IUBAT—International University of Business Agriculture and Technology

Group Assignment No-01

Course Name: Human Resource Management

Course Code: HRM-301

Section: B

Submitted To

Hasanuzzaman Tushar

Assistant Professor

MBA (Bangkok),BBA (IUBAT)

Submitted By

Group Name: Summer

Submission Date: 1-05-2021

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 Training and Development Program (ADDIE Model) for Navana CNG LTD

SL Name ID Remarks Email

1. Khadiza Enam Bithi 20102106 Group Leader khadizaenam74@gmail.com
2. S.M. Shadman Sharif Nihal 20102114 Member nihalmotorhead@gmal.com
3. Nadia Sultana Nodi 20102120 Member nadianodisuji@gmail.com
4. Rafiya Yeasmin Rimi 20102123 Member rafiayeasmin118@gmail.com
5. Tania Akter 20102125 Member ta6039822@gmail.com
6. Mohammad Tanveer 20102105 Member veerahmed22@gamil.com
Ahmed

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Abstract:

“Although according to NAVANA CNG LTD. running normally, but some lacking have

been found by analysing the company’s weaknesses which include de-motivation of

employees that increased the turnover rate of the company. So, like this there are other

reasons for which the training and development system of NAVANA CNG LTD. cannot

be said as fully appropriate to increase the performance level of its employees. Hence,

some of the lacking of the training system is discussed below:

 After undergoing the training program the trainees should be motivated to stay by

providing them incentives.

 The organisation should gradually be fully facilitated by IT packages.

 The internal control policy should be more extensive and more effective.

 The training and development program does not include job rotation.

 This is depriving the employees from achieving greater task variety. For any

employee, it is important to know how the other departments work if that

employee has to understand the particular department that the employee belongs

to better.

 The current training and development program lacks situation analysis based

training where employees are given real life situations that test how good or

efficient employees are in handling real life problems. So the absence of training

like this fails to prepare employees for uncertain and unexpected

situations.”[ CITATION Nav21 \l 1033 ]

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Introduction: After the death of Zahurul Islam (Entrepreneur), Chairman of NAVANA

Group, led by Chairman Shafiul Islam Kamal, Islam emerged as a separate entity from

this group which was the largest business group in Bangladesh at that time. In this report

we will analysis the information about training and developing process of NAVANA

CNG Limited. Because we can collect enough information about this company. CNG

Limited, a sister concern of Navana Group, is the leading CNG service provider in

Bangladesh. It’s journey started on March, 2002. Now it has 8 CNG conversion

workshop located at Dhaka, Chittagong, Bogra and Sylhet.This company has years of

experience in the standard setter of CNG Art. At present Navana CNG has various

departments and about 900 employees’ branches all over the country. Nowadays Navana

CNG Limited got lose. (Hossain, 2014) Publicly listed company Navana CNG has posted

a fall in its half-yearly profits amid increasing interest expenses. Net profits of the

company dropped to Tk3.9 crore in the July-December 2019 period as compared to Tk5.6

crore in the same period of the previous year in spite of revenue jumping to Tk326.5

crore from Tk252.9 crore in the respective periods. Navana CNG has been burdened with

increasing debt, according to the first half yearly financial report of the company in fiscal

year 2020(News Paper: The Business Standard). The company needs training to increase

productivity, skills and improve performance.

Objective of the study: The main objective of the study is to analyze and evaluate the

training program of NAVANA CNG and also find out how training programs are

increasing employees performance. In this report I cover the different training and

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development programs. The HR department designs different training and development

programs based on the employees training needs and deficiencies in the particular field.

Navana generally follows the three phases of training and human development. They are

Training needs identification, Program design & delivery and Impact analysis. Our main

objective of preparing this report is to identify the problems to give a proper solution

about training and development program.

NAVANA also beliefs training is a great investment and weapons against less

productivity. So in order to carry out the successful HRM activities, the organization

needs to have an effective training and development system to update employees’ skills

and knowledge according to the needs of business. This would motivate employees to

accomplish the organizational goals and increase their job satisfaction level.

In the past, training and development programs were used to focus mostly on technical

skills for factory workers or for people working for manufacturing companies. Now a

day, such technical training is not enough. Companies need to get adapted to new

technological change, provide better service quality and boost productivity in order to

remain competitive.

Moreover, employees need skills in team building, decision making, communication,

technology, computer etc. Besides, they sometimes need to sit with the top management

and identify the skills and knowledge required to achieve the strategic goals and

objectives of the company. Sometimes employers take some steps for future development

of the employees. These development programs may not help them in their present job

but in future these employees will be turned as company’s assets and play a vital role in
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betterment and increasing productivity of the company. Our, objective is to use the

ADDIE model to design a training and development process for the employee of

NAVANA CNG ltd. This will help them to increase their skills and productivity for the

betterment of the company. (Huda & Sajedur, 2020 )

Context of the Study:

History:

Navana Group is one of the largest private sector groups in Bangladesh and has a strong

and distinguished business history. In the year 1953 Alhaj Jahurul Islam, one of the

dynamic business magnets of Bangladesh started his journey through establishment of a

construction company, named Bengal Development Corporation (BDC) and soon enough

successfully expanded his business into real estate and automobile sector by setting up

new companies i.e., Eastern Housing Limited and Navana Limited respectively.

After the inception of Navana Limited (pre-arranged through agreement of TOYOTA of

Japan under an exclusive distributorship, to market Toyota cars in the then East Pakistan)

in the year 1964, the business throve rapidly and formation of Islam Group took place

under the Chairmanship of Alhaj Jahurul Islam.

Types and size of the organization:

Navana Group is a big group combined with many companies. These are given below:

 Navana Limited
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 Navana Automobiles Limited markets Mahindra and Toyota vehicles in

Bangladesh

 NAVANA Batteries Limited

 Navana Real Estate Ltd

 Navana Construction Ltd

 Navana Textiles Ltd.

 Navana Interlinks Ltd.

 Biponon Limited.

 Navana Distributions Ltd.

 Navana Electronics Ltd.

 Navana Taxi Cab Co. Ltd.

 Navana Renewable Energy Ltd.

 Navana Logistics Limited

 Navana Petroleum Limited

 Navana ENGINEERING LTD.

 Navana CNG LIMITED

 Navana LPG LIMITED

 Navana WELDING ELECTRODE LIMITED

 Navana Furniture Limited

 Navana Foods Limited is the franchise holder of Gloria Jean's Coffees

 Navana Engineering

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No of employees:

There are 47 employees are working in executive level and thousands of employees are

working in the factories as Navana Group is combined with many companies.

Products & Services:

The products and services of Navana Group are given below:

1. Automobiles

2. Petroleum

3. Real Estate

4. Textiles

5. Furniture

6. Taxi-cab

7. Welding

8. Battery

9. LPG Gas

10. Food items

Literature review: Educators an instructional designers alike have used the ADDIE

method as a framework in designing and developing educational and training programs.

“ADDIE” stands for Analyse, Design, Develop, Implement, and Evaluate. This sequence,

however, does not impose a strict linear progression through the steps. Educators,

instructional designers and training developers find this approach very useful because

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having stages clearly defined facilitates implementation of effective training tools. As an

ID model, Addie Model has found wide acceptance and us. (Jones, 2014). Dick et al.

(2004) emphasized that directions plan requires the utilize of a framework to analyse

problems and recognize learning goals to set up a strategic plan to unravel instructing

issues, test arrangements, evaluate the comes about, and re-examine the program. In spite

of the fact that the writing offers a number of efficient directions design models, the

ADDIE show is likely the foremost commonly utilized. Gustafson and Department

(2011) watched that the orderly.. In the analysis arrange, the learning needs of the target

learners are considered. The plan organize considers how the target learners learn. Within

the advancement organize, educating materials are developed. The following organize

includes implementing the educating, developing the educating environment, and placing

instructing materials within the educating environment. The final arrange is assessment of

results and execution. (Hsu, Lee-Hsieh, Turton, Cheng,2014)

Methodology:

For this covid-19 pandemic, we couldn't collect any primary data. It's not possible to go

outside in this lockdown. We tried to collect some secondary data from different types of

sources. We took some information from internet. In order to make this Report more

presentable, we used those secondary information.

These are the sources from where the secondary data has been collected:

 From prior research report

 Wikipedia

 Linked in

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  www.navana.com

Training and development process:

Need analysis:

“Need analysis is the process by which a system's need and goals are identified and

priorities among them are decided. As we are working for Navana CNG Limited, we

found some need analysis for it. Training needs to be arranged to enhance the knowledge

and experience of the workers who work for each of the services. You may even have to

take it out of the country and win. It will get better training. All workers cannot similarly

perform, they now and then need of information, aptitudes, productivity in decision-

making etc. nowadays, and work has gotten to be complex and workers have to be know

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all the tasks of their and others errands and work group astute. Workers who need

required abilities and knowledge are distinguished and are given with preparing program.

The company records the particular obligations and aptitudes required to perform the

work and watch whether the workers can perform the obligations viably and effectively

or not, whether they have the required aptitudes or not. The boss’s report their perception

within the administrative level and the selected workers are given with the NAVANA

Gather is one of the foremost pioneer commerce organizations in our nation. They are the

introducer of the genuine bequest commerce and CNG trade in our nation.”(Hossain,

2014)

Design:

Training resources

Navana CNG LTD predominantly Peer Trainers as the preparation asset. Be that as it

may, in some specialized territories like Quality Assurance or Maintenance, chief

coaches are used. “The Trainers are the recognized preparing specialists inside the space

who are learned, gifted, and are prepared as a Trainer through a 'Train the Trainers'

workshop. The Trainers are the distinguished preparing specialists inside the space who

are proficient, talented, and are prepared as a Trainer through a 'Train the Trainers'

workshop. Essential comprehension of human brain research and applicable specialized

strategies are educated in this workshop. They follow explicit strategies for preparing

needed to prepare the student considering their learning style.”[ CITATION BEX21 \l 1033 ]

Employees need both On-the- job and off-the-job training.

 On- the-job training

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“Supervisors will give quick, casual, hands on preparing to their subordinates, by

presenting them to more significant level dynamic interaction, ordinary conversations on

pertinent vital and operational issues to give a total consciousness of whole the work

process.”[ CITATION AIR21 \l 1033 ]

 Coaching

“When a senior worker takes an dynamic part in directing another person, we allude to

this action as coaching.

This involves distinguishing worker shortcomings, botches or inadequacies in real-time –

as they happen, and working to resolve them instantly by formulating activity plans

and observing execution.”[ CITATION AIR21 \l 1033 ]

 Off-the-job training

“Off the job methods of training, classroom method or lecture method is well-known to

train white collar or managerial level employees in the organisation. Under this method

employees are called to the room like that of classroom to give training by trainer in the

form of lectures.”[ CITATION web21 \l 1033 ]

Selecting Employees for training

Training and development team designs various kind of trainings according to

department wise, and each department identifies the employees who need training by

judging their job performance. “The line managers, supervisors and other people from

mid-level management select the appropriate training program for the appropriate

employee. Sometimes department gives options about various training programs to the

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employees and from them employees decide to have specific training and development

programs based on their needs”[ CITATION Rab14 \l 1033 ] Training & development

program is arranged and provided according to the number of employees, types and

duration of the program. There will be 2 weeks training.

Week1, on-the-job training(sun/mon)

Content Class Time Method

Job rotation 1 9.30am-1.00pm Observing

Break X 1.00pm-1.30pm X

Maintain discipline 1 1.30pm-3.30pm Case study

Time management 1 3.30pm-5.00pm Monitoring

Week 1, off-the-job(Tue)

Content Class Time Method

Seminar 1 5.15pm-6.15pm Lecture & discussion

(classroom based)
Class break X 6.15pm-6.30pm X
workshop 1 6.35pm-7.35pm Group work

Week 1, Customer Management (Wed/ Thu)

Content Class Time Method

Interpersonal skill 1 5.15pm-6.00pm Lecture & discussion(

classroom based)
Break X 6.00pm-6.20pm X
Interaction with 6.20pm-6.50pm Case study

customer
Communication 1 6.50pm-7.20pm Discussion

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skill

Week 2, Team Work (Sun/Mon)

Content Class Time Method

Cooperation to each 1 5:15pm-6:00pm Lecture &

other’s Discussion
Break X 6.00pm-6.20pm X
Maintaining group 1 6:20pm-6:50pm Case study
Team for resource 1 6:50pm-7:30pm Discussion

Week 2, competency (Tue)

Content Class Time Method

Basic skill 1 5:15pm-6:00pm Lecture & Discussion
Break X 6.00pm-6.20pm X
Problem solving skill 1 6.20pm-6.50pm Case study
Technical knowledge 1 6.50pm-7.30pm Discussion

Week2, cross-functional training (Wed/Thu)

Content Class Time Method

Assessment skills 1 5:15pm-6:00pm Discussion case

study
Break X 6.00pm-6.20pm X
Self-motivate 1 6:20pm-6:50pm Case study
Complete 1 6:50pm-7:30pm Discussion

documentation

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Development:

After selecting the method (s) of providing instructions and creating learning objectives

creates the design phase, the development phase and organizing the actual learning

material that will be used instruction time (Cheung, 2016). Development refers to the

process that provides employees with the knowledge, skills and attitudes that they will

need to do the tasks they want to do in the future (Hossain, 2014). Navana CNG limited

can arrange two type of training. First one is on the job training and second one is off the

job training. On the job training means having training on the job time. It is conduct on

new employee .Off the job training based on classroom. Its purpose the phase is lesson

planning and generating lessons materials investigator at this stage has created and

developed the package media software and supporting documentation. This could be

hardware and software included (Muruganantham,2015). There are several activities such

as (1) Create factual sample for the instruction design; collecting relevant data resources

to enrich the module, (2) Develop the materials of the course; making illustration,

scheming, and creating graph needed, typing, editing, and also laying out the text book is

performed,(3) Run through the conduction of the design; validating the draft of

development product and revision after expert input will be performed(Widyastuti,2019).

Implementation Phase:

In this implementation phase, the prototype was implemented which has been design and

developed. All the respondents will be guided throughout the fixation process and trained

to use the prototype. The materials which will be used for training were distributed

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between the respondents. All respondents are requisite to follow all the instructions

which were given in using the prototype to test its functions. [ CITATION Faa15 \l 1033 ]

After all resources have been created it will be necessary to make them know the training

program to the managers. Then they will understand properly what is required and how

they will participate in this program. Then the step will come which is promotion of the

training program. Employees must know about the program processes what is required of

them and also they should know how they will be benefited from this training process.

All the design and development part should be implemented properly in this phase. This

is the main focus of this phase. [ CITATION Wee \l 1033 ]

Evaluation:

The last stage of the ADDIE method is Evaluation. This is the stage in which the project

is being subjected to meticulous final testing regarding the what, how, why, when of the

things that were accomplished (or not accomplished) of the entire project. In this case, it

is important to evaluate the Training and Development process that we will implement on

the employee of NAVAN CNG ltd.

One of the most important phases in the training and development program is analyzing

the impact of the program on the trainee. In this case, the team and the supervisor

evaluate the performance and their improvement of the trainees. In this case, it is

important to evaluate the Training and Development process that we will implement on

the employee of NAVAN CNG ltd.

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Let us take a look at the individual steps comprising the final stage of the ADDIE

framework, Evaluation.

Formative Evaluation:

Formative evaluation runs parallel to the learning process and is meant to evaluate the

quality of the learning materials and their reception by the employees. Formative

evaluation can be separated into the following categories:

1. One-to-One Evaluation.

2. Small Group Evaluation.

3. Field Trial.

1. One-to-One Evaluation. 

Let’s assume we’re running a class to show the employees how to use a function on MS

Excel. We showed video that walks through the basics of using the function. One-to-one

assessment entails assessing the video's efficacy by taking into account the target

audience's age and skill set.  It is necessary to evaluate the following aspects of the video:

 Clarity.

Was the main idea of the video well understood?

 Usefulness.

Did the video help in achieving the goals that were set?

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  Relevancy.

Can the video be used to good practical effect in regard to the place it takes in the

curriculum and the material being studied in parallel?

It is important to keep evaluation questions clear, concise, and to the point.

2. Small Group Evaluation. 

This type of evaluation is meant to understand how well the activities included in the

course work in a group setting do. Form a small group, preferably consisting of

representatives of the various subgroups that make up the employee body that is the

course’s target audience.

When doing the small group evaluation, asking the following question is necessary:

 Was learning fun and engaging?

 Do you understand the goal of the course?

 Do you feel that the teaching materials were relevant to the course’s goals?

 Was there enough practical exercises?

 Do you feel that the tests checked the knowledge that is relevant to the course’s

goals?

 Did you receive enough feedback?

3. Field Trial. 

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After the small group test is completed, it is recommended that one more trial be

conducted, this time in conditions as close as possible to the real learning environments.

This "field trial" will allow us to assess the effectiveness of learning in a specific setting

and under specific circumstances.[ CITATION Tre15 \l 1033 ]

Findings:

 “Learned how to communicate with management, how to deal with critical

situation, how to talk and how to keep continue corporate relationship.

 I learned how to work with my colleagues in one office, how to cooperate with

other officer, how to communicate with senior employee, how to do my all work

in a due time.

 I learned the major activities of training & performance appraisal systems.

 I learned the different terms which is related with HR development.

 One thing I can say clearly that internship program is fruitful to my career and

future a lot.

 This internship program encourages me to overcome challenges and execute my

skills properly.

 I gained more self-confidence.

 How to deal with critical situation.

 How to talk & deals with trainees.

 How to analysis the statement of organisation.

 Necessity of documents for internal analysis.

 How to deal with the management.

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  Always try to create and look for opportunity.

 Think positive and find out opportunity in negativity.

 Develop drive and talent to reach the desired destination.

 Help others to get their support.

 Try to enjoy the work, because if it was easy every one could do that.

 Inspiration and motivation is important.

 Always try to be truthful, honest and polite.”[ CITATION Nav21 \l 1033 ]

Conclusion:

“NAVANA CNG LTD. is known as one of the leading company among the local

companies. According to their mission they are committed towards providing good

quality service to increase the satisfaction level of its customers. It also mentioned

that this would be done by means of is productive and efficient employees.In order to

fulfil this mission NAVANA CNG LTD. will be making their employees as

competitive advantage which can be done by proper training. This training would not

only help employees to be productive in their present job, but also by means of

development programs like competency based training are increasing the potentiality of

the employees to perform future job. The effectiveness of these training programs is

not only ensured by the proper evaluation but they are also linking it with the

succession planning which are done for the employees who outperform after having

training.However, it was also found after analysing, some lacking is found in the-

company’s training and development system. In order to overcome these lacking, some

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recommendation has been made. Nevertheless, as business environment is getting

competitive day by day, NAVANA CNG LTD. will be trying to align itself and its

employees with the global business changes. This can be done by providing of training

that would facilitate employees to gain new knowledge and skills.”[ CITATION Nav21 \l

1033 ]

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Peer Evaluation:

Name Attendanc Completion Quality of Overall

e of the task the evaluation
contribution
Nadia Sultana Nodi 100 97 99 99
Rafiya Yeasmin Rimi 100 96 95 97
S.M Shadman Sharif Nihal 100 99 96 98.3

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Tania Akter 95 93 95 94.3
M. Tanveer Ahmed 0 90 85 58.3

24