Bangladesh Employers Federation Report On Training …bef.org.bd/wp-content/uploads/2015/06/Research-study-1.pdf · Training Need Assessment Survey & Dissemination and Validation

Bangladesh Employers Federation

Report On Training Need Assessment Survey

& Dissemination and Validation

Workshop

October 2014

A4 Consultants

A4 Consultants 1/13 Iqbal Road (Front House, Ground Floor) Mohammadpur, Dhaka-1207, Bangladesh Tel: 8802-9121119; Mob: 01819-850239 E-mail – [email protected] www.a4-consultants.com

Final Report on BEF TNA Survey 09-10-2014 .doc 2

TABLE OF CONTENT

1. INTRODUCTION ............................................................................................ 4

2. OBJECTIVES .................................................................................................. 4

3. METHODOLOGY ........................................................................................... 5

3.2. Questionnaire Survey ................................................................................ 5

3.3. Personal Interviews ................................................................................... 6 TABLE‐1: List of Training Topics and Abbreviation ................................................................... 6 TABLE‐2: List of Respondent Organizations ............................................................................. 7

3.4. Focus Group Discussion ............................................................................. 8

4. LIMITATIONS ................................................................................................ 8

5. OUTPUT ....................................................................................................... 9

6. FINDINGS ................................................................................................... 10

6.2. Organization Category ............................................................................. 10 TABLE‐3: Organization Category ............................................................................................ 10

6.3. The Total Training Requirements in Major Training Segments .................. 11 Table‐4 – Major Training Segment‐wise Requirements ......................................................... 11

6.4. Topic‐Wise Requirement for 2014‐2015 .................................................. 12 Table‐5: Topic‐Wise Requirement for 2014‐2015 .................................................................. 13

6.5. Topic‐Wise Requirement in Different Management Level for 2014‐2015 .. 14 Table‐6: Topic‐Wise Requirement in Different Management Level for 2014‐2015 ................ 14

6.6. Topic‐Wise Detailed Requirements for 2014‐2015 ................................... 15 a. Labor Law and Industrial Relation (LL&IR) ................................................................. 17 Table‐7: Training Needs for Labor Law & Industrial Relation ................................................. 17 b. Compliance Requirements (CR) ................................................................................... 18 Table‐8: Training Needs for Compliance Requirements ......................................................... 18 c. Occupational Health, Safety and Security (OHSS) ................................................... 19 Table‐9: Training Needs for Occupational Health, Safety & Security ...................................... 19 d. Grievance Handling (GH) .............................................................................................. 20 Table‐10: Training Needs for Grievance Handling .................................................................. 20 e. Compensation & Benefit (C&B) .................................................................................... 21 Table‐11: Training Needs for Compensation & Benefit .......................................................... 21 f. Negotiation and Conflict Management ......................................................................... 22 Table‐12: Training Needs for Negotiation & Conflict Management ........................................ 22 g. How to Handle Disciplinary Actions & Conduct Domestic Enquiry (HHDA&CDE) . 23 Table‐13: Training Needs for How to Handle Disciplinary Action ........................................... 23 h. Human Resource Management & Development (HRM&D) ...................................... 24 Table‐14: Training Needs for Human Resource Management & Development ...................... 24 i. Conducting Job Analysis & Writing Job Descriptions (CJA&WJD) ......................... 25



Table‐15: Training Needs for Conducting Job Analysis & Writing JD ...................................... 25 j. Performance Management (PM) .................................................................................. 26 Table‐16: Training Needs for How to Performance Management .......................................... 26 k. Career Planning & Career Development (CP&CD) ................................................... 27 Table‐17: Training Needs for Career Planning & Career Development ................................... 27 l. Gender Equality at Work Place (GEaWP) .................................................................. 28 Table‐18: Training Needs for Gender Equality at Work Place ................................................. 28 m. Gender Sensitivity (GS) ................................................................................................ 29 Table‐19: Training Needs for Gender Sensitivity .................................................................... 29 n. Gender Audit (GA) ....................................................................................................... 30 Table‐20: Training Needs for Gender Audit............................................................................ 30 o. Gender Policy Development (GPD) ............................................................................ 31 Table‐21: Training Needs for Gender Policy Development .................................................... 31 p. Leadership Development (LD) ...................................................................................... 32 Table‐22: Training Needs for Leadership Development ......................................................... 32 q. Managing Organizational Change (MOC) ................................................................... 33 Table‐23: Training Needs for Managing Organizational Change ............................................. 33 r. People Management & Motivation (PMM) ................................................................... 34 Table‐24: Training Needs for People Management & Motivation .......................................... 34 s. Team Building (TB) ........................................................................................................ 35 Table‐25: Training Needs for Team Building .......................................................................... 35 t. Project/Program Management (PPM) .......................................................................... 36 Table‐26: Training Needs for Project/Program Management ................................................ 36 u. Effective Business Communication (EBC) .................................................................. 37 Table‐27: Training Needs for Effective Business Communication ........................................... 37 v. Policy Development and Advocacy (PD&A) ................................................................ 38 Table‐28: Training Needs for Policy Development & Advocacy .............................................. 38 w. Soft Skill Training ........................................................................................................... 39 Table‐29: Training Needs for Soft Skill Training ...................................................................... 39 x. Corporate Social Responsibility .................................................................................... 40 Table‐30: Training Needs for Corporate Social Responsibility ................................................ 40 y. Training of Trainers ........................................................................................................ 41 Table‐31: Training Needs for Training of Trainers .................................................................. 41

6.7. Findings Through Personal Interviews & Focus Group Discussion ............. 42

7. CONCLUSIONS & RECOMMENDATIONS ...................................................... 46

8. Dissemination and Validation Workshop ................................................... 48

9. Photo Documentation ................................................................................ 56



Report On Training Need Assessment Survey

1. INTRODUCTION

1.1 The overall industrial growth in Bangladesh over last 2-3 decades

has been quite rapid. But to support such rapid growth the

development of the structural framework to assist the employment

related aspects such as industrial relations, occupational health and

safety has not been sufficient. There practices regarding legislative

requirements in different organizations needs to be improved

significantly.

1.2 In view of the above Bangladesh Employers’ Federation (BEF) has

set up a BEF Training Unit, to uphold improved industrial relations

practices through training and knowledge sharing among the

stakeholders. To provide demand-driven services related to training,

development and knowledge sharing, it is vital to comprehend the

requirements of the member organizations. Understanding the

market need will enable the organisation to offer appropriate training

and consultancy services to the enterprises within and outside its

membership.

1.3 In order to identify the training requirements of the BEF member

organizations BEF appointed external consultant A4 Consultants to

conduct the Training Needs Assessment Survey during February-

March 2014. This report provides the findings of the survey.

2. OBJECTIVES

2.1. The objective of this exercise is to conduct a Training Needs

Assessment Survey among the BEF-member organizations to



identify their requirements regarding training and development

services.

3. METHODOLOGY

3.1. In order to accomplish the above objective, the methodology has

been mainly collection, compilation and analysis of the primary

information. The following three way process has been used to

collect relevant information:

3.1.1. Questionnaire survey (Annex-1-Training Need Assessment

Template/Questionnaire)

3.1.2. Personal Interviews

3.1.3. Focus Group Discussions

3.2. Questionnaire Survey

3.2.1. The questionnaire has been designed to capture the training

requirements in the following areas as presented in Table-1, in

following major segments:

• Legislative & Industrial Relations

• Human Resource Management

• Gender Issues

• Management

• Others

3.2.2. The above mentioned questionnaire has been sent to all the

225 member organizations through postage and also through

email. About 60 of them responded, that is about 27% of the

total population submitted filled up Questionnaire. The list of

respondents are given in Table-2.



3.3. Personal Interviews 3.3.1. Personal Interviews has been conducted with the head of

human resources and training of the following organizations:

• Apex Footwear Ltd.

• Rahimafrooz Ltd.

• Bangladesh Garment Manufacturers and Exporters

Association (BGMEA)

• ACI Limited

TABLE-1: List of Training Topics and Abbreviation Sl Training Topic Abbreviation

a. Legislative & Industrial Relations (7 Topics) 1 Labor Law and Industrial relation

(Labour Code-2006, Labour Law Amendment-2013) LL&IR

2 Compliance Requirements (Labour Code-2006, Labour Law Amendment-2013, Buyers Code of Conduct , ILO Convention and Recommendations (Acknowledged by Bangladesh Government etc.)

CR

3 Occupational Health, Safety and Security OHSS 4 Grievance Handling GH 5 Compensation & Benefit C&B 6 Negotiation and Conflict Management N&CM 7 How to Handle Disciplinary Actions & Conduct Domestic Enquiry HHDA&DE

b. Human Resource Management (4 Topics) 8 Human Resource Management & Development HRD&M 9 Conducting Job Analysis & Writing Job Descriptions CJA&WJA 10 Performance Management PM 11 Career Planning & Career Development CP&CD

c. Gender Issues (4 Topics) 12 Gender equality at work place GEaWP 13 Gender Sensitivity GS 14 Gender Audit GA 15 Gender Policy Development GPD

d. Management (8 Topics) 16 Leadership Development LD 17 Managing Organizational Change MOC 18 People Management & Motivation PM&M 19 Team Building TB 20 Project/Program Management PPM 21 Effective Business Communication EBC 22 Policy Development and Advocacy PD&A 23 Soft Skill Training SS

e. Others (2 Topics) 24 Corporate Social Responsibility CSR 25 Training of Trainers TOT



TABLE-2: List of Respondent Organizations Sl Organization1 Industrial Promotion and Development Company of Bangladesh Limited (IPDC)2 The Consolidated Tea & Lands Co. (BD) Ltd.3 JF (Bangladesh) Ltd. 4 Consolidated Tea & Plantation (CPTL)5 Karim Jute Spinners Ltd 6 Mutual Trust Bank Ltd 7 Apex Footwear Ltd. 8 GlaxoSmithKline Bangladesh Ltd9 Mirpur Ceramic Works Ltd. & Khadim Ceramics Ltd.10 Green Delta Insurance Co.Ltd.11 Green Delta Securities Ltd. 12 Singer Bangladesh Ltd. 13 Berger Paints Bangladesh Ltd.14 Citibank N.A. Bangladesh 15 MM Ispahani Ltd. 16 Rahimafrooz Batteries Ltd. 17 ACI Ltd. 18 Square Hospitals Ltd. 19 Square Pharmaceuticals Ltd.20 Beximco Holdings Ltd. 21 Haque Group of Industries 22 Urmi Group 23 Ruposhi Bangla Hotel 24 The Bengal Glass Works Ltd.25 Siemens Bangladesh Ltd. 26 Babylon Group(Woven Unit ‐ Babylon Garment Ltd., Babylon Dresses Ltd, Suravee Garments Ltd., Aboni Fashions Ltd.)27 Industrial & Infrastructure Development Finance Co. Ltd. (IIDFC)28 Pacific Bangladesh Telecom29 Gemcon Group 30 Airtel Bangladesh Ltd. 31 American Life Insurance Company (MetLife Alico)32 Beximco Limited 33 MJL Bangladesh Ltd. (Formerly Mobil Jamuna Lubricants Ltd.)34 BASF Bangladesh Ltd. 35 IDLC Finance Ltd. 36 Linde Bangladesh Limited 37 BRAC Bank Limited 38 IFIC Bank Ltd. 39 Technohaven Company Limited40 Grameenphone Ltd. 41 Standard Chartered Bank 42 Prime Bank Ltd. 43 Square Toiletries Limited 44 Square Textile 45 Square Texcom Ltd. (STcl) 46 Square Denims Ltd. (SDL) 47 Square Textiles Ltd. & Square Yarns Ltd. (STxL & SYL)48 Square Fashion Yarns Ltd. (SFYL)49 Square Fashion Ltd (SFL, Valuka Complex) 50 Square Fashions Ltd. (SFL, Vogra Complex)51 The City Bank Limited 52 Popular Pharmaceuticals Ltd.53 Social Marketing Company (SMC), Bangladesh54 Beximco Pharmaceuticals Ltd.55 Delta Brac Housing Finance Corporation Ltd. (DBH)56 Renata Limited 57 Eastern Bank Limited 58 Maasranga TV 59 Bangladesh Knitwear Manufacturers and Exporters Association (BKMEA)60 Bangladesh Garment Manufacturers and Exporters Association (BGMEA)



3.4. Focus Group Discussion 3.4.1. Focus Group Discussion has been conducted with the following

organizations:

Square Group

Bangladesh Knitwear Manufacturers and Exporters Association

(BKMEA)

4. LIMITATIONS

4.1. The following limitations were encountered during this exercise:

4.1.1. Communication with the Respondents: The questionnaire was

mailed to the member organizations through normal mail and also

through email. These were followed by communications over

phone, which required more time than planned earlier.

4.1.2. Response and Data Collection: A lot of follow-up was required to

get the responses from the participants. As a result the data

collection period was much more than expected. Beside this a

number of member organizations declined to participate in the survey

due to their own time constraints.

4.1.3. Quality of Response: While the questionnaire has been filled up by

the respective Human Resource Officials of the different

organizations, the data has not been given fully in some cases.

Some organizations have mentioned their need in terms of priority or

requirement time (either 2014 or 2015) for different levels of

management but did not put any specific number of people for that

specific level. In some cases they have not mentioned the priorities

or even the time frame.



4.1.4. Time & Resources: While the given time for a such a survey was

sufficient, the time taken to collect the data was way too long as a

result the total data entry, followed by data analysis and report

submission was delayed. Due to the delay in data collection the

assigned data entry person was not available during the time of

data entry, which further delayed the report submission.

5. OUTPUT 5.1. The output of this consultancy is the Report on BEF Training Needs

Assessment Survey-2014.



6. FINDINGS

6.1. The findings are presented below:

6.2. Organization Category 6.2.1. The organizations who participated in the survey fall into the following

categories as presented in the following Table-3.

TABLE-3: Organization Category

Category Number Associations 2 Banking 8 Battery Manufacturing, Export & local Distribution 1 Chemicals 1 Distribution & Marketing 1 Electrical & Electronics 1 Electronic Media 1 Engineering, Retail, Organic & Education 1 Financing 4 Footwear/Shoe 1 Garments 6 Hospital 1 Hospitality 1 Insurance 2 Manufacturing/Marketing (Ceramic, Biscuit, Jute Yarn, Non-glazed clay product, Paint, Toiletries and Health Products, Glass Containers/Bottles & Bulb-Shell, Medical & Industrial Gases & Welding Electrodes, Home Appliances)

8

Not for Profit/ Family Planning, Child and Maternal Health 1 Pharmaceuticals 6 Sales & marketing lubricant products 1 Shipping Agency Services 1 Software Development 1 Stock Brokers 1 Support Services Company 1 Tea & Others 2 Telecommunication 3 Yarn Manufacturing 4 Total 60



6.2.2. Eight (8) Banks, six (6) Pharmaceuticals, six (6) Garments, four (4)

Financial Institutes, four (4) Textiles-Yarn Manufacturers and three (3)

Telecommunication Organizations have participated in the survey along

with the rest 29 different organizations. This has provided a wide range of

requirements from different industrial sectors.

6.3. The Total Training Requirements in Major Training Segments

6.3.1. The total training requirements found through the survey is equal to 47200

for 2014 and 2015. The major training segment wise requirements are

presented below in Table-4 and in Chart-1.

Table-4 – Major Training Segment-wise Requirements Major Training Segments Requirement %

a Legislative & Industrial Relations 12159 25.8% b Human Resource Management 7173 15.2% c Gender Issues 6395 13.5% d Management 18229 38.6% e Others 3244 6.9%

Total 47200



6.3.1. There are eight topics in the Management segment and it has

drawn most of the training needs – around 38.6% of the total

requirement. The Legislative & Industrial Relations has seven

topics and has drawn 25.6% . It is notable that Gender Issues have

proportionately received higher attention with its four topics with a

13.5%. Human Resource Management has received 15.2%, while

the Others segment got 6.9%.

6.4. Topic-Wise Requirement for 2014-2015 6.4.1. The topic-wise requirement in 2014 and 2015 is presented in the following

Table-5, in terms of percentage of the total training needs identified. As it

can be seen in the highest demand is reflected for Leadership

Development 7.5% and the lowest for the ‘Policy Development and

Advocacy 2.6%. After Leadership Development, Team Building, Soft-

Skills & People Management & Motivation have acquired more than 5%

demand. Effective Business Communication has drawn 4.6% demand.

All the above fall under the Management Category.

6.4.2. Within the Legislative & Industrial Relations the highest demand is

shown for Occupational Health, Safety & Security at 4.2% followed by

Compliance Requirement at 4.0% and Negotiation & Conflict Management

at 3.8%. The lowest demand is reflected for Compensation & Benefit at

3.2%.

6.4.3. Within Human Resource Management segment highest demand is

reflected for Performance Management at 4.1% and lowest for Human

Resource Development & Management at 3.3%.

6.4.4. Under Gender Issues the top scorer is Gender Equality at Work Place with

3.8% demand and the lowest demand is reflected for Gender Audit at

3.1%.



6.4.5. Under Others Training of Trainers and Corporate Social Responsibility

have scored 3.7% and 3.2% respectively.

Table-5: Topic-Wise Requirement for 2014-2015

SL Topic No.

Training Topic Topic-wise Requirement

Topic-Wise %

1 16 Leadership Development 3559 7.5%2 19 Team Building 2642 5.6%3 23 Soft Skill 2628 5.6%4 18 People Management & Motivation 2385 5.1%5 21 Effective Business Communication 2175 4.6%6 3 Occupational Health Safety & Security 1967 4.2%7 10 Performance Management 1942 4.1%8 2 Compliance Requirement 1883 4.0%9 20 Project/Program Management 1875 4.0%

10 9 Conducting Job Analysis &Writing JD 1872 4.0%11 11 Career Planning & Career Development 1822 3.9%12 6 Negotiation & Conflict Management 1789 3.8%13 12 Gender Equality at Work Place 1778 3.8%14 25 Training of Trainers 1727 3.7%15 17 Managing Organizational Change 1719 3.6%16 4 Grievance Handling 1696 3.6%17 13 Gender Sensitivity 1689 3.6%18 7 How to Handle Disciplinary Action & D E 1646 3.5%19 1 Labor Law & Industrial Relation 1645 3.5%20 8 Human Resource Development & Mgmt 1537 3.3%21 5 Compensation & Benefits 1533 3.2%22 24 Corporate Social Responsibility 1517 3.2%23 15 Gender Policy Development 1488 3.2%24 14 Gender Audit 1440 3.1%25 22 Policy Development & Advocacy 1246 2.6%

Legend Legislative & Industrial Relations Human Resource Management Gender Issues Management Others



6.5. Topic-Wise Requirement in Different Management Level for 2014-2015

6.5.1. The management level wise requirement for each topic for 2014 and 2015

is presented in the following Table-6 and Chart-2. As it can be seen in the

table the highest demand is reflected for Entry Level Officer almost 40%

and the lowest in the Sr. Management Level 7%.

Table-6: Topic-Wise Requirement in Different Management Level for 2014-2015

Sl Training Topic

Sr. Management

Mid Management

1st Line Management

Sr. Executive

Entry Level Officer

Topic-wise Total

Requirement

Topic-Wise %

1 LL&IR 125 325 261 340 594 1645 3.5%2 CR 111 312 268 326 866 1883 4.0%3 OHSS 125 347 264 379 852 1967 4.2%4 GH 123 328 240 356 649 1696 3.6%5 C&B 103 270 194 348 618 1533 3.2%6 N&CM 125 328 278 531 527 1789 3.8%7 HHDA&DE 110 299 227 368 642 1646 3.5%8 HRD&M 70 179 241 359 688 1537 3.3%9 CJA&WJD 108 207 183 369 1005 1872 4.0%10 PM 147 231 201 360 1003 1942 4.1%11 CP&CD 104 339 194 363 822 1822 3.9%12 GEaWP 112 364 218 347 737 1778 3.8%13 GS 97 342 213 348 689 1689 3.6%14 GA 88 228 197 337 590 1440 3.1%15 GPD 96 239 201 343 609 1488 3.2%16 LD 481 1118 507 490 963 3559 7.5%17 MOC 248 433 298 266 474 1719 3.6%18 PM&M 182 486 377 424 916 2385 5.1%19 TB 162 447 410 619 1004 2642 5.6%20 PPM 124 371 330 484 566 1875 4.0%21 EBC 81 310 283 525 976 2175 4.6%22 PD&A 80 112 171 320 563 1246 2.6%23 SS 158 375 314 547 1234 2628 5.6%24 CSR 112 289 206 334 576 1517 3.2%25 TOT 87 201 275 420 744 1727 3.7% Managem

ent Level‐wise Total Number

3359 8480 6551 9903 18907 47200

Management Level‐wise %

7.1% 18.0% 13.9% 21.0% 40.1%



6.6. Topic-Wise Detailed Requirements for 2014-2015 6.6.1. The training requirements are collected in terms of the following:

• Number of Participants

• Training Type

• Training Time Frame

• Priority

6.6.2. The number of participants is collected for five different level of

management: (1) Senior Management, (2) Middle Management, (3) First

Line Management, (4) Senior Executive Level and (5) Entry Level Officer.

The participating organizations have provided the numbers (where

applicable) in most of the cases. Some organizations have mentioned

their need in terms of priority or time requirement, but did not put any



specific number,– in those cases for the ease of calculations the number

has been taken as 1 (one).

6.6.3. The training type basic and advance are defined as follows:

• Basic: The basic training contains the most important and essential

part of the topic without which the concept fails to exist. The content

of a basic training includes the main ideas and skills that someone

must know or learn in order to understand or do something in a

particular area.

• Advance: Advance training is additional to the basic training and

provides specific occupational skills that lead to proficiency in

performing actual tasks and technical functions required by certain

discipline.

6.6.4. The training time frame is mentioned as either 2014 or 2015.

Organizations have placed their requirements for 2014 or 2015 or for both

together. In some cases they have specified their need as basic training

for 2014 and advance training for the same topic in 2015. Thus the

analysis result is presented in these three time frame – for 2014 or for 2015

and for both 2014 & 2015.

6.6.5. In case of priority of training – participants were asked to specify 1, 2, 3

level of priority, 1 being the highest priority and 3 being the least priority. In

this area a number of participating organizations have not mentioned

anything. Therefore it is presented as such – ‘priority not mentioned. The

detail requirements as per different topics is presented below.

6.6.6. The detail requirements as per different topics is presented in the following

pages:



a. Labor Law and Industrial Relation (LL&IR) a.1. The training needs for the training program in Labor Law & Industrial

relations is presented in the following Table-7. As it can be seen

from the Table that the cumulative number of organizations

requiring this training for different level of management staff is

equivalent to 140.

a.2. For the training type of this training program the maximum demand

is reflected for the basic training – 1122 participants, while for

advance training the result show 367.

Table-7: Training Needs for Labor Law & Industrial Relation Sr.

MgmtMid

Management1st Line Mgmt

Sr. Exec Ent. Lvl. Officer

Total of LL&IR

No. Organizations Requiring Training for different management level

23 31 23 37 26 140

Training Type

Advance 62 127 130 45 3 367

Basic 54 176 66 237 589 1122

1st yr Basic & 2nd yr Advance

9 22 65 58 2 156

Time frame

2014 37 45 76 89 301 548

2015 4 10 12 34 64 124

2014 & 2015 84 270 173 217 229 973

Priority 1 71 223 177 172 298 941

2 14 50 32 95 14 205

3 5 4 7 12 28

Not mentioned

35 50 52 66 270 473

Level‐wise Total Requirement

125 325 261 340 594 1645

a.3. For 2014 the training requirement is for 548 participants. About 124

is targeted for 2015. The highest number 973 is targeted for both

the years. It is implicit that organizations would like to split the

participants in different sessions in 2014 and 2015.

a.4. While for 941 participants the training is a priority-1, for 473

participants no priority is mentioned.



b. Compliance Requirements (CR)

b.1. The training needs for the training program in Compliance

Requirement is presented in the following Table-8. As it can be

seen from the Table that the cumulative number of organizations


equivalent to 112.

b.2. For the training type of this training program the maximum demand



Table-8: Training Needs for Compliance Requirements Sr.

Mgmt Mid

Management 1st Line Mgmt

Sr. Exec Ent. Lvl. Off.

Total of CR


21 26 23 23 19 112

Training Type

Advance 56 103 157 95 3 414

Basic 54 160 66 188 863 1331

B/A 1 49 45 43 0 138

Time frame

2014 34 38 103 145 441 761

2015 2 20 3 0 0 25

2014 & 2015

75 254 162 181 425 1097

Priority 1 76 213 185 257 407 1138

2 4 62 23 15 0 104

3 2 0 0 5 0 7

Not Mentioned

29 37 60 49 459 634


111 312 268 326 866 1883

b.3. For 2014 the training requirement is for 761 participants. Only

about 25 is targeted for 2015. The highest number 1097 is

targeted for both the years. It is implicit that organizations would

like to split the participants in different sessions in 2014 and 2015.

b.4. While for 1138 participants the training is a priority-1, for 634

participants no priority is mentioned.



c. Occupational Health, Safety and Security (OHSS)

c.1 The training needs for the training program in Compliance

Requirement is presented in the following Table-9. As it can be

seen from the Table that the cumulative number of organizations


equivalent to 128.

Table-9: Training Needs for Occupational Health, Safety & Security Sr. Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of OHSS


22 28 21 31 26 128

Training Type

Advance 68 115 141 20 5 349

Basic 55 202 67 298 847 1469


2 30 56 61 0 149

Time frame

2014 52 59 102 91 348 652

2015 1 10 0 67 186 264

2014 & 2015

72 278 162 221 318 1051

Priority 1 67 252 166 260 461 1206

2 9 32 10 13 2 66

3 5 0 10 21 15 51

Not Mentioned

44 63 78 85 374 644


125 347 264 379 852 1967

c.2. For the training type of this training program the maximum demand



c.3. For 2014 the training requirement is for 652 participants and 264 is

targeted for 2015. The highest number 1051 is targeted for both

the years.

c.4. For 1206 participants the training is a priority-1.



d. Grievance Handling (GH)

d.1 Table-10 presents the training needs for the training program on

Grievance Handling. The cumulative number of organizations

requiring this training is equivalent to 102.

d.2. For 1276 participants the need is basic level of training in this topic.

For 313 participants the need is of advance level training.

Table-10: Training Needs for Grievance Handling Sr. Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of GH


21 24 18 22 17 102

Training Type

Advance 71 89 140 13 0 313

Basic 50 221 55 301 649 1276


2 18 45 42 0 107

Time frame

2014 40 72 77 66 271 526

2015 3 7 0 10 12 32

2014 & 2015

80 249 163 280 366 1138

Priority 1 72 262 143 294 337 1108

2 3 16 28 2 43 92

3 1 0 9 5 11 26

Not mentioned

47 50 60 55 258 470


123 328 240 356 649 1696

d.3. For year 2014 the training requirement is for 526 participants and

32 is targeted for 2015. The highest number 1138 is targeted for

both the years.

d-4. For 1108 participants the training is a priority-1.



e. Compensation & Benefit (C&B)

e.1 Table-11 presents the training needs for the training program on

Grievance Handling. The cumulative number of organizations

requiring this training is equivalent to 100.

Table-11: Training Needs for Compensation & Benefit Sr. Mgmt Mid


Sr. Exec Ent. Lvl.

Officer

Total of C&B


21 23 14 25 17 100

Training Type

Advance 50 99 109 15 6 279

Basic 53 156 46 285 612 1152


0 15 39 48 0 102

Time frame

2014 28 26 51 64 266 435

2015 2 3 4 2 0 11

2014 & 2015 73 241 139 282 352 1087

Priority 1 77 210 133 280 332 1032

2 4 36 13 15 27 95

3 0 0 5 5 5 15

Nil 22 24 43 48 254 391


103 270 194 348 618 1533

e.2. For 1152 participants the need is basic level of training in this topic.

For 279 participants the need is of advance level training.

e.3. For year 2014 the training requirement is for 435 participants and


both the years.

e.4. For 1032 participants the training is a priority-1.



f. Negotiation and Conflict Management

f.1 Table-12 presents the training needs for the training program on

Negotiation & Conflict Management The cumulative number of

organizations requiring this training is equivalent to 122.

Table-12: Training Needs for Negotiation & Conflict Management Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of

N&CM No. Organizations Requiring Training for different management level

27 25 26 26 18 122

Training Type

Advance 62 116 60 27 0 265

Basic 52 187 160 438 522 1359


11 25 58 66 5 165

Time frame

2014 32 77 107 86 312 614

2015 5 21 15 35 94 170

2014 & 2015 88 230 156 410 121 1005

Priority 1 82 257 151 329 119 938

2 9 18 56 95 96 274

3 1 2 2 33 9 47

Nil 33 51 69 74 303 530


125 328 278 531 527 1789

f.2. For 1359 participants, the need is basic level of training in this

topic. For 265 participants the need is of advance level training.

f.3. For year 2014 the training requirement is for 614 participants and


both the years.

f.4. For 938 participants the training is a priority-1.



g. How to Handle Disciplinary Actions & Conduct Domestic Enquiry (HHDA&CDE)

g.1. The training needs for the training program on How to Handle

Disciplinary Action & Conduct Domestic Enquiry is presented in the

following Table-13. The cumulative number of organizations


equivalent to 116.

Table-13: Training Needs for How to Handle Disciplinary Action Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of HHDA&DE


22 26 23 25 20 116

Training Type

Advance 54 118 115 10 8 305

Basic 53 156 46 302 629 11861st yr Basic & 2nd yr Adv

3 25 66 56 5 155

Time frame

2014 39 70 56 61 266 492

2015 2 7 6 25 21 61

2014 & 2015

69 222 165 282 355 1093

Priority 1 69 247 166 296 376 1154

2 15 19 7 8 3 52

3 2 1 5 5 7 20

Nil 24 32 49 59 256 420


110 299 227 368 642 1646

g.2. For the training type of this training program the maximum demand


advance training the result shows 305.

g.3. For year 2014 the training requirement is for 492 participants and


both the years.

g.4. For 1154 participants the training is a priority-1.



h. Human Resource Management & Development (HRM&D)

h.1. The training needs for the training program Human Resource

Management & Development is presented in the following Table-14.

The cumulative number of organizations requiring this training for

different level of management staff is equivalent to 119.

Table-14: Training Needs for Human Resource Management & Development Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of HRD&M


25 25 19 27 23 119

Training Type

Advance 57 129 132 33 7 358

Basic 11 26 63 269 676 1045


2 24 46 57 5 134

Time frame

2014 46 59 105 70 274 554

2015 1 7 4 8 5 25

2014 & 2015

23 113 132 281 409 958

Priority 1 23 81 124 273 321 822

2 14 3 14 16 9 56

3 0 8 1 6 5 20

Nil 33 87 102 64 353 639


70 179 241 359 688 1537

h2. For the training type of this training program the maximum demand



h.3. For year 2014 the training requirement is for 554 participants and


both the years.

h.4. For 822 participants the training is a priority-1.



i. Conducting Job Analysis & Writing Job Descriptions (CJA&WJD)

i.1. The training needs for the training program in Conducting Job

Analysis & Writing Job Descriptions is presented in the following

Table-15. The cumulative number of organizations requiring this

training for different level of management staff is equivalent to 104. i.2. For the training type of this training program the maximum demand



i.3. For year 2014 the training requirement is for 459 participants and


both the years.

i.4. For 1238 participants the training is a priority-1.

Table-15: Training Needs for Conducting Job Analysis & Writing JD Sr.

Mgmt Mid



Total of CJA&WJD


21 20 18 27 18 104

Training Type

Advance 99 163 118 22 3 405

Basic 8 22 5 279 996 13101st yr Basic & 2nd yr Advance

1 22 60 68 6 157

Time frame

2014 38 28 54 73 266 459

2015 1 1 0 8 5 152014 & 2015

69 178 129 288 734 1398

Priority 1 29 72 111 292 734 1238

2 54 105 26 11 6 2023 2 4 1 6 8 21

Nil 23 26 45 60 257 411Level‐wise Total Requirement

108 207 183 369 1005 1872



j. Performance Management (PM)

j.1. The training needs for the training program Performance

Management is presented in the following Table-16. The

cumulative number of organizations requiring this training for


j.2. For the training type of this training program the maximum demand



Table-16: Training Needs for How to Performance Management Sr.

MgmtMid


Sr. Exec Ent. Lvl.

Officer

Total of PM


23 21 22 20 14 100

Training Type

Advance 132 170 142 25 6 475


8 18 55 66 5 152

Time frame

2014 62 56 71 72 262 523

2015 2 0 1 7 4 14

2014 & 2015 83 175 129 281 737 1405

Priority 1 61 189 117 281 334 982

2 62 8 29 12 404 515

3 0 4 0 6 5 15

Nil 24 30 55 61 260 430


147 231 201 360 1003 1942

j.3. For year 2014 the training requirement is for 523 participants and


both the years.

j.4. For 982 participants the training is a priority-1.



k. Career Planning & Career Development (CP&CD)

k.1. The training needs for the training program in Career Planning &

Career Development is presented in the following Table-17. The


different level of management staff is equivalent to 94,

Table-17: Training Needs for Career Planning & Career Development Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of CP&CP


22 20 16 20 16 94

Training Type

Advance 97 308 147 21 0 573

Basic 3 13 2 283 817 1118


4 18 45 59 5 131

Time frame

2014 80 63 78 86 307 614

2015 1 3 0 8 4 16

2014 & 2015 23 273 116 269 511 1192

Priority 1 50 275 110 257 514 1206

2 9 6 14 14 9 52

3 0 1 0 15 5 21

Nil 45 57 70 77 294 543


104 339 194 363 822 1822

k.2. For the training type of this training program the maximum demand



k.3.. For year 2014 the training requirement is for 614 participants and


both the years.



k.4. For 1206 participants the training is a priority-1.

l. Gender Equality at Work Place (GEaWP)

l.1. The training needs for the training program in Gender Equality at

Work Place is presented in the following Table-18. The cumulative

number of organizations requiring this training for different level of

management staff is equivalent to 72.

Table-18: Training Needs for Gender Equality at Work Place Sr. Mgmt Mid



Total of

GEaWP No. Organizations Requiring Training for different management level

17 18 10 13 14 72

Training Type

Advance 49 184 116 2 0 351


9 24 46 56 50 185

Time frame

2014 28 42 65 59 280 474

2015 11 5 0 11 12 39

2014 & 2015

73 317 153 277 445 1265

Priority 1 65 309 143 285 463 1265

2 14 9 16 5 1 45

3 0 7 0 1 0 8

Nil 33 39 59 56 273 460


112 364 218 347 737 1778

l.2. For the training type of this training program the maximum demand



l.3. For year 2014 the training requirement is for 474 participants and


both the years.

l.4. For 1265 participants the training is a priority-1.



m. Gender Sensitivity (GS)

m.1. The training needs for the training program on Gender Sensitivity is

presented in the following Table-19. The cumulative number of

organizations requiring this training for different level of management

staff is equivalent to 65.

Table-19: Training Needs for Gender Sensitivity Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of GS


16 14 11 12 12 65

Training Type

Advance 34 70 117 1 0 222


9 18 46 56 5 134

Time frame

2014 24 32 53 60 277 446

2015 0 1 7 10 12 30

2014 & 2015

73 309 153 278 400 1213

Priority 1 64 311 144 275 413 1207

2 14 2 16 6 6 44

3 0 7 0 10 0 17

Nil 19 22 53 57 270 421


97 342 213 348 689 1689

m.2. For the training type of this training program the maximum demand



m.3. For year 2014 the training requirement is for 446 participants and


both the years.

m.4. For 1207 participants the training is a priority-1.



n. Gender Audit (GA)

n.1. The training needs for the training program in Gender Audit is




Table-20: Training Needs for Gender Audit

Sr. Mgmt

Mid Management

1st Line Mgmt

Sr. Exec

Ent. Lvl. Officer

Total of GA


12 10 9 10 8 49

Training Type

Advance 26 58 115 2 0 201


11 18 45 46 5 125

Time frame

2014 13 19 41 46 260 379

2015 0 2 5 5 12 24

2014 & 2015 75 207 151 286 318 1037

Priority 1 65 208 135 264 333 1005

2 12 0 21 26 0 59

3 0 1 0 6 5 12

Nil 11 19 41 41 252 364


88 228 197 337 590 1440

n.2. For the training type of this training program the maximum demand



n.3.. For year 2014 the training requirement is for 379 participants and


both the years.

n.4. For 1005 participants the training is a priority-1.



o. Gender Policy Development (GPD)

o.1. The training needs for the training program in Gender Policy

Development is presented in the following Table-21. The



Table-21: Training Needs for Gender Policy Development Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of GPD


15 13 8 11 9 56

Training Type

Advance 30 65 117 3 0 215

Basic 51 152 40 284 602 1129


15 22 44 56 7 144

Time frame

2014 19 25 49 65 289 447

2015 2 5 2 1 0 10

2014 & 2015

75 209 150 277 320 1031

Priority 1 67 213 53 38 53 424

2 14 1 105 257 300 677

3 0 3 0 7 7 17

Nil 15 22 43 41 249 370


96 239 201 343 609 1488

o.2. For the training type of this training program the maximum demand



o.3. For year 2014 the training requirement is for 447 participants and


both the years.

o.4. For 424 participants the training is a priority-1.



p. Leadership Development (LD)

p.1. The training needs for the training program on Leadership

Development is presented in the following Table-22. The



Table-22: Training Needs for Leadership Development Sr.

Mgmt Mid


Sr. Exec Ent. Lvl.

Officer

Total of LD


32 35 26 21 16 130

Training Type

Advance 419 255 362 138 113 1287


7 33 65 51 11 167

Time frame

2014 305 738 174 206 542 1965

2015 0 20 10 0 1 31

2014 & 2015

176 360 323 284 420 1563

Priority 1 386 957 286 115 187 1931

2 36 37 12 260 403 748

3 2 1 1 12 5 21

Nil 57 123 208 103 368 859


481 1118 507 490 963 3559

p.2. For the training type of this training program the maximum demand



p.3. For year 2014 the training requirement is for 1965 participants and


both the years.

p.4. For 1931 participants the training is a priority-1.



q. Managing Organizational Change (MOC)

q.1. The training needs for the training program on Managing

Organizational Change is presented in the following Table-23. The


different level of management staff is equivalent to 106,

Table-23: Training Needs for Managing Organizational Change Sr. Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of MOC


35 30 16 16 9 106

Training Type

Advance 180 186 134 14 0 514


10 23 54 47 5 139

Time frame

2014 62 86 124 63 257 592

2015 16 19 0 1 0 36

2014 & 2015

170 328 174 202 217 1091

Priority 1 158 285 177 204 213 1037

2 23 59 2 13 2 99

3 2 0 1 5 5 13

Nil 65 89 118 44 254 570


248 433 298 266 474 1719

q.2. For the training type of this training program the maximum demand



g.3. For year 2014 the training requirement is for 592 participants and


both the years.

g.4. For 1037 participants the training is at priority-1.



r. People Management & Motivation (PMM)

r.1. The training needs for the training program on People Management

& Motivation is presented in the following Table-24. The cumulative



Table-24: Training Needs for People Management & Motivation Sr.

Mgmt Mid



Total of

PM&MNo. Organizations Requiring Training for different management level

23 26 25 15 12 101

Training Type

Advance 121 232 244 92 2 691Basic 52 225 53 286 914 15301st yr Basic & 2nd yr Advance

9 29 80 46 0 164

Time frame

2014 56 159 126 64 275 6802015 0 17 44 85 171 317

2014 & 2015

126 310 207 275 470 1388

Priority 1 115 380 260 111 293 11592 23 43 8 257 352 6833 0 2 1 0 1 4


182 486 377 424 916 2385

r.2. For the training type of this training program the maximum demand



r.3. For year 2014 the training requirement is for 680 participants and


both the years.

r.4. For 1159 participants the training is at priority-1.



s. Team Building (TB)

s.1. The training needs for the training program on Team Building is




Table-25: Training Needs for Team Building Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of TB


19 24 24 24 21

112

Training Type


17 25 65 53 12 172

Time frame

2014 44 119 194 165 483 10052015 1 14 1 86 2 1042014 & 2015

117 314 215 368 519 1533

Priority 1 118 356 260 166 344 12442 4 12 13 337 8 3743 13 1 1 6 356 377


162 447 410 619 1004 2642

s.2. For the training type of this training program the maximum demand



s.3. For year 2014 the training requirement is for 1005 participants and


both the years.

s.4. For 1244 participants the training is a priority-1.



t. Project/Program Management (PPM)

t.1. The training needs for the training program on Project/Program

Management is presented in the following Table-26. The



Table-26: Training Needs for Project/Program Management Sr.

MgmtMid


Sr. Exec

Ent. Lvl. Officer

Total of PPM


19 21 17 16 6 79

Training Type


15 18 50 110 5 198

Time frame

2014 35 90 105 95 251 5762015 51 4 8 9 0 72

2014 & 2015 38 277 217 380 315 1227

Priority 1 92 301 237 64 11 7052 11 18 32 19 0 803 0 0 1 355 305 661


124 371 330 484 566 1875

t.2. For the training type of this training program the maximum demand



t.3. For year 2014 the training requirement is for 576 participants and


both the years.

t.4. For 705 participants the training is at priority-1.



u. Effective Business Communication (EBC)

u.1. The training needs for the training program on Effective Business

Communication is presented in the following Table-27. The



Table-27: Training Needs for Effective Business Communication Sr. Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of EBC


16 20 20 25 23 104

Training Type


4 58 58 77 42 239

Time frame

2014 32 76 76 131 326 6412015 0 20 20 2 0 42

2014 & 2015 49 187 187 392 650 1465

Priority 1 47 151 151 374 684 14072 15 25 25 54 15 1343 0 0 0 23 6 29


81 310 283 525 976 2175

u.2. For the training type of this training program the maximum demand



u.3. For year 2014 the training requirement is for 641 participants and


both the years.

u.4. For 1407 participants the training is at priority-1.



v. Policy Development and Advocacy (PD&A)

v.1. The training needs for the training program on Policy Development &

Advocacy is presented in the following Table-28. The cumulative



Table-28: Training Needs for Policy Development & Advocacy Sr.

Mgmt Mid


Sr. Exec Ent. Lvl.

Officer

Total of

PD&A No. Organizations Requiring Training for different management level

19 16 10 13 7 65

Training Type


11 23 47 46 5 132

Time frame

2014 22 24 52 63 253 4142015 3 1 0 0 0 4

2014 & 2015

55 87 119 257 310 828

Priority 1 54 76 115 20 8 2732 5 21 15 1 0 423 3 0 1 255 305 564


80 112 171 320 563 1246

v.2. For the training type of this training program the maximum demand



v.3. For year 2014 the training requirement is for 414 participants and 4

is targeted for 2015. The highest number 828 is targeted for both

the years.

v.4. For 273 participants the training is at priority-1.



w. Soft Skill Training

w.1. The training needs for the training program on Soft-Skill is




Table-29: Training Needs for Soft Skill Training Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of SS


17 23 21 25 25 111

Training Type

Advance 93 162 159 103 400 917


1 39 55 82 11 188

Time frame

2014 51 76 128 88 525 868

2015 1 15 6 93 12 127

2014 & 2015

106 284 180 366 697 1633

Priority 1 99 309 180 110 260 958

2 24 1 31 245 224 525

3 1 22 15 20 17 75

Nil 34 43 88 172 733 1070


158 375 314 547 1234 2628

w.2. For the training type of this training program the maximum demand



w.3. For year 2014 the training requirement is for 868 participants and


both the years.

w.4. For 958 participants the training is at priority-1.



x. Corporate Social Responsibility

x.1. The training needs for the training program on Corporate Social

Responsibility is presented in the following Table-30. The



Table-30: Training Needs for Corporate Social Responsibility Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of CSR


19 26 16 14 7 82

Training Type


10 27 52 53 0 142

Time frame

2014 41 39 52 51 552 7352015 0 3 6 4 12 25

2014 & 2015

71 247 148 279 12 757

Priority 1 70 249 141 25 26 5112 11 12 12 255 0 2903 5 2 3 10 300 320


112 289 206 334 576 1517

x.2. For the training type of this training program the maximum demand



x.3. For year 2014 the training requirement is for 735 participants and


both the years.

x.4. For 511 participants the training is at priority-1.



y. Training of Trainers

y.1. The training needs for the training program on Training of Trainers is




Table-31: Training Needs for Training of Trainers Sr.

Mgmt Mid


Sr. Exec

Ent. Lvl. Officer

Total of TOT


19 28 21 19 11 98

Training Type


6 24 48 56 7 141

Time frame

2014 27 55 136 53 730 10012015 1 15 1 338 0 355

2014 & 2015

59 131 138 29 14 371

Priority 1 46 145 165 98 182 6362 18 12 4 275 1 3103 4 3 1 0 305 313


87 201 275 420 744 1727

y.2. For the training type of this training program the maximum demand



y.3. For year 2014 the training requirement is for 1001 participants and

355 is targeted for 2015. A total of 371 is targeted for both the

years.

y.4. For 636 participants the training is at priority-1.



6.7. Findings Through Personal Interviews & Focus Group Discussion 6.7.1. The findings from personal interviews and focus group discussion with the

five organizations is summarized under the following broad categories:

• The obstacles faced by the industries

• The training facilities the organization currently have

• The steps taken for human resources development

• Training Programs BEF could organize

• Expectations from BEF

6.7.2. The obstacles faced by the industries: The following issues are faced

by the organizations in different sectors:

• Technology and quick adaptation to the technological

breakthrough

• Regulatory issues

• Political issues

• Costing

• Skill gap

• Change of law

• Tax imposed by the government

• Competitive market scenario

• Non availability of skilled staff

• Factory accidents and How to take preventive measures based on

the regulatory requirements

6.7.3. The training facilities the organization currently have: All the

organizations interviewed have good training and development facility and

good training budget for the development of human resources.



6.7.4. The steps taken for human resources development: All the

organizations have taken different steps for acquiring skilled human

resources and these are:

• Recruiting quality staff

• Conduct training needs analysis generally based on performance

and also based on business requirement

• Providing relevant foundation training based on the employee

need and also one the business requirement.

• Provide On-the-job Training

• Develop staff through day to day interaction

• Some organizations have introduced computerized online training

program for their staff, namely Rahimafrooz Group. They

emphasize the organizational core values in all aspect.

• Some organizations develop and implement Annual Training Plan

and Staff Career Development Plan, such examples are the

following:

→ ACI has a expert trainers team for all kind of training

→ Apex have Centre of Excellence for developing leather

technology related skill in Bangladesh where training are

provided for develop industry specific skill to the staff.

→ BKMEA has their own training resources to provide services

to the member organizations.

→ BGMEA is regularly operating and conducting training based

project with different donors like World bank, UNDP, GIZ,

ADB etc They arrange and conduct skill development training

program for existing and potential employees at different

region in Bangladesh where 1000 trainees attend regularly

and are placed in different factories upon successful

completion of the courses.



6.7.5. Expectations from BEF: The participating organizations specified the

following key issues that should be considered by BEF Training Unit while

planning, developing and conducting training:

• Relatively homogeneous group of participants for particular

training program

• Training should be provided based on the specific industry need

• Use of practical case studies in Bangladeshi context should be

shared and discussed with the probable best solution as a part of

the training delivery to ensure knowledge/idea transfer in a

meaningful way.

• Workshop concept should be more used instead of delivering

lecture in a class-room scenario.

• Resource person must be well conversant and knowledgeable

regarding the respective subject matter, country context and

should be able to provide answer to the questions raised by the

participants.

• Advanced level training may be arranged

• Training materials should be informative and updated.

6.7.6. The following training topics are required for staff capacity

development, and BEF could look into organizing these training program :

• Compliance

• Conflict Management

• Decision Making

• Environmental Issues

• Fashion Design

• Financial Management for Non Financial Personnel

• Food Technology Training for Consumer Goods Industry

• Health and Safety

• Burning Issues of the Industry – as per the need of time



• Human Resource Management - specific issues

• Increase Productivity for Textile Industry

• Interview Process

• Labor Law and Industrial Management

• Leadership Development

• Lean Management

• Presentation Techniques

• Product Development

• Project Operation and Management

• Soft Skill Development

• Strategic Marketing

• Supply Chain Management

• Technical Training for Media Personnel (Event management, Set

design, Camera operation etc)

• Workforce Motivation

6.7.7. BEF can also do the following activity/training for their member organization

• Awareness Program for the Employers

• Introduce Sector-based, Occupation-wise Practical Training

Program with hands-on training facility



7. CONCLUSIONS & RECOMMENDATIONS

7.1. As it is seen in the findings that good demand exist in the market for

different training programs for different levels of management. It is seen

for all the 25 training topics that were mentioned in the TNA Assessment

Template. The similar demand is also reflected through the different

personal interviews and focus group discussions.

7.2. BEF has introduced a pilot project during this year with a plan to design,

develop, organize and conduct the following training programs:

a. Basic Labour Law & Industrial Relations (2-day programme)

b. Advance Labour Law & Industrial Relations (2-day programme)

c. Basic HRM (1-day programme)

d. Work place Gender Equality (1 day programme)

7.3. According to the Training Needs Assessment exercise most of the

requirements came out for the ‘basic’ level of training for each topic. And

when organizations have asked for ‘advance’ level of training it is obviously

targeted for the senior to mid level management in most cases. Some

organizations have also asked for advanced training program in the second

year with a basic requirement during the current year.

7.4. In light of the above scenario and training need assessment result the

content of the following planned training programs can be maintained at a

basic level, with strong emphasis on the current regulatory issues:

a. Basic Labour Law & Industrial Relations (2-day programme)

b. Basic HRM (1-day programme)

c. Work place Gender Equality (1 day programme)

7.5. For the Advance Labour Law & Industrial Relations (2-day programme),

the target audience could be mid to senior level management. The training



content should also be designed to capture the critical issues with case

studies and discussion for knowledge transfer which will enable the

participants to gain higher level of proficiency.

7.6. Beside the above training programs it is vital that BEF offers training

program in the following areas:

a. Leadership Development

b. Team Building

c. Soft Skill

d. People Management & Motivation

e. Effective Business Communication

f. Occupational Health Safety & Security

7.7. This is suggested not only because the demand exists in the market, also

because there exist a lot of expectations from BEF. BEF has it’s own

reputation and credibility in the market and when they have conducted

such a rigorous TNA Survey the participants’ expectations have been

raised and they are looking for good quality training program offered by

BEF.

7.8. During the course of this exercise the mode of communication with the

BEF-member organizations was hardcopy postage, supported with

softcopy email. It is an observation from the consultant that the database

used for these mode of communication requires updating. This will help

to communicate to the member organizations when the training programs

are offered. Member organizations regard BEF as an important institute, if

the training programmes are well communicated much ahead of time then

it is expected significant response will be received for the training

programs.



8. Dissemination and Validation Workshop

8.1. In order to share the findings of the TNA Survey with the participating

organizations and also with the member organizations a half-day

Dissemination and Validation Workshop was organized by Bangladesh

Employers Federation on September 09, 2014.

8.2. Objective of the Dissemination and Validation Workshop was to share,

disseminate and validate the training assessment report and to get inputs

from the member organizations on the training needs/requirements.

8.3. Program Schedule: The program followed a simple design to share the

TNA Survey findings and to capture the participant’s feedback on different

issues related to BEF Training Unit. The schedule was as follows

Program Schedule

Dissemination & Validation Workshop on Training Needs Assessment Report

Venue – MCCI Conference Hall

Date Time Activity

09th September

2014

10.00 am-10.30 am Arrival of participants and Registration

10.30 am -11.00 am Opening and Introductory session

11.00 am -11.30 am Tea Break

11.30 am-12.15 pm Presentation of TNA Report

12.15 pm -02.00 pm Open discussion and feed back by the participants

2:00 pm Closing

02.00-02.30 Lunch



8.4. Workshop Participants: A relatively good response was received for this

workshop. A total of twenty six (26) organizations participated in the

program. Out of this 26 organizations, 20 organizations were the

respondents of the TNA Survey. The rest 6 organizations were from BEF

member organizations and those are:

1. Artisan Ceramics Ltd

2. Commercial Bank of Ceylon

3. Dutch-Bangla Bank Ltd.

4. Heidelberg Cement

5. SANOFI Bangladesh Ltd.

6. SM Knitwears Ltd.

8.5. The total number of participants from the 26 organizations was 41, (Male-

30, Female-11). Most of the participants were the member of

Management Team of their respective organizations and working in the

field of Human Resources and Training unit. List of participants is

presented in the following page.

8.6. Resource Person: The program was inaugurated by Mr. Farooq Ahmed,

Secretary General of BEF. Ms. Anisa Khatoon, Chief Consultant, A4

consultants conducted the workshop along with Mr. Joha Jamilur Rahman,

Training Coordinator, BEF.



Dissemination & Validation Workshop on Training Needs Assessment Report Date: September 09, 2014; Time: 10:00 am – 3:00 pm; Venue – MCCI Conference Hall

List Of Participants

Sl Name and Designation Name of Organization

1 Papiya Sultana, Officer Metlife Alico 2 Sangita Dutta, Officer Metlife Alico 3 Tanveer Ahmed, Asst. Manager - Training & Dev. Singer Bangladesh Ltd. 4 MM Ferdous, Head of Human Resource Singer Bangladesh Ltd. 5 Md. Obaydur Rahman, Administrative Manager Bengal Glass Works Ltd. 6 Hasan-Al-Sajid, Officer-HRD (T&D) Beximco Pharmaceuticals Ltd. 7 Ahmed Fuad, Talent Management Manager Linde Bangladesh 8 Sayed Shakeel Ahad, Manager-PAGD BEXIMCO Limited 9 Shah Md. Nurul Amin, Executive-Compliance BEXIMCO Limited 10 Md. Tashdeed Noor, Executive-Compliance BEXIMCO Limited 11 Ahmed Shah Alam, Deputy Manager-HR BEXIMCO Limited 12 MS Alam, Executive-HR BEXIMCO Limited 13 Farzana Sharmin, Sr. Deputy Secretary (Compliance) BKMEA 14 Md. Manik Mia, Sr. Dy. Secretary (Fire& safety) BKMEA 15 Feroz Kabir Khan, Deputy Manager- Training M.M. Ispahani Limited 16 Nyla Sultana, Executive- HR M.M. Ispahani Limited 17 Uzma Tahiya Khan Zoya, Sr. Executive-HR IPDC of Bangladesh Limited 18 Natasha Choudhury, Human Resources IPDC of Bangladesh Limited 19 Shariful Islam, Jr. Executive-Admin & labour Artisan Ceramics Ltd 20 Khairul Alam, Jr. Executive- Store Artisan Ceramics Ltd 21 Md. Rezaul Hasan, Sr. Executive-HR e & Compliance Urmi Group Ltd 22 Tareq Md. S. Rahman, Asst Manager-HR & Comp. SM Knitwears Ltd. 23 Sajia Ferdous, Senior Executive – HR Delta Brac Housing Fin.Corp. Ltd. (DBH) 24 Sabbir Mahamud, Senior Executive – HR Delta Brac Housing Fin.Corp. Ltd. (DBH) 25 Mizanur Rahman, Executive-Compliance Apex Holdings Ltd 26 Azibul Haque, Sr. Executive-Compliance Apex Holdings Ltd 27 Mohammad Ali Zinnah, Sr. Executive-HR & Admin Apex Holdings Ltd 28 Mohammad Aminul Islam , anager Plant HR SANOFI Bangladesh Limited 29 Umme Salma, Head, Learning & Development Eastern Bank Limited 30 Fahmida Islam, DSVP-HR Department Green Delta Insurance Company Ltd 31 Raihana Najaaf, Junior Officer Prime Bank Limited 32 Syed Saheeb Ahmed, HR Officer Renata Limited 33 Debasish Nag, Head of HR Heidelberg Cement 34 Mohammad Hasan, General Manager Babylon Group 35 KAM Tusher Alam, Asst. Manager-Admin, HR & Comp. Babylon Group 36 A.H.M Zahurul Islam, EVP & Head Training wing Dutch-Bangla Bank Ltd. 37 Md. Shaiful Haque, Executive officer-Training wing Dutch-Bangla Bank Ltd. 38 Md. Ishfaqur Rahma, Executive Square Pharmaceuticals Ltd. 39 Sayeef-Al-Nahian Khan, Executive Square Textiles Ltd. 40 Mohammad Nazrul Islam, DGM-HR Division Pacific BD Telecom Limited (City Cell 41 Polly Saha, Assistant officer-HRD Commercial Bank of Ceylon



8.7. Participants’ Feedback: The Report on the TNA Survey was presented

through a Powerpoint presentation, after which the floor was opened for

feedback and discussion. The audience enthusiastically participated in the

discussion and provided feedback from their real-life experiences regarding

training and development. These feedback and suggestions would work

as the foundation for the BEF Training Unit. The summary of the discussion

is presented below:

8.7.1. Feedback on TNA Survey:

a. The TNA Survey Format should include “Sector Based Training Topic” –

so that different organizations from different sectors can provide there

relevant requirements.

b. Before sending the TNA Survey Format to the member organizations a

discussion session like this one should have been arranged with the

HR/Training Heads of the member organizations. This would have

enabled a better understanding of the TNA Survey, thus would have

generated a better quality higher number of responses within specified

time limit.

c. For future communications on any survey from Training Unit it was

suggested that the HR or Training person be contacted side by side the

Head of the Organization for timely response.

8.7.2. Feedback on Training Facility:

a. Training Topics

The training topics that were provided in the TNA format are sufficient.

Sector-based training may be included.

Training program on “Fire & Safety” is required.

May offer Training on Marketing Management, Productivity,

Technology, General Selling Skill and Software Development.



b. Training Methodology

Training methodology should be as per the requirement of the topic,

level of participants and also as per the depth of the program.

Workshop type is more preferred over classroom-lecture based.

Training methods should be participatory and include case studies,

video shows, workshops, experience sharing, etc.

Industry/Factory/Plant/Office visit may be included in ongoing training

programs for practical knowledge.

Relevant Experts, Leaders in different sectors who have strong

experience and practical knowledge may be brought in as resource

person for different sessions. For example – A Legal Advisor should

conduct the session on Labour Law. Experts in Fire Safety issues

should conduct session on Fire Safety.

Case study based on real life, developed in the context of our own

industrial situation should be used in training sessions.

Some of the sessions in a training program may be conducted online

through various e-learning courses.

c. Training Duration

Should depend on the topic.

Not less than one (1) full day.

Half days on Saturday for 3 to 4 weeks – may be useful for Banks.

d. Training Material

Training material should be given as softcopy. The printed copy is not

required.

Copy of the slides may be given for reference.

e. Training Venue & Food

Training venue and food are good.



8.7.3. Expected Services from BEF

a. BEF can arrange awareness training for the employers so that they are

sensitized and become more motivated to perceive that employee

training is an investment and it will pay back in due time. This

awareness building training must include links with the ROI (return on

investment).

b. BEF can develop strategic alliance with various nationally reputed

training providing agencies like BIBM, BIM and the like in order to

adequately serve the training needs of the business community from a

larger platform.

c. There is a need for creating a sector-based pool of trainers from

enterprises, training institutions, and consultancy firms.

d. There is a gap found between academic study in university and

practical work at organization. There is no survey done in this regard.

BEF may take initiatives to address the issues.

e. Employees need to adapt to new and latest technologies those are

available. BEF can arrange technology related training program for

employees.

f. BEF need to specify the participant’s level more appropriately for any

training program while offering a training course.

g. BEF must develop a follow-up mechanism after completion of the

training program on a regular basis. It may be carried out after three

months of the training program.

h. BEF should do the follow-up with the supervisor of the participants to

assess the impact of the training program

i. BEF should assess the impact of training on a regular basis and take

necessary corrective measures as appropriate.

j. Training name should be attractive for motivating the top management

of the organization.

k. BEF should select national and international experts as resource

persons.



l. BEF should arrange refresher training programs after 6/12 months for

the same participants who have received the training previously.

m. BEF should arrange trade-based skill development training program.

n. BEF should arrange Training of Trainers (TOT) program so that after

receiving training they will properly share their learning and conduct

training for other staff at their respective enterprises.

o. BEF may introduce a library.

p. Need to develop standard and meaningful web site for BEF and all the

information should be available there including training programs.

q. BEF can arrange training programs at organization’s premises where

different levels of participants from a specific company can participate.

8.7.4. How BEF training department can improve communications with member organizations and get timely responses?

a. BEF should form a platform with the heads of HR from member

organizations and arrange quarterly meetings for sharing knowledge

and experience on training related activities.

b. BEF should use e-mail and phone for effective communication.

c. BEF should provide training calendar to its member organization on a

quarterly basis.

d. For training related correspondence BEF should send the information to

Chief of the organization, Head of Training, Head of HR and Head of

Factory to ensure communication with the relevant person and get

response accordingly.

e. BEF should open a research center for developing case studies.

f. BEF should introduce and update its website on a regular basis and

provide training related information through the site.



8.7.5. Sharing Best Practices

a. BEF should provide a platform for sharing best practices on different

issues related to staff development/awareness raising, among the

member organizations.

b. Best practices on specific issues may be shared in the training

programs.

c. BEF should identify organizations among the member organization

achieving excellence in different areas and provide a forum for sharing

such practices.

8.8. Conclusion:

The workshop was successfully conducted in time with 41 participants, who

shared their views and provided suggestions about TNA survey and their

expectations from BEF. These feedback will guide BEF to strengthen the

Training Unit to cater to the need of the member organizations.



9. Photo Documentation



ANNEX-1 BANGLADESH EMPLOYERS’ FEDERATION

Training Need Assessment Template/Questionnaire February 2014

Name of the Organization: Core Business: Annual Turnover in Tk:

Name of the Person Providing Information: Designation: Contact No: Email Address:

Employee Profile of the Organization Level of

Employees Male Female Total

Sr. Management Mid Management 1st Line Manager Sr. Executive Entry Level Officer Workers Total Number of Employees

Average age of Employees:

Please provide answers to the following questions Question Response 1. What are the current external

factors affecting how the company in the sector operate (political, economic, social and technological concerns)?

2. What are the most important competitive issues facing the company?

• Cost • Process efficiency & automation

• Product and service leadership

• Sales and market

share growth • Superior

marketing and sales processes

• Innovation and technology

• Customer satisfaction

• Pricing strategies

• Capable human resources

• Globalization and local advantage

• Learning • Others___________

3. What level of training does this company currently participating in?

4. What type of training does this company currently participating in? (legislative, management, soft-skill development etc)



Question Response 5. What is the duration of these

training program in number of days?

6. Where do you source these training from? (Please mention the name of the training providers)

7. What is the average annual training budget of the company?

8. Does the company have a dedicated training Manager?

9. Does the company have a dedicated HR function?

Please provide the following training information as per the requirement of your organization based on your vision, mission, business plan and identified skill gap.

SL Title of the Training For Which Level of Employees (Please √)

No. of Traininees in

each level

Priority (Please mention 1, 2

or 3 , 1 being the highest priority and 3

being the least priority)

Type of Training Program

(Please √)

Requirement for

2014 (Please √)

Requirement for

2015 (Please √)

Legislative & Industrial Relations 1. Labor Law and Industrial

relation (Labour Code-2006, Labour Law Amendment-2013)

Sr. Management Basic Advanced

Mid Management Basic Advanced

1st Line Management

Basic Advanced

Sr. Executive Basic Advanced

Entry Level Officers Basic Advanced

2. Compliance Requirements (Labour Code-2006, Labour Law Amendment-2013, Buyers Code of Conduct , ILO Convention and Recommendations (Acknowledged by Bangladesh Government etc.)



1st Line Management

Basic Advanced



3. Occupational Health, Safety and Security



1st Line Management

Basic Advanced





SL Title of the Training For Which Level of

Employees (Please √)

No. of Traininees

in each level

Priority (Please mention 1, 2 or 3 , 1 being the highest priority

and 3 being the least priority)


(Please √)

Requirement for

2014 (Please √)

Requirement for

2015 (Please √)

4. Grievance Handling



1st Line Management

Basic Advanced



5. Compensation & Benefit



1st Line Management

Basic Advanced



6. Negotiation and Conflict Management



1st Line Management

Basic Advanced



7. How to Handle Disciplinary Actions & Conduct Domestic Enquiry



1st Line Management

Basic Advanced



Human Resource Management 8. Human Resource

Management & Development



1st Line Management

Basic Advanced







No. of Traininees

in each level

Priority (Please mention 1, 2 or 3 , 1 being the highest priority and 3 being the

least priority)


(Please √)

Requirement for 2014 (Please √)

Requirement for

2015 (Please √)

9. Conducting Job Analysis & Writing Job Descriptions



1st Line Management

Basic Advanced



10. Performance Management



1st Line Management

Basic Advanced



11. Career Planning & Career Development



1st Line Management

Basic Advanced



Gender Issues 12. Gender equality at

work place Sr. Management Basic

Advanced Mid Management Basic

Advanced 1st Line Management

Basic Advanced



13. Gender Sensitivity Sr. Management Basic Advanced


1st Line Management

Basic Advanced







No. of Traininees

in each level

Priority (Please mention 1, 2 or 3 , 1 being the highest priority and

3 being the least priority)


(Please √)


Requirement for

2015 (Please √)

14. Gender Audit Sr. Management Basic Advanced


1st Line Management

Basic Advanced



15. Gender Policy Development



1st Line Management

Basic Advanced



Management 16. Leadership

Development Sr. Management Basic



Basic Advanced



17. Managing Organizational Change



1st Line Management

Basic Advanced







No. of Traininees

in each level




(Please √)


Requirement for

2015 (Please √)

18. People Management & Motivation



1st Line Management

Basic Advanced



19. Team Building



1st Line Management

Basic Advanced



20. Project/Program Management



1st Line Management

Basic Advanced



21. Effective Business Communication



1st Line Management

Basic Advanced



22. Policy Development and Advocacy



1st Line Management

Basic Advanced







No. of Traininees

in each level




(Please √)


Requirement for

2015 (Please √)

23. Soft Skill Training Sr. Management Basic Advanced


1st Line Management

Basic Advanced



Others 24. Corporate Social

Responsibility Sr. Management Basic



Basic Advanced



25. Training of Trainers



1st Line Management

Basic Advanced



Is there any specific support that you would like BEF to provide? Any other comment: ______________________ Signature of the Responder

Documents

Bangladesh Employers Federation Report On Training …bef.org.bd/wp-content/uploads/2015/06/Research-study-1.pdf · Training Need Assessment Survey & Dissemination and Validation