Human Resource Management (ALD-3101)

Term Paper on
6/15/2020 “Training Need Assessment (TNA)
process of RMG Industry of
Bangladesh”

Submitted to
Dr Nazrul Islam
Professor

Submitted by,
Group members are
1. Md. Tauhedul Emon 18221003
2. Sarbia Binta Lutful 18221007
3. Md. Mohaiminul Islam 18221027
4. Enara Jahan Nitun 18221051
5. Marfi Jahan Oyshee 18221065

Section – A
Department of Finance and Banking
Session -2017-18

BANGLADESH UNIVERSITY
OF PROFESSIONALS
1|Page

Letter of Transmittal

15th Jun , 2020

Dr. Nazrul Islam
Adjunct Faculty
Faculty of Business Studies,
Bangladesh University of Professionals.
Subject: Submission of the term paper on “Training Need Assessment (TNA) process of RMG
Industry of Bangladesh”
Sir,
With due respect we are reporting you the term paper you assigned us on the topic “Training
Need Assessment (TNA) process of RMG Industry of Bangladesh” for the course Human
Resource Management (ALD-3101). We have tried our best to do the research properly
considering every trifle thing you advised and make the report in a fascinating way in this
pandemic corona situation.
we, therefore, eagerly believe that this term paper will meet your specification and contentment.
Sincerely,
Group members are
1. Tawheedul Emon 18221003
2. Sarbia Binta Lutful 18221007
3. Md. Mohaiminul Islam 18221027
4. Enara Jahan Nitun 18221051
5. Marfi Jahan Oyshee 18221065
Section: A
Department of Business Administration in Finance and Banking 3
2|Page

Acknowledgement

First of all, we would like to thank the almighty Allah for whose kindness we have managed
successfully to complete the term paper properly and thoroughly with a sound health.
Then, I would like to give the credit to our course teacher Dr Nazrul Islam. Without his proper
guidance and techniques, it would be tough for me to complete the term paper in a proper way on
time. We are also thanking him for assigning us the topic. Actually, this ensured our dexterity
enough regarding this area, that in real case scenario, how the whole system operates.
Finally, we would like to thank our friends, seniors and different online sources. Without helping
of them, it was pretty tough to create the pattern and accumulate important information in to term
paper.

Thanks to all of you

3|Page

“Training Need Assessment (TNA) process of RMG Industry of Bangladesh”

Introduction:
Training Needs Assessment or “training needs analysis”, is the method of
determining if a training need exists and if it does, what training is required to
fill the gap. The results of training needs analysis will highlight the subject
matter needed to be covered during the training course. The knowledge and
skills gained during the training will increase abilities and allow participants to
perform their jobs at an acceptable level. The needs assessment can be quite
simple and obvious. For example, when a new information system is introduced,
it is assumed that no one has the knowledge to operate it – and the training need
is noted. However, if the organization was switching systems, the need may not
be so obvious. By conducting training needs analysis, we can target the group
that needs to be trained as well as hone in on exactly what training is required.

The purpose of conducting a needs assessment is to prevent a quick fix approach

to business problems. A TNA done correctly ensures the solution addresses the
real issues and effectively focuses the appropriate resources, time and effort
toward targeted solutions.

RMG Industry of Bangladesh:

Bangladesh, the southern Asian country has a population of approximately 164

million people. The economy of Bangladesh is significantly dependent on
agriculture. But it’s a great news for the country that, garments sector (RMG) sector
of Bangladesh has raised as the biggest earner of foreign currency. This sector
creates about 4.2 million employment opportunities and contributes significantly to
the GDP. Readymade garments (RMG) of Bangladesh is powered by young,
urbanizing, workers, where most of them are women.

Quota system was a great blessing for establishing our garments industry. But while
quota system was approaching to an end in 2004, there’s so many got upset about
the RMG sector of Bangladesh. Though in the latter it can’t be affected here as the
experts were seemed. In RMG sector of Bangladesh, there are more than 5000
garment factories (private statistics) at the current time, employing more than 12
lack labors, where 85% of the labor force is women. But, according to BGMEA the
number of garment factories in Bangladesh around 4000. Now, RMG industry is the
country’s largest export earner with the value of over $24.49billion of exports in the
last financial year. It’s a great news for us that, Bangladesh is clearly ahead from
other South Asian suppliers in terms of capacity of the readymade garments
industry. Though, there are various types of garments are manufactured in
Bangladesh, but all the readymade garments are classified into two broad categories,
4|Page

where one is woven products and another one is knitted products. Woven products
include Shirts, Pants and Trousers. On the other hand, knitted product includes T-
Shirts, Polo Shirts, Undergarments, Socks, Stockings and Sweaters. Woven
garments still dominate the export earnings of the country. Day by day knitted items
production is increasing in considerable rate and now about 40% export earnings
have achieved from knitted products.

The role RMG sector in Bangladesh economy is remarkable. It’s seen that, from the
last decade, RMG sector contributes to the national economy in considerable rate.
About 76% of total export earnings come from RMG sector. From a statistics it’s
known that, in FY 2003-04 RMG sector of Bangladesh earned US$ 5,686.06
million, in FY 2004-05 the value was US$ 6,417.67.67 million, in FY 2005-06 the
value was US$ 7900.80 million, in FY 2006-07 the value was US$ 9,211.23 million,
in FY 2007-08 the value was US$ 10,699.80 million, in FY 2008-09 the value was
US$ 12.35 billion and finally in FY 2013-14 the value stands at $24.49billion.

RMG sector of Bangladesh has some key factors which inspired for steady growth
of this sector. Though it’s a matter of great surprising for so many that how RMG
sector of Bangladesh continues to show its robust performance in the world.

In this report, we will discuss the importance and process of Training Need
Assessment in Readymade Garments industry of Bangladesh and some necessary
steps of improving this sector recommended by some by some researchers.

Literature Review:

with increasing expenditures on

with increasing expenditures on training, yet scarce resources, comes a greater need to evaluate
the success or failure of training programs. Therefore, the purpose of training need assessment is
to add value to an organization. Hence, evaluation measures the progress in achieving this goal
by purposefully

improving training programs

and measuring their worth”.
There are at least 15 techniques used in assessing training needs of all organization. The
techniques are- task/job assessment, informal feedback, job description, performance appraisal
assessment, assessment center, written test, technical panel/training committee, expert
opinion/agency, group problem assessment, interviews customers/employees, surveys, open-
ended questionnaire, menu survey/prospectus management audit and individual plan. The
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maximum used technique is the management audit which indicates that management forecasting
based on intuitive knowledge is mainly used to assess the training needs in organizations. Time
management, project management, managing organization, improving service quality,
leadership, managing budget and professional training environment will be very beneficial for
the organization. (Shahin, Javed and Nazrul, 2018)
Most of the illiterate women workers employed in garments are unskilled. It takes long time to
properly learn the works and at the beginning of working their products often become lower in
quality. There are some other problems which are associated with this sector. Those are- lack of
marketing tactics, absence of easily on-hand middle management, a small number of
manufacturing methods, lack of training organizations for industrial workers, supervisors and
managers, autocratic approach of nearly all the investors, fewer process units for textiles and
garments, sluggish backward or forward blending procedure, incompetent ports, entry/exit
complicated and loading/unloading takes much time, time-consuming custom clearance etc. A
training institute needs to be established for the training and development of workers. Newly
appointed or inexperienced workers must be trained up and workers have to collect certificate
before getting appointment in a company. During the training period they will be paid a
minimum amount for living cost. This training center must be outside Dhaka. As a result,
Bangladesh can broaden its linkage in the global supply chain of RMG industry. (Syed, 2016)
87% of the mid-level manager expressed that most of the illiterate men and women workers in
garments are unskilled and so their products often become lower in quality. 30% worker can’t be
able to read and write their mother language. 35% complete their primary education. 25% of the
worker complete their secondary level and 10% of the worker complete their higher secondary
level. They told that they have to leave their education due to bear their living expenses and
family burden. Moreover 10% of the garments provide little training to its workers. The other
70% of the garments industry don’t have this facility. Even 80% of the workers whose
experience is more than 5 years don’t get any sort of training. So inefficiency must be common
phenomena for garments workers. (Masud, Raju, Msuma, 2016)

Supervisors of some RMG company suggested that: The employee’s salary structure should be
increased or based on market average. And the recruiting needs to be more efficient operator.
Capacity should be assessed before placing any orders. Target should be fixed rationally.
Production plan should be reviewed time to time. The yearly increment needs to be given more
than 10/ percent (Under the BEPZA all companies are bound to give 10/ percent yearly
increment). Production accessories should be supplied in time which sometimes made delay the
production. Favoritism should be avoided in all kind of production operation. Shipment date
6|Page

should be informed earlier to the supervisor so that they can plan accordingly. Also, HR/Admin
manager suggested that: Their salary structure should be increased or based on market average.
Need to be recruiting more efficient operator. Capacity should be assessed before placing any
orders. Target should be fixed rationally. Production plan should be reviewed time to time. The
yearly increment needs to be given more than 10/ percent (Under the BEPZA all companies are
bound to give 10/ percent yearly increment). Production accessories should be supplied in time
which sometimes made delay the production. Favoritism should be avoided in all kind of
production operation. Shipment date should be informed earlier to the supervisor so that they
can plan accordingly. (Shamsuddin and Mahbub, 2010)
Training development format should be friendly and flexible. HR department of the textile
companies should be diversified their training program rather than focusing on professional
trainings. There must be a clear relationship between training effectiveness and strategic goals of
the organization. The textile companies should update regularly their HRIS which is Human
resource Information system software. Approaches used to train employees should be selected
after careful consideration of trainees and organization needs. To motivate and encourage the
trainee, adequate allowance should be provided during the training period. Also, there must be a
healthy budget in order to ensure an effective training process. (Tuhin,2013)
TNA has appositive impact on employee’s performance. It’s positively related to employee’s
performance. Financial incentives to the employee enhance the employee’s performance.
Mobility of the employee is positively correlated with the employee’s performance. The other
factors that have an impact on employee’s performance are: Gender, Education, Mobility and
Reward. TNA should be conduct on regular basis. Intrinsic and Extrinsic reward should be
given to the employees. Excessive pressure of work should be avoided. (Tanvir, Saira and Arif ,
2018)
One of the basic goals of the Need Based Training program is to enhance individual’s skills. So,
the organization should focus further on these areas. Where the individuals skills are to be
enhanced as much as possible. In strategic management they only focus on quality and services
but they do not focus on Cost. In competitive advantages they should attain cost also. Without
knowing about the best practice model, they are following all the elements but not
simultaneously. If they were familiar to this, the model may be used more precisely. HR manager
should have a proper knowledge on HR practices. Garment industries should be more focused on
following all the elements of best practice equally as they have opportunity to use every bit of it.
After this research we got to know that they practice all the components but team work gets least
priority among all. Team work will bring more success than individual work. They can maintain
team under each department. They can go for executive search firms for top level position rather
than always relying on succession planning. Sometimes more skilled employees and fresh ideas
are required in top management who can make the right decision and knows more about human
resource management. This company uses overtime but doesn’t hire temporary employees at all.
This can be a pressure to employees in long run. Employees might start to get demotivated by the
extra pressure even if they get proper incentive. If they need to continue overtime for a longer
period of time, they might lose interest therefore sometimes temporary employees should be used
just to cover up target order. Garment industries can go for anonymous evaluation paper for
training which will be provided to all the trainees who will be selected to be provided with the
7|Page

training program. There, they will provide their own learning styles and methods which will help
them to catch all the new ideas and learning immediately on spot of the workshops or seminars.
The company should maintain the updated mentors or the most recent trainee to be the mentor of
the immediate upcoming batch so that the ideas and techniques are also updated and latest. The
same mentor or senior may give the monotonous and non-updated skills to the upcoming juniors.
Employee training techniques are: Classroom or Instructor Led Training, Interactive Training
techniques, Hands-on training techniques, Computer based training techniques and E-learning or
Online based training techniques. (Gayathri and Veena, 2017)
Employee’s training techniques that can be undertaken by a garments company are: Job skills
training, Safety tour and guidelines, Factory overview and tour, Job knowledge transfer and job
observations. Employee’s work status should be properly monitored before certification.
Behavior or attitude development training such as- Stress management can be included. To make
the training effective, familiar examples, terms and concepts should be provided. (Salman)
The training planning for an employee is developed by immediate superior. At the beginning of
the year superiors develop plans for their subordinates that what trainings are necessary
immediately and what trainings can be given later and then they pass their decision to the HR
department. Finally, after getting the requirements, the department goes for the necessary steps.
The need assessment is done to check whether the employees need the training or not. In the
need assessment there are three steps which make the design and delivery of training near about
perfect and the mistakes or bad outcomes from the training reduces a lot which on the other hand
saves a lot of cost of the organization. Three steps of need assessment are: Organizational
Analysis, Task Analysis and Individual analysis. In organizational level, the company prefers the
most suitable training which is related with the organization’s ultimate motive in example, the
main motive is to maximize the company’s labor productivity and that is why workers are
trained on how to increase the number of output by reducing the number of inputs. In task level,
the HR manager always focus specifically on which skills are demanded by the workers for
performing the particular jobs. It also takes care that how much involvement is there of the
worker of making mistakes in the work. According to that, it designs the training program by the
help of other experts both national and international so that the employees do not make those
mistakes while performing their assigned jobs. In individual level, company emphasizes on the
learning style of the workers because what is good to someone may not be preferable to the
other. Everyone cannot go maintaining the same pace. Due to this they divide the group of
workers into categories and provide training styles according to the category needs. It is costly
and simultaneously time consuming but the outcome is larger enough compared to the average
cost. (Jannat 2016)
Benefits of training programs do not necessarily have to be monetary but can include enhanced
standard of living and increased consumption levels. For example, results from the Gender
Promotion in Garment Sector through Skills Development program suggest more than 80 percent
of operators now enjoy an improved standard of living. A total of 88 percent of participants feel
that they have a better standard of living after the training compared to before. This is due to
increased consumption: the average monthly expenditure for participant migrants is Tk. 3086.66
compared to Tk. 2609.29 for non-participant migrants. (Chris, 2016)
8|Page

Implementing a Competency-Based Training System for RMG sector requires two key elements:
trainers who are at least qualified as per Competency-Based Training and Assessment; and
registration and accreditation of training organizations as Registered Training Organizations with
the Bangladesh Technical Education Board, the statutory authority for quality assurance and
certification for Technical and Vocational Education and Training. The development of these
competency standards is also a major legacy of the Centre of Excellence project. They will help
ensure a steady supply of workers who meet the needs of the industry and will be built upon
further to help strengthen the foundations of the RMG sector. (International Labor
Organization,2017)
Providing employment and recognition letter to all workers will be a good solution. Companies
educe discrimination in case of salary payment. According to CPD Report garments owner have
earned 8.5% profit but paid workers only 1.5% which is beyond discrimination. Company should
pay salary to all employees within the first week of the next month. Company should provide
training facilities for all employees. Companies need to employ worker according to Bangladesh
Labor Law 2006. No duty should occur more than 8 hours because labor movement had been
going since1886 for 8- hour day. Companies have to ensure minimum wages that must be
adjusted with inflation, and increasing economic condition. Minimum wages should be taka at
least taka 5000. They also need to ensure safety and security of workplace. Company should
provide transportation facilities for all employees. The worker should be more conscious about
their rights and also the owner must fulfill and respect the employee’s right and choice. All RMG
industries must follow BGMEA & Government rules and regulation that is updated time to time.
(Sabbir, 2015)
Multi-Level approach that should be taken by garments companies are based on Work
place/factory level, Industrial sector and national level. The process of TNA is: Engage workers
organization from the beginning in every stage of policy development and program
implementation. Awareness in factory level on OSH as part of organizing workers to be part of
OSH Committee. Reaching out- Prepare Core of Trainers (30 Core of Master Trainers) with the
obligation to organize 3 training with target audience of 30 participants per program. This would
be creating 2,700 workers in 6 months. Developing materials with local context adaptation to be
used in different time frames and circumstances. (Tauvik,2014)
Large number of workers in the factories makes dissemination of knowledge a challenge: The
factories employ large number of workers. A typical mid-sized factory unit has around 2000
workers of whom roughly 1500 are female. Since all these workers cannot be brought out of the
factory for training at the same time, NGOs and factories developed the peer training and master
training model. This model assumes that the peers or master trainers will train other workers and
over time all the workers will receive the message. The model does not address the issue of the
peer trainers migrating to other factories and the strategy to reach out to new workers who are
joining the factories on a continuous basis. Sustainable solutions require capacities- human
infrastructural, technical; that could sustain the service provision on SRHR. Since the
investments have not been channeled for long term capacity building needs of the buyers,
factories and the service providers, each of these entities lack critical gaps in their capacities
which restrict sustainable provision of SRHR for the female workers in the RMG value chain.
(SNV, 2014)
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The processes of Training Needs Assessment can be divided into five steps: i) identify problem
and needs (After identifying problems and needs, set up overall objectives for a training course.).
ii) determine design of needs assessment The second step in TNA is to determine the following:
target groups to be trained; interviewees; survey methods; survey plan including schedule to be
conducted TNA and persons in charge of TNA.; iii) collect data; iv) analyze data; and v) provide
feedback. Effective TNA methods are: Performance Analysis, Job Analysis, Feasibility Analysis
etc. (GDLA, JICA)
For the international retailer, it is cost along with quality, reliability and pre-production
assistance that make a factory competitive. All of these factors were identified as pre-conditions
for a factory to be trusted by the international buyer. Compliance of factories with national labor
laws and international labor standards was also mentioned as a sine qua non for selection of a
supplier for export to the U.S. and the E.U. Basic compliance is now considered by all actors as a
necessary, though not a sufficient, condition for factories to remain competitive. Increasingly, the
role of the middle manager is seen as key to improved working conditions and productivity. In
focus-group discussions, workers complained more about middle management than about factory
owners. The latest discussions acknowledge the need to train management personnel, and even
international buyers stressed the importance of such training. (Sanchita 2010)
Among the fourteen skills tested in this study, in terms of application reliability is the most used
elements in the workforce. Reliability which includes regular and on time attendance,
communication regarding expectations, deadlines, setbacks are the most practiced skill in this
case. The reason might be that as being the main export-oriented industry, human resources in
RMG are supposed to be punctual and careful about meeting deadline whereas networking is in
the lowest rank. RMG is a labor-intensive industry; that is why the respondents may not realize
the importance of networking for career success. It is also found from the study that family and
self-motivation are the sources of developing soft skills. However, these findings will benefit not
only business executives, but it will be helpful to upgrade the civilization of human existence in
the society. Since the RMG sector is still booming due to comparative advantage, use of soft
skills will make differences at work with innovation, growth, and prosperity. (Laila’ Atiqur,
2018)
Factory employees at all levels perceive males to be more effective supervisors. But a detailed
skills assessment conducted with the women and men selected by the factories for training shows
that perceptions sometimes deviate from reality. This is most striking with regard to machine and
technical knowledge, which shows the largest perceived advantage for males and no actual
difference between females and males. Supervisors may lack authority because they less skills,
or simply because those they supervise do not believe they possess the authority, and hence they
do not take their instruction. (Rocco, Andreas, Atonu, Chistopher, 2015).
Bangladesh, despite of attaining consistently high growth rates of above 6% over the last five
years and making remarkable progress in a number of human development indicators, is still a
long way off in possessing a skilled workforce. On the one hand, a very small percentage of its
population possesses tertiary level of education or high skill level and on the other, mismatch
between the demand and supply of relevant skills is often argued as a key reason behind
unemployment and inefficiencies on the RMG sector. So, despite having an abundance of
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manpower and a varied skill level in the workforce, the garments industry of the country is
argued to be characterized by persistent unemployment/under-employment, with majority of its
workforce concentrated in low-productive and low-paid jobs. The policy focus, therefore, should
not only be on generating job opportunities but also on providing opportunities for the workers to
get decent jobs with stable earnings through formal institutional arrangements. In realizing such
goal, skill development through education and training can play an important part. the current
education structure, one avenue of skill development can be through technical and vocational
education (TVE) which can be considered mid-range skill-developing platforms that which can
help in providing employment opportunities for the large pool of unemployed and under-
employed masses and fulfilling the demand for the skill levels required for the transition towards
greater degree of industrialization. (Sayma, Deen, 2017)
The govt. roles & regulations are strictly maintained in those garments which are located in EPZ
areas garments rather than the Non-EPZ areas. In staffing practice the factors are come out as (a)
Employment Planning (b) Job Advertisement (c) Recruitment & Selection practice. In case of
training & development functions the following factors are find out (a) Orientation (b) Training
& Development facilities (c) Career Development. (a) Job Security (b) Better Salaries (c)
Appraisal Systems (d) Different Leave policies are short out under motivational elements. Under
maintenance function (a) Work environment (b) Health & Safety issues (c) Transport Facilities
(d) working hour are found out. (Rahat, Murshedul, Khaled, 2017)
 11 | P a g e

Author name Task/Job Information Intervie Manageme Classroom Rewardi E- Individu Job
and Year Assessme al Feedback w/ nt Audit Education ng learnin al Analysis
nt Surveys &Certificati g Training
on
Shahin     
Akhter,
Javed
Tarikq, Dr
Nazrul Islam
(2018).
Syed Hasan,     
(2016)
Md. Masud,    
Raju Ahmed,
Masuma
Yasmin
(2014)
Shamsuddin,    
Mahbubul
Alam
(2010).
Md.     
Shahjalal
Islam Tuhin
(2013
Kazi Tanvir,    
Saira Wahid,
Arif (2018
Gayathri    
Reddy,Veen
a Rani .K
(2017)
Salman    
Rahman
Jannat Ara    
(2016).
Chris Hearle    
(2016).
ILO    
Chowdhury    
Sabbir
(2015)
Tauvik   
(2014)
SNV (2014)    
GDLA,    
JICA
Sanchita(201    
0)
Laila, Atiqur   
(2018)
Rocco,     
Andreas
 12 | P a g e

(2015
Sayma, Deen   
(2017)
Rahat,    
Murshedul,
Khaled
(2017)

Review of Literature
13 | P a g e

Reference:
1. Shahin Akhter, Javed Tarikq, Dr Nazrul Islam (2018). EFFECTIVENESS OF
TRAINING NEED ASSESSMENT (TNA) PRACTICES IN PRIVATE SECTOR
BANKS OF BANGLADESH. International Journal of Modern Trends in Business
Research.

2. Syed Hasan, (2016). Relocation of RMG industry of Bangladesh. Academia.edu

3. Md. Masud Chowdhury, Raju Ahmed, Masuma Yasmin (2014). Prospects and Problems
of RMG Industry: A study on Bangladesh. Course Hero

4. ABM Shamsuddin, Md. Mahbub ul Alam (2010). Training needs assessment for the
garments supervisors-key personnel to ensure smooth working environment.
Academia.edu

5. Md. Shahjalal Islam Tuhin (2013). A report on project and development opportunities in
Textile Industry.

6. Kazi Tanvir Mahmud, Ishraat Saira Wahid, Ishtiaque Arif (2018). Impact of TNA on the
performance of employees-: Evidence from Bangladesh. Taylor and Francis Online.

7. Dr. K. Gayathri Reddy,Veena Rani .K (2017). A Study on Implication of Need Based

Training Program in Garment Industry. International Journal of Advanced in
Management, Technology and Engineering Sciences.

8. Salman Rahman. Training and Development process of Beximco. Ltd (Textiles and
Apparel division). Academia.edu

9. Jannat Ara Ferdawshi (2016). A report on Training and Development process of M&J
Group.

10. Chris Hearle (2016). Skills, Employment and Productivity in the Garments and
Construction Sectors in Bangladesh and elsewhere.

11. International Labor Organization (2017). Towards a better skilled workforce in the
Bangladesh ready-made garment sector.

12. Chowdhury Sabbir Hasan (2015)The Necessities of HR practices in RMG Sector of

Bangladesh. MPRA

13. Tauvik Muhammad (2014). RMG Workers Education Programme Savar, Workers
Education Expert-ILO Dhaka

14. SNV (2014). Value Chain Analysis of RMG sector from SRHR perspective of
Bangladesh.
14 | P a g e

15. GDLA, JICA. Manual on Training Assessment. Project on Improvement of Local

Administration in Cambodia.

16. Dr. Sanchita Banerjee Saxena (2010). Competitiveness in the Garment and Textiles
Industry: Creating a supportive environment. The Asia Foundation.

17. Laila Zaman, Md Atiqur Rahman Sarkar, (2018). Study on practice of Soft skills among
the workforce. A case from RMG industry of Bangladesh.

18. Rocco Macchiavello, Andreas Menzel, Atonu Rabbani and Christopher Woodruff (2015).
Challenges of Change: An Experiment Training Women to Manage in the Bangladeshi
Garment Sector. Growth Research Program.

19. Sayma Haque Bidisha, Denn Taposh, (2017). Bangladesh should focus on skills
development for growth in labor market. CPD RMG Study 2016

20. Md. Rahat Khan, Murshedul Arafin, S. M. Khaled Hossain (2017). The Practice of Basic
HR Functions in Garments Industry in Bangladesh: Focus Group Finding. Journal of
Management and Sustainability; Vol. 7, No. 3; 2017

Article Attached:

1. https://www.researchgate.net/publication/333673365_Effectiveness_of_Training_Need_Assess
ment_TNA_Practices_in_Private_Sector_Banks_of_Bangladesh
2. https://www.academia.edu/42165716/Relocation_of_RMG_Industry_of_Bangladesh
3. https://www.coursehero.com/file/24345378/RMGdocx/
4. https://www.academia.edu/30873023/Training_Needs_Assessment_for_the_Garments_Superv
isors-Key_Personnel_to_Ensure_Smooth_Working_Environment?
fbclid=IwAR2Y2dwu4KKpxpH09cIZMgFDAbTob7g-ZqIzDQGgwg5XL4zn49LcQKVzwLM
5. https://www.slideshare.net/paapetuhin/a-project-report-on-training-development-
opportunities-in-textile?fbclid=IwAR0JGrOP0FWIx6w_DXt7MjszfjFJvjTsPJpwH_l62MCvG9E5CO8-
SWEQ_1c
6. https://www.tandfonline.com/doi/full/10.1080/23311886.2019.1705627?
fbclid=IwAR22wdjPYiolBfWCT-B1gvsLyBxExHKt2jBJ9fnb5Ze2-xUGB87n9CjljWs&
7. http://ijamtes.org/gallery/20.%20dec-20-160.pdf
8. https://www.academia.edu/7906733/Training_and_Development_Process_of_BEXIMCO_LTD._
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Ri3eoLPG2e764
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17. https://www.researchgate.net/publication/327764764_Study_on_Practice_of_Soft_Skills_amon
g_the_Workforce_A_Case_from_Ready_Made_Garment_RMG_Industry_of_Bangladesh
18. https://warwick.ac.uk/fac/soc/economics/research/centres/cage/manage/publications/256-
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19. http://rmg-study.cpd.org.bd/bangladesh-focus-skills-development-growth-labour-market/
20. https://www.researchgate.net/publication/318879224_The_Practice_of_Basic_HR_Functions_i
n_Garments_Industry_in_Bangladesh_Focus_Group_Finding