BANGLADESH INSTITUTE OF MANAGEMENT (BIM)(Ministry of Industries)

4, Sobhanbag, Mirpur Road, Dhakawww.bim.org.bd

Post Graduate Diploma in Human Resource Management (PGDHRM)

(Academic Year-2015)

Term Paper Proposalon

PERCEPTION OF EMPLOYMEES REGARDING FORMAL AND INFORMAL TRAINING

Name of the supervisorMohammad Sayeedur RahmanManagement CounsellorBangladesh Institute of Management (BIM)

Submitted ByMs. Jupitar Behum

Roll: DH15007Evening Batch-I

December 2015

Contents (Sample) Page

Letter of Transmittal 00

1.0 Introduction/ Background 02.0 Importance of the study 03.0 Objectives 0

Broader Objective 0 Specific Objectives 0

4.0 Key Variables 05.0 Scope of the Study 06.0 Methodology of the Study 0

Sampling 0 Source of Data 0 Data Collection Tools and Techniques 0 Study Area (Location) 0

07.0 Time Frame 0

PROPOSAL

1. Title of the Study: Perception of employees regarding formal and Informal Training.

2. Importance of the study:

Training is the planned Human Resource Intervention that is designed to enhance the determinants of individual job performance. Training is related to the skills an employee must acquire to improve the probability of achieving the organization’s overall business and academic goals and objectives. It offers to employees may assist with reduction of anxiety or frustration, which most employees have experienced on more than one occasion during their employment careers.

There are two types of training, one is Formal training and the other is informal training. These two terms refer to the dissemination or acquisition of knowledge in our organizations. Formal learning occurs through a controlled and structured approach on a broad-based institutional level. Informal learning happens more spontaneously between groups of people.

To survive in highly competitive business environment organizations are focusing on capitalizing its human recourses. These resources are very difficult to imitate and combination with other resources also help to gain edge over competitors. As a Participant of BIM in the course of PGDHRM, I acquired knowledge in different types of subject, which is actually theoretical knowledge in different types of subject, but it is an opportunity to implement the theoretical knowledge, practical and also to work in field level. The main importance of this study is to produce knowledge that can be applied outside a practical setting. The purpose of the study is to apply the tools, techniques of research and knowledge of human resource management.

3. Objective of the study:

The main objective of our study is to understand perception of employees regarding formal and Informal Training and relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training.

Specific objective: The specific objective of the study will be:

Perception of employees regarding formal and Informal Training. The extent of perceived availability of training impact on affective commitment. The extent of perceived supervisor support for training impact on affective

commitment. The extent of affective commitment impact on employee’s turnover intention. To search the association among training perceptions and making human resources

vital, useful and purposeful.

4. Scope of the study:

The study is specifically limited to perception of employees regarding formal and Informal Training at Dhaka. The study is basically an indicative in nature and intends to be of practical importance to the human resource department and other who are working in this sector. The basic concentration of the study is on process of understand relationship of two most important perceptions of training with affective commitment. These perceptions of training include perceived availability of training and perceived supervisor support for training. I also concentrate on the extent of affective commitment impact on employee’s turnover intention and the association among training perceptions and making human resources vital, useful and purposeful. There has been an effort to learn the employee’s point of view on the strength and weakness of their organization’s policy regarding training.

5. Methodology:

This term paper aims to study the perception of employees regarding formal and Informal Training and impact of training perceptions. Data will be collected through structured questionnaire, organization visit, group discussion, personal interview. Data will collect from Customer services sector of Dhaka. The reasons to choose these sectors are that they frequently provide training to their employees for providing best service to consumer. Methodology will be followed to prepare this paper are given below:

a. Phase- I:

1. In the first phase theoretical study will be carried out to understand the training and its types, factors associated with employees training, its impact, perception of employees regarding training and impact of training perceptions on affective commitment and ultimately relationship with employee turnover intentions.

b. Phase- II:

1. With the theoretical understanding some employees will be interviewed with selected questionnaire to know their level of the perception of employees regarding formal and informal Training and impact of training perceptions on affective commitment and ultimately relationship with employee turnover intentions and making human resources vital, useful and purposeful.

2. Personal care service organization named Persona Group will be visited to learn about organizational structure, functions, policy and strategy of training, impact of it on the performance of the employees. I will also try to understand the impact of training perceptions on affective commitment and ultimately relationship with employee turnover intentions.

3. Focus group discussion and personal discussion will be conducted with the target employees for the discussion in connection with the impact of training perceptions on affective commitment and ultimately relationship with employee turnover intentions and the other issues.

4. Some employees will be interviewed to know their level of satisfaction in their training policy and strategy.

6. Sampling:

For the convenience I will select one leading personal care service provider organization in this study. Though one organization may not reflect the all customer care organizations employees training perceptions but it will be attempted to present a clear picture of the specific organization.

7. Sample Size:

The sample size for the study will not be large one. I will try to set the sample size to 25 with representation of the management and field level employees concerned.

1. Sampling Scheme:

Having fixed up sample extent, sample size and sample units, I will take 07 days to complete the task of collection information. All possible personnel Persona Group of the sample extent will be taken into the plan to survey. Due to time and resource constraints it will be 25 in total.

2. Source of Information:

Both primary and secondary data will be used to reach a convincing result;

a. Primary Data: Primary data will be collected through Structured Questionnaire, Personal Interview and Focus group Discussion.

b. Secondary Data:

Secondary data collected from the head of HRD of the organization by physical observation and record review.

3. Data Processing Method:

Collected data will be coded and verified. Moreover data will be processed by making consistency checking with the help of computer and relevant knowledge on the subject as well as the knowledge and application of statistical tools.

4. Study/Work Plan/ Activity Schedule:

This study will be accomplish between 25th November to 31st December 2014, the study duration is six weeks-

ACTIVITIES 1st

week

2nd

week

3rd

week

4th

week

5th

week

6th

weekLITERATURE REVIEW

QUESTIONAIRREDESIGNINGPRETESTING OF QUESTIONNNAIREDATA COLLECTION

DATA ANALYSIS

REPORT WRITING

PRINTING & SUBMISSION

Survey Questionnaire Perception of Employees regarding Formal and Informal Training.

Please feel free to fill the questionnaire. This is prepared to fulfill academic research purpose only. These information would not be disclosed anywhere.

Name: _________________________________ Designation: ___________________ Academic Qualification: ____________________ Age: _________ years.

Sex: a) Male b) female

SlNo

Questions StronglyDisagree

Disagree Neutral Satisfied VerySatisfied

1. I have any training program in my organization2. I have received formal/informal training 3. Presentation, organization, delivery4. Knowledge and command of the subject after

training5. Stimulation of an open exchange of ideas,

participation and group interaction6. Helping me taking practical steps in the jobs field7. Use of audio-visual or other training aids8. Presenting questions, facts or problem during

training session9. Allowing the person to respond10. Providing feed back on the accuracy of answer11. Training session have enough familiar experience12. Effectiveness of training in the work13. Develop knowledge, skills, values and belief14. Create creative abilities, talent, aptitude15. Training make competent16. Making Human Resource vital, useful and

purposeful 17. Develop employee career path18. Supervisors/team leaders support employee efforts

to learn outside the job (e.g., conferences, cont. education, and membership in trade or profession org.).

19. High priority is given to providing appropriate training.

20. Overall, how satisfied are you with the training you have received at the agency

21. provides its employees with good opportunities to

undertake in-house job-specific training22. Provides it employees with good opportunities to

learn general skills and knowledge inside the organization which may be of use to me in my career

23. My manager supports my participation in training and development programs

24. manager believes advising and training as one of his/her major job responsibilities

25. I really feel that this organization’s problems are my own

26. I often think of quitting my present job27. I may not have a good future if I stay with this

organization28. I may not have a good future if I stay with this

organization29. Key element for solving problem30. Employees receive the training necessary to do their

jobs31. Employees receive needed training about new

technologies32. Training opportunities are unfairly allocated across

employees or work units.33. Strength of training34. Weakness of training

Bibliography or References:

1. Mr. S.A. Haq (First Edition) Personnel/Humane Resource Management 1981 2. Fisher Cynthia D ., Schoenfeldt Lyle F ., Shaw James B ., (Third Edition),

Human Resources Management -1997 3. Lunthans Fred (Eight Edition), Organizational Bahaviour-1998 4. HR and Admin. Manual of [Persona Group]. 5. Hand Notes during Class Lecture