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Internship Report Training & Development of Renown Apparels Ltd. (This Internship Report Is Submitted For the Partial Fulfillment of the Degree of Master of Business Administration with a Major in HRM) Prepared For: Bithika Das Gupta Lecturer Faculty of Business Studies BGC Trust University Bangladesh Prepared By: Name: Shahadat Hossain Student ID: (110102086) Semester: 8 th Batch: 2 nd Program: BBA Major in HRM Submission Date: 28 th July, 2015

Shahadat Hossain

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Internship ReportTraining & Development of Renown Apparels Ltd. (This Internship Report Is Submitted For the artial Fulfillment of the Degree of!aster of "usiness Administration with a !a#or in $R!%Prepared For: Bithika Das GuptaLecturerFaculty of Business StudiesBGC Trust University Bangladeshrepared "&' Name: Shahadat HossainStudent ID: (110102086)Semester: 8th Batch: 2nd Program: BBAa!or in H"Su#mission Date: 28th $u%&' 201(Objectives: "road (b#e)tive'The primary objective of my study is to lay down the foundation of trainings and development and analyzing the present developments of employee through trainings and the future prospects of the growth based on the organize expectation.S)eci*ic o#!ecti+e:The specific objective of my study about employee training and developmentis to try to apply my learning in the area of Human Resource so that I cangain significant practical knowledge and understand the nature andimportance of training and development and identify the various inputs thatshould go into any program.Methodology: usinessresearchusedin this reportisofdescriptivenature.Through thisdescriptive research! this report seeks to determine the answers to who! what!where and how "uestions of the cellular industry of angladesh.The methodology of the study will re"uire data at first. The sample size ischosen in order to understand what most of the employee think about trainingprogram. #hen ade"uate datawere collected! it was sorted and displayed as percentage and is depicted in graphs. Thesample is chosen from $% House! %&' (ivision.To prepare the report! research design and methods of this study is described as follows)Data sour)e'(ata for this report has been extracted from primary sources as well as secondary sources.Primar&* ,uestionnaire sur+e&* Direct inter+ie-Datasource* Annua% "e)ortSecondar&* In*orma% discussions* Pu#%ished artic%esdatasource * $ourna%s* Brochures* .**icia% -e# sitesFigure*+rimar& Data'%rimary(ataiscollectedthough"uestionnairesurveywhichisarrangedontrainingprograms of $rameenphone and direct interview is done with corporate employees of$rameenphone +imited.Se)ondar& Data',ajority of the data is collected from -nnual Report! informal discussions mainly withmysupervisor andteammembers! publishedarticlesontelecommunicationsectors!journals! brochures! $rameenphone official web sites.Limitations of the study: .very process usually carries limitations with it. This study is not an exception. The limitations that I faced on my way to this internship report are stated below.Time constraint was a big factor as my internship report was due in / months and I had to do this report along with my regular office work.(ata availability was another big issue here because company was not willing to disclose few the confidential information regarding their managerial strategies and plans.-s the data are collected through the surveyor! it may have hampered the data validity and reliability.$rameenphone! as one of the best private telecom organizations! were sometime unable to spare much time for discussion for discussions..ven though there were some limitations! I tried my level best to collect ade"uate data and information to make the report meaningful.Chapter: 2Literature Review on HRMIntroduction,anagement and Human resource are one and the same. ,anagement is managing people at work. HR, is also concerned with managing people at work. It covers all types of personnel. It draws on a number of related discipline! such as industrial psychology! sociology! social psychology! and economics.De*inition o* H"Human Resource ,anagement is the term increasingly used to refer to the philosophy! %olicies! procedures! and practices one need to carry out people or human resource aspect of management position. These include)0(etermining the nature of each employees job.0%lanning labor needs & recruiting candidates.01electing job candidates.0'rienting & training new employees.0,anaging wages & salaries.0%roviding incentives & benefits.0.valuating performance0Training & developing.0+abor relation.2inally! we can say that management is getting things done through other people./haracteristics o* H"v,ultiplicity of roles assumed by individuals. - person plays many different role in the society. These roles are conflicting in nature.vTwo people are not the same! they are different.v%eople appreciate as times goes on. %eople gain more knowledge & experience.Basic Princi)%e o* H"- principle is a basic statement of truth explaining cause and effect relationship between two or more variables. .very subject is guided by its principle. HR is not an exception. The fundamental principles of HR, are as follows)0(eal with people a complete indivisueals. 3onsider employee as a whole peerdson.0Treat employee with respect & dignity.0Treat all employee with justice! there should be no discrimination.0Treat people as adult.0,ake people feel worthwhile & related.0HR, is not personal.0Reward should be earned not given. If it is earned it becomes a gift or donation.01upply employees with relevant information.0%eople ought to be considered as social capital capable of development.0%rovides opportunities for growth within the organization.01ell the personnel program. It must be sold.0$roup interest predominance over individual interest.0(on4t underestimate the potentialof people..#!ecti+es o* H"'bjectives are predetermined goals at whichindividual or group activity in an organization is aimed. The formulation of the objectives of an organization is necessary for the following reason) Human beings are goal directed. %eople must have purpose to do some work. -nnounced organizational goals invest work with meaning. 'bjectives stand out as guidelines for organizational performance.The main focus for HR management must be on contributing to organizational success.The objective of HR, can be described as follows)vTo maintain and sustain industrial peace. #ithout peace prosperity is not possible. It is true for nation as well as business organization. #ithout industrial peace all resources remain under5utilized.vTo improve the productive contribution of people to the organization. In a competitive environment productivity improvements very significant. %roductivity is the function of a ability and motivation. Training and education can improve ability. The HR mangers must take measures to increase employees willingness to put more effort.vTo generate maximum individual development of people within the organization.vTo attract and secure appropriate people capable of performing effectively and efficiently the organization4s specific tasks.vTo maintain a high morale and better human relationships inside the organization.vTo recognize and satisfy individual needs..+era%% H" *unctions The main functions of the HR, department are as follows)6. Recruitment7. 1election/. 'rientation %rogram8. Training & (evelopment9. %erformance appraisal:. %romotion;. Transfer. 1ervicingi & Development:Human resource is one of the most important assets and a part of the organization concerned with the ?people@ dimension. The present conventional one and this change is continuous. -s jobs in have become more complex and challenging! the importance of employee education and training is increasing. .very organization needs to have well adjusted! trained and experienced people to perform activities in order to achieve organizational goals. #hen jobs are simple! easy to learn and influence only a small degree of technological change! there is little need for employees to upgrade or alter their skills. ut such situation rarely exists on present day. Rather! rapid job changes are taking place! re"uiring employee skills to be transformed and fre"uently updated. In organizations! such up gradation occurs through employee training.In general! training refers to a planned effort by a company to facilitate employees@learning of job5related competencies. Inade"uate job performance or a decline in productivity or changesresulting out of job redesigning or a technological break5through re"uiresome type of training and development efforts. -s a job becomes complex!importance of employee development increases in e"ual proportion. In arapidly changing society! employee training and development is not onlyan activity that is desirable but also an activity that an organization mustconduct to maintain a viable and a knowledgeable workforce. The goal oftraining for employees is to make them master the knowledge! skills andbehavior that are emphasized in training programs and to apply those intheir day5to5day activities in the workplace.'rganizations today are taking advantage of the fact that training can strengthen employee commitment. 2ew things illustrate a firm@s continuing developments opportunities for them to enhance themselves and such commitment is usually reciprocated. Training has become a mandatory tool to survive in the hard facing workforce .To accelerate the overall human resource management achievement! trainingworks as a major part of its dimensions..,ain training activities consist of in5depth foundation programs for entry level ,anagementTrainees. 1pecialized training programs in the areas like general e5learning! projectmanagement foundationAprofessionalAadvanced trainings programs! feedback & coaching arealso organized by %&' depending on need. 2re"uently outreach programs are organized tomeet demand for new and specialized skills.'rientation programformal orientation program for the new employees. 1 arranges formal orientation program after recruitingnew officer level employees! but it has no orientation program for newly appointed staff or lower level workers. The immediate supervisor is responsible for internalizing the employees of the organization.TrainingThe main function of the functions of the training department is as follows)6. To prepare & implement -nnual Training %rogram7. To send officers to local training institutions for improving professional skills./. To organize seminarA workshopA symposium on key economic or bankingTraining policy of the 1 are)6B-t first! the HR manager of the 1 determines the training needs on the basis on seniority and merit list.7BThe training department provides training to the new and existing employees on the basis of schedule prepared early in the year./BThis department asks the departmental head to provide specific number of trainee for any specific training course.There are various methods of providing training to the employees. The training department of normally arrange the following5v3lassroom lecturev3onferencev#orkshopv1ymposiumv1eminarv-udio visual techni"uev3omputer based training(epending on the situation! training department selects training methods for training the employees.Then HR manager makes decision that who will be trainerThen HR manager selects time and venue for conducting training programThe HR manager prepares a "uestionnaire and trainees are asked to comment about trainers to identify which part is good and which part is ineffective of trai7ners.-fter completing training program! the training department arranges an examination for evaluating the training effectiveness of the employees. Those perform well in the examination are ranked first. 'n the basiso their performance the training department provides certificates.Author (pinions of different authors regarding Training & Development'atey C6=;>BTraining improves a person@s intellectuallyskillandat a task mentally developing an employee! which is very essential in facilitating not only the level ofproductivity but also the development of personnel in any organization.Doder C6=;>BTraining and development in today@sthan employme training alone since human resources can exert their full potentials only when the learningprocess goes for beyond the simple routine. Hesseling C6=;6B Training is a se"uence of experiences or opportunities designed to modify behavior in order to attain a stated objective.Eane C6=67BTraining objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great sign$%ance from a number of stakeholder perspectivesK Trainer! trainee! designer! evaluator.0raining:Training usually involves educational or inspirational activities designed to improve knowledge! skill! and performance at the individual level. Training basically refers to aplanned effort by a company to facilitate competencies.The competencies include knowledge skills! or behaviors that are critical for successful job performance.De+e%o)ment:(evelopment is a process by which the employees develop their skills!behaviors! attitudes! actions! and other abilities with continuoustrainingsorlearning! that areneededtoperforminanorganizationeffectively and smoothly..- successful development process delivers appropriate change in individual behavior! attitudes! and activity directly related to organizational goals and measurable results.Discussion o* 0raining and de+e%o)ment:The goal oftraining isforemployeestomaster the knowledge!skill! andbehaviors emphasized in training programs and to apply them to their day5to5day activities. Recently it has been acknowledged that to gain competitiveadvantage! training has to involve more than just basic skill development.,any companies have adopted this broader perspective! which is known ashigh leverage training. High +everage training is linked to strategic businessgoals andobjectives! uses aninstructional designprocess toensurethattraining is effective and compares orbenchmarks the company s training programs companies. Theultimateobjectiveofemployeetraininganddevelopment istocreateintellectual capital whocancontributetotheorganizational developmentcompeting against the market rivals.1ource) .mployee Training and development! y Raymond -. Ioe.1ource) http)AA www.rphrm.curtin.edu.au2igure ) Training and development %rocess.Inorganizations traininganddevelopprogramworks as atransformingprocess! by the process new unskilled employees enters into the organizationget proper trainingandtheydevelopthemselvesasskilledemployees. aeffective training and development program can ensure motivation!commitment tothetrainedemployees at thesametimethosemotivatedemployees takes to lead to be competent in the market to server theorganization their best for the organizational development.0he 0raining /&c%e#hich includes ).stablishing the skill re"uirements and the subse"uent training needs of the workforce.The design of the most suitable events and most effective training methods for your organization(elivery of the training with additional support for any open learning aspects..valuation and validation of the training event to ensure that you achieve identifiable and cost effective business improvements fromthe development of your staff0raining and De+e%o)ment0raining *or Indi+idua%s) 1ome training are designed only for theindividuals! forthosetheemployeesareindividuallyresponsiblefortheirown development.0raining *or teams) Trainings served for teams! when team performance is necessary.0raining*ororgani1ations) organizational trainingthat maycontainingcreating fair andproductive organizational environment! developingknowledge sharing culture inside the organization/ha)ter: 2Practica% as)ectsRENOWN APPARELS LTDRenown 4 a name of a group of factories engaged in 6>>L export oriented knit garmentmanufacturing activities. Its knit composite unit "eno-n Bang%adesh 3td along withown accessories unit Renown -ccessories built in a huge premise while other 6>>Lexport oriented knit garments .1ince the inception in 7>66renown $roup! hasmaintained the principles of! MNuality as the priority for both in products and services fortheir esteemed3ustomers! whichis beingsustainedbyeachindividual of Renown$roup! resultinga gradual growthbywhichthe groupacclaimedanimage of anexcellent company in terms of Nuality and (elivery.#ith the spirit of service driven bycustomers demand! state of the art and best available modern and computerizede"uipmentsandmachineryintheworld! highly"ualified! experiencedanddedicatedworkforce!highly efficientoperationaland managementsystem!strongproduct R&(capabilitiesandzerodefectsNuality1tandards! renownhassuccessfullyopenedup,arketing network in all major markets of the world.It has a complete range of -pparel ,anufacturing based on best "uality yarn C e.g. %ima!1upima! 'rganic cotton! ,odal! amboo! Tactile! +ycra! 3oolmax! %olyamide!%olyester! Oiscose! 3O3PetcB!OersatilityinEnitting! 3ompleterangeofyarnandpiece dyeing! verymodern fabric finishingplant! computerized sewinge"uipment!dedicated! experienced and efficient workforce ! R&( to develop new fabrics and designteam. Renownangladesh+td. is acompanyhaving#R-%and2air5Tradecertificate."eno-n4rou) at a g%anceRenown angladesh +td. 8>>>> pcsAday3- Enitwear +td. 69>>> pcsAdayIeedle Touch +td. 69>>> pcsAdayTotal 1titching 3ap. ;>>>> pcsAdayRenown-ccessories ltd. 7!9>!>>> pcsAdayEnitting (ivision79>>> kgsAday(yeingA%rocessing (ivision 6>> kgsAday$arment #ashing %lant 9>>> pcsAday%rinting (ivision />>>> pcsAday.mbroidery (ivision 7>>>> pcsAday-rea) =!>;!7>> s"f3overed -rea) 7!>> s"fTotal employees) :>>>Dearly TurnoverC,illionB) H1Q8> ,ua%it& assuranceIt has a verystrong"ualityassurance systemprior toeachprocess andoneachproduction level. .ach product is being checked against the standards before issuing tothe production e.g. yarn! dyes! chemicals! fabric! accessories etc. efore cutting! fabric isbeing inspected as per 8 point fabric inspection techni"ue.In the line! "uality is beingchecked by the traffic light system and at the end of the line complete garment is beingchecked by the experienced "uality control personnel to assure the fault freeproducts. -ll the garments are being scanned by the metal detector. In final inspection-N+ C-cceptable Nuality +evelB 6.9 is being maintained.The visionary leads the growthMission StatementRenownmission is to be a dynamic profitable and growth oriented company by providing best Quality products and services to its valuable customer securing health/safety of its employees and maintaining a green environment.5sta#%ished : No+em#er' 2011 anu*acturing Site : Barodighir Par' Bhatiar& 3in6 "oad'(South Side) Hatha1ari' /hittagong7Phone : 02182(892:(;%oor S)ace : 9('000700 s*t7Products : 3adies ;ashion S0".N43E DISA4"55 >0.0A3 6; 6>>L;igure 20%Training !eeting E"pectaction0%0%24% 1trongly agree agree 2eutral -isagree 1trongly disagree"%/once)t) Training must meet the expectation of the traineesK if the training do the expectation of trainees then the full training is not worthwhile to the organization andto the employees.Ana%&sis) as we can see from the above illustration! ;:L employees markedthe trainings met their expectations and rest 78 L marked on agree! they alsothink the training met their expectations.0a#%e 9ABI3I0E 0. APP3E 0H5 ?N.=35D45 35A"N5D ;". 0"AININ4"5SP.NS5N.7 .; "5SP.ND5N0S P5"/5N0A45S0".N43E A4"55 67 ;6LA4"55 9 7=LN5S0".N43E DISA4"55 >0.0A3 6; 6>>L;igure 9Abiity to appy the #no$edge earned fromTraining0%2*%1trongly agreeagree2eutral-isagree"1%1trongly disagree/once)t) .mployees are expected to implement their learning got from thetrainingintheir practical work. If anemployeebecomeunabletoapplyhisAher learninginthe job! what heAshe got fromthe trainingthentheultimate benefit from the training is basically nothing. -n employee shouldbeabletoapplyhisknowledgeinthejobwhat hehaslearnedfromthetraining to enrich his effectiveness toward the job.Ana%&sis) the illustration shows us that ;6L employees strongly believe thatthey will be able to apply the knowledge learned from the trainings and 7=Lagrees with the same statement.0a#%e (0"AININ4.B$5/0IG5;."5A/H0.PI/=AS ID5N0I;I5DAND ;.33=5D"5SP.NS5N.7 .; "5SP.ND5N0S P5"/5N0A451TR'I$+D -$R..-$R.. = 9/LI.HTR-+ 9 7=L(I1-$R.. / 6>L;igure (TRA%N%NG OB&E'T%(E )OR EA'* TO+%' ,ERE%-ENT%)%E- AN- )O..,E-10$

*452 300 01trongly agree 2eutral -isagree 1tronglyagree disagree/once)t) Todeliverafruitful trainingtotheemployees! atrainershouldensure that thetraining objective for each of the topic were identified andfollowedand thetraineesmustsupport thetrainer todo so.It needsbothefforts to meet the objective and to identify the objective of overall training.Ana%&sis)2romtheaboveillustrationwecansee=employeesamong6;employeesagreethetrainingobjectiveforeachtopicwereidentifiedandfollowed and 9 employees neutral and / employees disagree with thestatement.0a#%e 60he 0raining contents -ere organi1ed and eas& to *o%%o-"5SP.NS5N.7 .; "5SP.ND5N0S P5"/5N0A451TR'I$+D -$R..-$R.. 8 78LI.HTR-+ 6> 9L(I1-$R.. / 6>L;igure 6The Training contents $ere organi/ed and easy to foo$1$% 0%24%1trongly agreeagree2eutral-isagree1trongly disagree5$%/once)t: To make the training more easy and communicative! the trainingcontent mustbeeasy!organizedandmorestructured. Traineescouldnotconcentrate and the training will not become effective! if the trainees cannotfollowthe trainingcontents easily and get stuckwiththe unorganizedtraining material content.Ana%&sis) 2rom the above illustration we can see The 78L employees agreethat thetrainingcontent wereorganizedandeasytofollow! while9>L;igure 8T*E TRA%NER0 ,ERE 1NO,.E-GEAB.E141210$12 4520 0 0 01trongly agree 2eutral -isagree 1tronglyagree disagree/once)t) Training is delivered by the trainerK in this sense the trainer mustbeknowledgeable to serve the knowledge. If the trainer is notknowledgeable then the trainees cannot get good training from the trainingprogram. The transfer of knowledge fromtrainer to trainee becomesimpossible. To conduct a good and effective training the must beknowledgeable.Ana%&sis) 2rom the above illustration we can see 67 employees agree thatthe trainer was knowledgeable and 9 employees remain in neutral answer.0a#%e :0H5 ,8! C(ecenzo & Fundamental of Human Resource ookRobibnsB Management by (avid -. (e3enzo!1tephen %. Robbins. 6>B! ank -sia +tdank -sia +td profile! R-3 .%+ 1tock Rournalarticle loomberg Ticker! rokerage +td.C7>6>B articleRournalTransfer supports)facilitating the application1trategic training and development! Rournal Rournalarticleof knowledge and skills CRaymond -.Ioeof management. Strategic Human Resource articleand ,ichael R.TewsBManagement: were do we go from ere.=e#Pages"e*erence In8teHt eHam)%es "e*erence %ist eHam)%e 5ndNotet&)e and "e*-or6#eb page'rganization profile! with mission an visionank -sia +td Swww.ban,asia!"d.com T!#eb pagewith statement.S http)AAen.wikipedia.orgAwikiA+istUofUbank scorporate or anks of angladesh CwikipideaBUinUangladesh Torganizational authorPersona% /ommunication"e*erence In8teHt eHam)%es "e*erence %ist eHam)%e 5ndNotet&)eand "e*-or6%ersonalInterviewed with ,1.2arzana 3handa on %ersonalcommunicati 2ebruarycommunicaon 7>!7>66 tion"e)ort"e*erence In*te-t e-amples Referen)e list e-ample 5ndNotet&)e and "e*-or6.lectronic Training information form CIusrat Internship#studyreportonHuman.lectronicRabbani!7>>Independent Hniversity angladeshSwww.s".iub.edu."d'internsip(report!nusrat(ra""ani(#tmn()*+APP5NDIF6raining Evaluation 7uestionnairefor the survey onEmpoyee Training and -eveopment of Ban# Asia .td4lease indicate your impressions of the items listed 'elo).Sca%e1trongly agree 9-gree 8Ieutral /(isagree 71trongly (isagree 61. 6he training met my e(pectations. 2. 8 )ill 'e a'le to applythe 9no)ledgelearned. 3. 6he training o',ectives for eachtopic )ere identified and follo)ed. 4. 6he content )asorgani:ed and easy tofollo). 5. 6hematerialsdistri'uted)ere pertinent and useful. . 6he trainer )as9no)ledgea'le. ". 6he quality of instruction)as good. $. 6he trainer met thetraining o',ectives. *. ;lass participation andinteraction )ere encouraged. 10.3dequate time )asprovided for questions anddiscussion. 11. 6he potential 8 have toapplythis9no)ledgeinmy)or9place 12.E(amples! visual aidsused 1trongly3gree 2eutral -isagree3gree 1trongly-isagree13. /n the ,o' 6rainingff the ,o' training'oth14. ?o) do you rate the training overall>E(cellent +ood 3verage 4oor5erypoor 15.