ASSIGNMENT on

“Training practices in Bangladesh”

Course Tittle: Human Resource Management
Course Code: MGT-203

SUBMITTED TO
Dr. Sheikh Abdur Rahim
Associate Professor
Department of Business Administration
Daffodil International University

SUBMITTED BY
Shaon Chandra Saha
ID: 181-11-5802

Date of submission: 10/11/2019

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“TRAINING PRACTICES IN BANGLADESH”
Definition of Training
Training is a learning process that involves the acquisition of skills, concepts,
rules or attitudes to increase the performance of employees.
According to Jack Halloran, “Training is the process of transmitting and
receiving information related to problem solving.”

We typically say training can involve the changing of skills, knowledge,

attitudes, on social behavior. It may mean changing what employees know, how
they work, their attitudes toward their work, or their implications with their co-
workers or their supervisors.

Importance or Necessity of Training

➢ Increased in production
➢ Maximum use of machinery and raw materials
➢ Develops the employee morale
➢ Increased job rotation
➢ Organizational stability
➢ Better Management
➢ Better performance ➢ Mutual Re-valuation

Objectives of Training

➢ Introduction to new employees

➢ Knowledge on new methods

➢ Knowledge on company policy

➢ Knowledge on customer relationships

➢ Increased production

➢ Behavioral change

➢ Personal growth

➢ Changes of attitudes

➢ Reduction labor turnover

➢ Improved quality of work

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 ➢ Improvement of health care facilities.

Process of Training

Needs Assessment:
Need assessment is a systematic analysis of the specific training activities the
organization requires to achieve its objectives. In general, five methods can be
used to gather needs assessment information: interviews,
surveys/questionnaires, observations, focus groups, and document examination.
Establishing Training Objectives
After training needs have been determined objectives must be established for
meeting those needs. Unfortunately, many organizational training programs
have no objectives. Effective training objectives should state what will result for
the organization, department, or individual when the training is completed. The
outcomes should be described in writing. Training objectives can be categorized
as follows:
• Instructional objectives.
• Organizational and departmental objectives.
• Individual Performance and growth objectives.
When clearly defined objectives are lacking, it is impossible to evaluate a
program efficiently.
Methods of Training

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 Several methods can be used to satisfy an organization’s training needs and
accomplish its objectives. Some of the more commonly used methods include
on-the-job training and off-the job training.

On-the-Job Training:
The most widely used methods of training take place on the job. On-the-job
training places the employees in an actual work situation and makes them
appear to be immediately productive. It is learning by doing. For jobs that either
are difficult to stimulate or can be learned quickly by watching and doing, on-
the-job training makes sense.
On-the-job training is normally given by a senior employee or a manager. The
employee is known how to perform the job and allowed to do it under the
trainer’s supervision. On-the-job method training includes the following training
methods. a. Job Rotation:
One form of on-the-job training is job rotation, sometimes called cross training.
In job rotation, an individual learns several different jobs within a work unit or
department and performs each job for a specific period of time. b.
Apprenticeship Training:
It provides beginning workers with comprehensive training in the practical and
theoretical aspects of work required in a highly skilled occupation. A skilled and
experienced employee conducts on-the-job training during the apprenticeship
period. The purpose of this training is to learn the practical skills of the job.

Advantages of On-the-Job Training:

1. It is directly in the context of job
2. It is often informal
3. It is most effective because it is learning by experience
4. It is least expensive
5. Trainees are highly motivated
6. It is free from artificial classroom situations

Disadvantages of On-the-Job Training:

1. Trainer may not be experienced enough to train or he may not be so
inclined.
2. It is not systematically organized
3. Poorly conducted programs may create safety hazards.

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2. Off-the-Job Training:
Off-the-job training covers a number of techniques-classroom lectures, films,
demonstrations, case studies and other simulation exercises, and programmed
instruction.
Classroom Training:
Classroom training is conducted off -the -job and is probably the most familiar
training method. It is an effective means of imparting information quickly to
large groups with limited or no knowledge of the subjected being presented. It is
useful for teaching factual material concepts, principles, and theories.
Films:
Motion picture can be a useful training technique. Motion pictures are often
used in conjunction with conference discussions to clarify and amplify those
points that the film emphasized.
Simulation Exercise:
Any training activity that explicitly places the trainee in an artificial
environment that closely mirrors actual working conditions can be considered a
simulation. Simulation activities include case exercises, experimental exercises,
complex computer modeling and vestibule training.
Advantages of Off-the-Job Training

• Trainers are usually experienced enough to train

• It is systematically organized
• Efficiently created programs may add lot of value

Disadvantages of Off-the-Job Training:

• It is not directly in the context of job

• It is often formal
• It may not be based on experience.
• It is expensive.
• Trainees may not be much motivated

Evaluating Training:

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Evaluation of training is a process of getting knowledge about the performance
of the participant in the training programs.
When the results of a training program are evaluated, a number of benefits
accrue. Evaluation of training can be broken down into four areas:
• Reaction
• Learning
• Behavior
• Results

Reaction:
Reaction means how well did the trainees like the program? There are two types
of reactions.
There are-
• Positive reaction, and
• Negative reaction.
Learning:
Learning is concerned with how well the principles, facts and skills were
understood by the trainees.
Behavior:
Behavior evaluation deals with the nature of the change in job behavior of the
trainee. Behavior can be classified into two categories • Positive Behavior, and
• Negative Behavior.
Result:
Result evaluation attempts to measure changes in variables as reduced turnover,
reduced cost, improved efficiency, reduction in grievances, and increase in
quantity and quality of production.