INTRODUCTION:

In Human Resource Management (HRM) cycle as well as in any

organization, the training and development system plays an important
and vital role in achieving the organizational mission and vision, goals,
and objectives. Organizations today consider the HR department as the
critical source of making development amongst the employees to lead
the organization to success.

NATURE OF TRAINING AND DEVELOPMENT

In simple terms training and development refers to imparting of specific

skills, abilities, and knowledge to an employee. A formal definition of
training and development is it is an attempt to improve current and future
employee performance by increasing an employee’s ability to perform
through learning, usually by changing the employee’s attitude or
increasing his/her skills and knowledge. The need for training and
development is determined by the employee’s performance deficiency,
computed as follows:

Training & Development need = Standard performance – Actual

performance.

It is a subsystem of an organization. It ensures that randomness is

reduced and learning or behavioral change takes place in a structural
format. Before starting any Training method we should state the Mission,
and mission of the company and what are the clear objectives we are
looking after the training methods get over.

Purpose and Goals

The purpose of the training and development function is to:

1. Organize and facilitate the learning process.

2. Expedite acquisition of the knowledge, skills, and abilities required
for effective job performance.
3. Provide employees with career growth opportunities consistent
with corporate goals, objectives, and strategies.

Training and employee development programs are designed to be

effective, efficient, and timely, using sources, methods, and strategies
consistent with the following goals:
 1. Ensure the availability of human resources to meet present and
future organizational needs.
2. Ensure linkage with corporate goals and business strategies.
3. Provide learning experiences that are responsive to the training
and development needs of Postal Service employees.
4. Make instruction timely, using the most cost-effective methods.
5. Reduce organizational training costs while increasing learner
retention and proficiency.

Objectives

Training and development activities are planned on the basis of need

and demand to enable employees to meet one or more of the following
objectives:

1. Upgrade or maintain proficiency in their current jobs.

2. Learn new postal systems, procedures, or technologies.
3. Acquire job-related knowledge, skills, and abilities after selection
for or assignment to a specific position or duty.
4. Develop knowledge, skills, and abilities as part of a succession
planning system.
5. Obtain and enhance knowledge, skills, and abilities unrelated to
their present duties in order to attain self-determined goals or
career objectives.

Background of the Study:

In today’s rapidly changing business environment. Organizations have to

respond quickly to requirements for people. Hence, it is important to
have a well-defined training and development policy, which can be
executed effectively to get the best performance from the employees. In
this case, let’s discuss the importance of having an effective training and
development policy.

Importance of the Study:

Effective training and development system is very necessary to the

organization. It enables the company to have high-performing
employees who are also satisfied with their jobs. Development is the
process of transition of an employee from a lower level of ability, skill,
and knowledge to that of a higher level. This transition is influenced by
education, training, work experience, and environment. This will improve
the value of individual employees in terms of his/herself-development,
career growth, and contribution to the organization. Effective training and
development system is not only a step toward organizational excellence
but an important cost control mechanism as well.

Origin of the Report:

This report is an internship report prepared as a requirement for the
conclusion of the MBA program. As per the requirement of the MBA
program of International Islamic University Chittagong, Dhaka Campus
of the Department of Business Administration, after completion of 37
credits a student has to complete an 8-week of internship program. Mr.
Md. Musharrof Hossain, Faculty Member, International Islamic University
Chittagong, Dhaka Campus assigned this internship report to me. This
report originated as the practical fulfillment of my MBA degree from IIUC
and the topic is “The Training and Development Process of Beximco
Ltd.” To prepare the report, I have taken necessary assistance from the
HR Department of Beximco Textile and Apparel Division.
The objective of the Report:
The main objective of this report is to find the training and development
procedures of Beximco Limited. To find the main objective other
supportive objectives are as follows:
 To assess the philosophy of the organization’s training and
development.
 To assess the job evaluation procedure of the company.
 To know the methods of identifying training needs.
METHODOLOGY
METHODOLOGY OF REPORT:
The study is performed based on the information extracted from different
sources collected by using a specific methodology. This report is
analytical in nature. To prepare the report on the training and
development policy and procedure of Beximco Ltd. the information has
been collected from primary and secondary sources.