TRAINING POLICY OF

BEXIMCO
PHARMACEUTICALS LTD.
HRM415- TRAINING AND DEVELOPMENT
ORGANOGRA
M OF
TRAINING
SECTION
PURPOSE 01 02 03 04 05
OF Increase the
effectiveness of
Make
employee more
Bring
consistency in
Help
employees in
Increase
overall
the employee efficient in job execution career organizational
TRAINING work development effectiveness
TRAINING
PROCESS
BEXIMCO
PHARMA
 After recruitment evaluated over a cycle of 6 months to a year

Assessments by both the managers as well as by the concerned

employees

TRAINING
Identify minimum & maximum number of trained personnel
NEED needed for various levels of certificate
ANALYSIS
Identifies training gaps based on current certification status
and required number of certified personnel needed
 To optimize utilization
of training resources
which in turn reduces
costs and increases
operational efficiency

OBJECTIVE
OF
TRAINING To ensure training
program implemented
PLAN in all the units under
BTD (Beximco Training
Training & Plan
Development)
 Fix budget after market research and analysis

Fixed budget can change for special & innovative ideas

or project

BUDGET
SPENT ON Most of the time, company assign same money for each
TRAINING of the employee but can exceed if add value in business

Budget spent on Trainers Fee, Training Materials Cost,

Staff Cost, Transport, Refreshment etc.
 Training Requisition Form, signed by Department Head
filled out and forwarded to Training Department

Requester specify tentative training start date and

TRAINEE trainer to appoint for the training
SELECTION

Trainee cannot be the requester of the training

 Trainers

• Mainly utilize Peer Trainers

TRAINING • For technical areas executive trainers are utilized

RESOURCE • Knowledgeable, skilled, and trained as a Trainer through

‘Train the Trainers’ workshop
• Understanding of human psychology & relevant
communication method
 Training Materials

• Training must follow Training Task Checklist (TTCL) &

Standard Operating Procedure (SOP)
TRAINING • Training materials vary from area to area in company

RESOURCE • Additional materials used- Training Videos, Written or Verbal

test materials, Process Technology Handbook, Equipment
Manual etc.
 ensure quality training & accelerate skills development through proper resource

COORDINATION
allocation and planning

TRAINING
TRAINING Training Coordinator, Section head & Trainer agree on training schedule

COORDINATIO
N This Training Planning Sheet (TPS) is distribute to training affected area
 On the Job Training
TRAINING • Job Instruction Training- step-by-step training to learn job
task
METHOD • Lectures- class room training for large groups of trainees
• Factory Overview and Tour- showing different
departments, offices, and production areas
 Off the Job Training
TRAINING • The Case Study Method- written description of organizational
problem to solve in discussion
METHOD • Outside Seminars- discuss various aspects of business and
management
• Behavior Modeling- involves Modeling & Role Playing, Social
Reinforcement
 Done by Training Evaluation & Development
Coordinator (TEDC)

TEDC sets up a meeting with the Trainee and

the Trainer
EVALUATION
PROCESS During meeting trainee is evaluated based on
criteria stated on Training Evaluation Form

After evaluation, the team recommends either

to continue training or authorizes to certify the
trainee
THE
END
THE ONLY THING WORSE THAN TRAINING YOUR EMPLOYEES AND
HAVING THEM LEAVE IS NOT TRAINING THEM AND HAVING THEM STAY.
— HENRY FORD