engagement initiatives: The HR department has institutionalized different
platforms like International Town hall and Catch-Up with Anuj, where the top management
of the Company shares business outlook and plans for the future and also interacts directly
with employees across the globe by answering their queries.
 
Employee Engagement Survey: The Company conducts an annual Employee Engagement
Survey which gives employees an opportunity to voice their opinions on different
parameters. The management also uses its internal communication portal, Hi-Liters, to share
business updates and other important developments with its employees continuously.
 
Employee Health & Safety: Employee well-being has been another area of focus for the
Company. To ensure that its people stay healthy and engaged, perform well and thrive in
their professional and personal lives, the Company has carried out several awareness
programs for its employees across regions and at various times of the year.
 

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Development (Cont.)

The current work environment is fast paced, demanding and constantly evolving. Learning and
development, often referred to as ‘training and development’, forms an integral part of an
organization’s talent management strategy. Learning and development is designed to align
group and individual goals and performance with the organization’s overall vision and
aspirations. At BEL, we provide opportunities to our employees to hone their skills to face crisis
and challenging situations.

Anugam: A detailed Corporate Induction for every new member joining the Bajaj family. A
platform to understand various businesses operating under BEL and to interact with the
leadership management team of our organization.

Sukarak: Sukarak is a collaborative intervention for our employees to gain practical experience

in facilitating and delivering high impact learning sessions.

DFMEA: Termed as ‘Design Failure Mode and Effects Analysis (DFMEA)’, this training is
extended specifically in association with the industry experts for our Quality Assurance,
Research & Development employees to understand the practical applications.

PMP: Recognized and demanded by organizations worldwide, the PMP certifies your

competence to perform in the role of a project manager, leading and directing projects and
teams. We feel proud to have few of our employees qualified as ‘Project Management
Professionals’ through the PMP Certification initiative.

Pygmalion: A continued learning intervention designed for hi- a potential employee which
entails series of assessments followed by customized learning methods.