Training and Development Process in Brac Bank

CHAPTER 1.0

INTRODUCTION

1. Introduction

One of the most talked subject in corporate articles in recent times is how to optimize the contribution of human resources in achieving organizational goals. An efficient and satisfied workforce is the most significant factor in organizational effectiveness and marginal excellence. Hence Training and Development are important parts for exploring opportunities for an organization.

Training and Development activities are designed to impart specific skills, abilities and knowledge to employees. Training is a planned effort by an organization to facilitate employee’s learning of job related knowledge and skills or the purpose of improving performance. Development refers to learning opportunities designed to help employees grow and evolve a vision for future. Training and development focus on individual performance and team performance. Teamwork has become one of the latest trends catching the attention of the corporate world. A team is a single unit formed by members that reject their own self-interest for the benefit of The Team. Work teams are most useful where job content changes frequently and employees with limited skills and a specific set of duties are unable to cope.  The benefits of it are indisputable because it lets the organization to achieve higher quality of the outcome, more creative solutions, more scenarios and risks taken into account, higher commitment as well as higher motivation due to the sense of community.

In our report we have studied on Employee Training & Development process in an organization. We have selected Brac Bank Limited as our desired organization to conduct our research on work teams through some research questionnaires. In the upcoming sections of this report, we have given a brief overview of the company, provided some literature review, presented the analysis of the conducted research questionnaires. And depending on these primary and secondary data analysis, we have provided some recommendation.

1. Objectives:

The Broad objective of the study of training and development policies in BRAC Bank Limited is to study the impact of training and development on the overall skill development of the employees. The specific objectives of the study are:

• To provide a concrete description on Employee Training & Development in Brac Bank Ltd.
• To provide a clear idea on work teams
• To clarify the effectiveness of team work
• To match the expectation on the effectiveness of team work between the study of primary and secondary data analysis.
• To create an understanding as to the application theoretical knowledge in practical life.
• To develop our knowledge in Human resource management.

1. Methodology

1. Data Collection

This report is based on both Primary Data and Secondary Data. We have selected Brac Bank Limited to conduct our research work and our main focus was to collect the primary data from the organization. For secondary data, we have gone for selected reference books and local texts books on Human Resource Management.

1. Analysis Method

We have visited the organization and conducted a research through questionnaires and analyzed it. We have used various types of charts and diagrams to present the data. We have also gone through literature review. We have compared between this these two studies to evaluate the performance.

1. Limitations

Limitations are those characteristics of  design or methodology which impact or influence the interpretation o the findings of a research. Every report is bounded by some limitations. While preparing the report the limitations we faced are as follows:

• Due to the busy schedule of the organization we were unable gather all the required information the employees. Hence the information that we have used in this report were gathered from the bank’s website. This could be a reason to have lack of data in the report.
• For primary data we used the sample size of 20 members which is a very small unit.
• As this is a self-reported data, it is limited by the fact that data can rarely be verified independently.        
• There was no way to verify if the respondents’ responses were influenced by any type of bias.
• The time frame for writing this report was limited. If we were allowed more time, we would surely be able to present the information more descriptively.

CHAPTER 2.0

LITERATURE REVIEW

2. Theoretical Background

In this chapter we will have a look on the theories about Training and Development of employees. Prior to providing training, newly hired employees should be given orientation first.

2.1 Orientation

Orientation is a procedure of providing new employees basic background information about the firm. The contents of orientation are- Information on employee benefits, Personnel policies, Daily routine, Organization’s operations, Safety measures and regulations, Facilities tour etc.

2.2 Definition of Training:

Training is a process of acquiring the knowledge, developing skills and shape up the attitude that is important to gain competitive advantage. It should be viewed broadly as a way to create intellectual capacity that includes basic skills, advanced skills, an understanding of the customer or manufacturing system & self-motivated creativity.

Organized activity aimed at imparting information and/or instructions to improve the recipient’s performance or to help him or her attain a required level of knowledge or skill.

Training is teaching, or developing in oneself or others, any skills and knowledge that relate to specific useful competencies. It is a learning that provided in order to improve performance on the present job.

Training is the process of teaching new Employees the basic skills they need to perform their jobs. Training is a hallmark of good management and a task that managers ignore at their peril. Having high potential employees doesn’t guarantee they will succeed. The firm’s training programs must make sense in terms of the company’s strategic goals- this is the strategic context of the training program.