a project report on training & development

“A Project Report on Training & Development Opportunities in Textile Industry Through Orion Knit & Textile Ltd. and Rahim & Salek Textile Ltd.”

Submitted To

Abdul Mannan

Professor

ULAB School of Business

Submitted By

Md. Shahjalal Islam Tuhin

ID#093011071

Course Code: BUS 499

Submitted Date: 19-12-2013

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PLAGIARISM DECLARATION

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2. I acknowledge and understand that plagiarism is wrong.

3. I understand that my research must be accurately referenced.

4. This assignment is my own work, or my group’s own unique group assignment. I acknowledge that copying someone else’s assignment, or part of it, is wrong, and that submitting identical work to others constitutes a form of plagiarism.

5. I have not allowed, nor will I in the future allow, anyone to copy my work with the intention of passing it off as their own work.

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Acknowledgement

First of all, I would like to show my utmost avowal of gratitude to the gracious and almighty Allah for giving me the strength and ability to complete the thesis report within the scheduled time without major tribulations.

I would like to express my heartiest felicitation to my supervisor Abdul Mannan, professor, USB, University of Liberal Arts Bangladesh. Without his support and continuous monitoring, completing this report would be almost impossible for me. I am deeply indebted for his sincere supervision, important suggestions and excellent direction to conduct the research. Not only he spent time for discussions to clarify the gray areas but also gave me the proper guidance to make ways through the report.

Another heartfelt thanks goes to Md. Tambirul Haque Saki , officer HR and Admin, Orion Knit and Textile. He had provided me with his valuable expertise, judgments regardless of his huge workload as a busy manager. His valuable suggestions and wholehearted support, guidance and inspiration helped me a lot to prepare the report in a well-organized manner.

Special heart-felt thanks goes to Md. Amin ul huda,Asst. Manager (HR and admin), knit Asia limited. Without his help it impossible to get information from Salek and Rahim textile.

I am indebted to my fellow classmates for their willful and heartiest co-operation and giving me the inspiration and suggestions to complete the whole report in a constructive fashion. I am also very elated and gratefully appreciate my family for their moral support.

Finally, I would like to mention my gratitude to all the Administrative Officers and employees of University of Liberal Arts Bangladesh for supporting and helping me to prepare this report

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Table of Contents

List of Contents Page No Plagiarism 2 Acknowledgement 3 Table of contents 4-5 Executive Summary 6 Chapter One: Introduction 7-9

1.1 Background 8 1.2 Problem Statement 9 1.3 Objectives of the Study 9

Chapter Two: Overview of the Company 10-16

2.1 Orion Knit & Textile 11 2 .2 Function of the Company 11 2.3 Location of the Orion Knit & Textile 11 2.4 Aim of the Company 12 2.5 Organizational Values 12

2.6 Rahim & Salek Textile Ltd. 13 2.7 Quality Control 14 2.8 Quality and Compliance 15 2.9 Strength 15 2.10 Future Dedication 16

Chapter Three: Review of Literature 17-20 3.1 Training & Development 18 3.2 Purpose of Training 18 3.3Advantages of Training & Development 19 3.4Problem of Training & Development 20

Chapter Four: Methodology 21-24 4.1 Research Design 22 4.2 Level of Data Collection 22 4.3 Source of Data 22 4.4 Personal Interview 23 4.5 Construction of Questioner 23 4.6 Pre-testing of Questionnaires / Pilot study 23 4.7 Field Survey 23 4.8 Processing Data 23 4.9 Editing 23 4.10 Classification of Data 24 4.11 Tabulation and Analysis Data 24 4.12 Sample Technique 24 24 Chapter Five: Analysis and Findings 25-31 5.1 Training and development process of Orion Knit & Textile 26 5.2 Mode of Training 26 5.3 Training Need Assessment 27 5.4 Responsibility 27 5.5 Payments of Training 28 5.6Training Administration 28 5.7 Salek & Rahim Textile 29

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5.8 Attitude Adaptability 29 5.9 Understanding Responsibility 29 5.10 Time Management Skill 29 5.11 Problem Solving Skill 29 5.12 Communication Skill 30 5.13 Leadership Skill 30 5.14 Training and work Process 30 5.15 Quality of Work 30 5.16 Ability to knowledge into Practices 30 5.17 Technical Training 30 5.18 Ability to absorb new Development 31 5.19 Fire Safety Training 31 5.20 Findings from Questioners 32-39 Chapter Six: Conclusions and Recommendations 40-42 6.1Conclusion 41 6.2 Limitations 41 6.3 Recommendations 42 References 43 Appendix/Annexture 44

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Executive Summary

Training and development programs are the basic structural and functional foundations for the development of the employees. Training and Development programs are the framework for helping employees to develop their personal and professional skills, knowledge, and abilities. Knit &Textile is the one of the biggest business sector of Bangladesh. A numbers of studies have been conducted regarding financial condition of knitting industry but no research has been conducted regarding training and development of employees and workers of knitting industry. What types of training they are getting, and what type of training should be provided. The primary purpose of the study is to have a thorough understanding about the training and development in knitting industry of Bangladesh. Beside this examine the current training and development program of knitting industry and to evaluate the employee performance after getting training session. In this study I have used Orion textile, Rahim Textile and Salek textile as the sample and took interview of 30 employees of these 3 companies.

After taking interview I have come to know that Orion textile provide in-house training, in country training, overseas training. Beside this take training need assessment to understand which employee needs training, when it is needed and how it should be provided.

Salek and Rahim Textile are sister concern that’s why they have same training and development process.

They are providing following training programs. Salek and rahim textile provide attitude adaptability training, Time management skill training, problem solving skills training, communication skill training, communication skill training, and leadership skill training.

I have also provided some recommendation at end of the report. Knitting industry should diversified their training programs rather than focusing on professional trainings. Training and development should be flexible and friendly. There must be a clear relation between training electiveness and strategic goals of the organizations. The Textile companies should increase their training budget. Because without a big budget the companies would not be able to introduce modern technology in their training system.

I conclude that all the training and development programs of company are highly effective & beneficial to the employees in giving their best contribution to their personal growth & development as well to meet the organizational objective

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1.1 Background of the study The great success of Knit industry of Bangladesh over the last two decades has surpassed the

most positive prospect. Today the apparel export sector is a multi-billion-dollar

manufacturing and export industry in the country. The overall force of the readymade

garment exports is surely one of the most important social and economic developments in

contemporary Bangladesh. With over one and a half million women workers employed in

semi-skilled and skilled jobs producing clothing for exports, the growth of the knit and

apparel industry has had far-reaching implications for the society and economy of

Bangladesh. So Knit &Textile is the biggest business sector. Every year Bangladesh earns

77.75% by exporting readymade garments goods.. Bangladesh is the world 2nd country of

making RMG. That RMG are come from garments, & knit & textile factory. In that sector

there are many competitors if you want to make your company in a good position you need

skilled & professional manpower in your corporate level. In the field of human resource

management of an organization, training & development is the field concerned with the better

performance of individuals and groups in organizational setting. In the changing phase of the

market, all organizations have a number of opportunities to grab and number of challenges

to meet. Due to such environment, the dynamic organizations are smoothly surviving in the

present competition. . To survive in the competition and to meet the requirements, the

management needs to change their policies, rules and regulations. For surviving the

business and becoming a successful pillar in the market; training is a tool that can help in

gaining competitive advantages. Good training programs thus result in conquering of the

essential goals for the business. The focus of Human Resource Development is on

developing the most superior workforce which helps the organization for successive

growth. Training and development programs are the basic structural and functional

foundations for the development of the employees. These foundations are important for

guiding the employees through different situations. Training and Development programs

are the framework for helping employees to develop their personal and professional skills,

knowledge, and abilities.

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1.2 Statement of the problem:

Training and development refers to the practice of providing training, workshops, coaching,

mentoring, or other learning opportunities to employees to inspire, challenge, and motivate

them perform the functions of their position to the best of their ability. Training has become

a mandatory tool to survive in the hard facing workforce .To accelerate the overall human

resource management achievement, training works as a major part of its dimensions.

Knitting industry is playing an important role to economy of our country. As mentioned

earlier there are around half billion people working in knitting and textile industry. In order to

complete the process of working the industry need knowledgeable and skillful and efficient

employees and workers.

As a number of study has been conducted regarding financial condition of knitting industry

but no research has been conducted regarding training and development of employees and

workers of knitting industry. That’s why this study is very much needed. This report will help

to find out the present situation of worker in knitting industry. What types of training they are

getting, and what type of training should be provided.

1.3 Objective of the study:

Broad objectives:

The primary purpose of the study is to have a thorough understanding about the training

and development in knitting industry of Bangladesh.

Secondary objectives:

To examine the current training and development program of knitting industry.

To measure the attitude of employees toward training.

To evaluate the employee performance after getting training session.

To provide some recommendation that may be necessary to redesign the training

programs of knitting industry.

To measure the differential changes in output due to training.

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2.1 Orion Knit Textile Limited:

Orion Knit Textiles Ltd. is a 100 % export oriented composite knit textile unit established

with the commitment to cater the Global needs in knit and casual clothing lines, employing

the State-of-Art technology. Aiming at the context of the changing Global demand,

international environment on trade, the project encompassed the Knitting, Dyeing, Processing

of fabrics, Ready-made Garments production, Printing, Embroidery to be available from one

stop service. The machines and equipments setup are procured from world-class brand,

renowned for their high quality, product integrity and dependable production. The manpower

engaged to carry out the day to day business are all highly skilled, purely professional, vastly

experienced. The unique combination of organized Managerial and Technical team in one

hand and latest, advanced and balanced technology on the other hand made the project one of

the top to be referred in this field in the Country. The best use of continuous development of

Human Resources by providing them International Standard Environment, Trainings,

Orientations and equal opportunity is the keys for achieving comprehensive competence in

all the level of the Organizational Hierarchy. It has been established with the objective and

vision to cater the needs of 21st century of worldwide knit apparels market from one stop

service being committed to On-time Delivery, Short Lead Time, Quality Assurance, Price

Affordability and Social Accountability.

2.2 Function of the Company:

As a commercial organization, the basic function of Orion Knit textiles ltd. is to earn healthy

profit for the Company. However, such basic function is insulated with other collateral

functions, e.g. creating working environment compatible to international standard,

concentrating high on HRD including lucrative welfare for the employees, carrying out social

responsibilities for the employees and, to some extent, for the nation, maintaining high

quality reputation management, etc. OKTL being a good Corporate Company gives priority

to Environment Management, Social Responsibility and Compliance Issues. These are well

acknowledged and have reflection in various reviews, audit and visit reports.

2.3 Location & Area of the Orion Knit & Textile:

About 70 kilometers (2 hour drive) from the International Airport of Dhaka, Bangladesh the project is located in Jamirdia, HabirBari, Valuka under the District of Mymensingh in a well developed road Communication.

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Surface Area: Five Acres of land area and a total of 183,000 square feet of factory premises.

Floor Area: Garments Factory Area: 70,000 Sq. Ft.

Production Space for Fabrics Dyeing & Finishing: 83,000Sq.Ft. Storage, Utility and others: 30,000 Sq. Ft.

2.4 Aim of the Company:

To deal fairly, open and honest with all employees, customers and suppliers.

To value and support each other contribution.

To always obtain the best value from the resources available.

To achieve and maintain position of world class manufacturing.

Continuous development of people competency.

Recognizing individual contribution.

Introducing new and innovative products and technologies.

Assuring quality products from advanced manufacturing facilities.

Exceeding customer satisfaction and granting trust through quality services.

Moreover, the Management and Employees of Orion Knit Textiles Ltd Ltd works to implement quality in all steps of their activity starting from selecting raw materials through all steps of productions to the ultimate finished products.

2.5 Organization Values:

In order to achieve our aspired vision we shall subscribe to the following values

Quality in everything we do

Live up our commitment

Transparent and fair in all our dealings

Take initiative to exceed standard

Trust and respect for each other

Work as a team

Focus on total customer satisfaction

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Expand export market

Socially responsible

2.6 Rahim & Salek Textile LTD.:

Rahim & Salek textile ltd are the sister concern. Both are in the group of KNIT

ASIA LTD. Knit Asia Limited is a Worldwide Responsible Apparel Production

(WRAP) is a certified compliant production concern. It has its Head Office at

Tejgaon and has its Printing and Embroidery Unit at East Narshinghapur,

Ashulia, Savar. Knit Asia employs workers in the office or factory as per the

grading and the classification which is made for the purpose of establish the

wage scale of different work force engaged in the Garments Industry under

S.R.O No. 280-law/ 2006/ Sha-6/ N.M. Board-1/2006.

Salek Textile Ltd.is 40 tons/day aotucoro yarn spinning mills. Our phenomenal

growth is evident from the increase in production capacity 2.40 to 77.00 tons

per day.

Rahim Textile Ltd. is pioneer in fabrics processing. The unit is currently

producing high quality dyed and printed fabric for export.

Rahim Textile Ltd.(Woven & knit all over printing & dyeing)

Stork printing machine

Manforts Stenter

Kusters continuous Dyeing

Dilmenler knit dyeing

Corino Sqeezer

Lafer compactor

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2.7 Quality Control: Our quality starts with the procurement of the fiber which is brought you from the

U.S.A with stringent quality parameters.

Using Uster HVI, AFIS, UTs, and Tenso Rapid, all incoming materials are

thoroughly checked and in processing monitoring are done very delightly.

Fabrics at all stages go through all types of testing and analysis using Data Color,

SDL Atlas and Wascator Lab testing equipment.

Stitching quality and productivity is maintained by well trained supervisor and

monitored and analyzed by our in house engineering department using the

appropriate software applications.

The textile industry requires extremely good, efficient, and reliable infrastructure

and utilities. Therefore all our departments are planed taking into consideration,

movements, access, safety, future expansion.

All production units are directed to operate to full efficiency and hence maintenance

and utilities receive special attention from all level management.

To ensure this we have invested in the following machinery:

Generates from Waukesha, U.S.A

Compressor from Kaeser, Germany

Boilers from omnical Germany and Hust U.S.A

BBT from Simens

Our effluent Treatment Plant (ETP), the largest Biological ETP obtained in the

country Simem Italy)

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2.8 Quality and Compliance: Rahim & Salek is the country first knit factory in Bangladesh to obtain

WARP Certification and now having A Level certification and incorporated

all aspects of social and ethical compliance into its business practices.

Rahim & Salek Textile is a Oeko Tex 100 Certified factory and ensured all

environmental and Chemical compliance standard.

Rahim & Salek Textile meets the Ethical Standards of Wal-Mart and

BSCL.

Rahim and Salek Textile has a quality management system in place and

Stitching unit is ISO 9001:2008 Certified

100% environmentally compliant factory with an effective Effluent

Treatment Plant (ETP). All our effluent tested to internationally accepted

BOD and COD levels and then discharged.

Both Company are cotton U.S.A licenses

Our stitching facility maintains C-TPAT is approved by Jordache Group.

Both Companies has the ability to manufacture organic products & OE/100

Standard certified factory.

2.9 Strength:

The members of the Directories have strong international educational

background in Textile Technology and Management. They are the pioneers in

the textile growth in Bangladesh and played direct roles all the policies and

technical department of textile and clothing industry. The board works at policy

including development taking into consideration the global business scenario.

The senior Management Team consists of a group of highly qualified and very

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well trained professional who run the units with extreme efficiency, optimizing

productivity, minimizing loss and wastages and dealing with the all personnel in

lawful manner.

The 9000 strong workforce has given loyal support to the growth of the country.

They are extremely dedicated and are very easily trainable adapting to new

technologies and opportunities.

2.10 Future Direction: We firmly believe that global textile and clothing industry will continue to grow

and Bangladesh will be a key participant in this growth. With our strong export

presence in textile and an increasing local demand, we plan to continuously grow in

our existing business i.e. production, knitting, dyeing, finishing and clothing.

In addition we are seriously looking at other areas like home textile, synthetic fiber

and yarns and dress manufacturing materials. We have plans to extend our services

further to product development, designing, fashioning, also move our products to

the doorsteps of our customers.

We will peruse to find strategic partners with whom we can attain our strength to

achieve the above goals.

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3.1 Training & Development:

Bangladesh is the famous name of RMG (readymade garments). In our country textile

sector is play a very important role in our economy. In that competitive business

environment; human resource is play the important role of any business like Knit & textile.

For the superior manpower and for the superior productivity training works like a wheel. In

this competitive world, training plays an important role in the competent and challenging

format of business. Training and development of employees is critical in

organizations in this era of competition due to the fact that organizations need to

survive, grow and develop. Training is considered as the process of upgrading the

knowledge, developing skills, bringing about attitude and behavioral changes, and

improving the ability of the trainee to perform tasks effectively an d efficiently

in organizations (Wills, 1994; Palo et al, 2003; Robert et al, 2004. Stewart (1996)

combines the two concepts of training and development and gives an organization

function which has the outcome of ensuring that the contribution of individuals and

groups in achieving the organizational objectives though the development of appropriate

knowledge, skills and attitude of the employees. Training and development play an

important role in the effectiveness of organizations and to the experiences of people in

work. Training has implications for productivity, health and safety at work and personal

development. All organizations employing people need to train and develop their

staff. When a person hire for an organization he/she must need a training to know about

how to perform good in that organizations. Rapid changes in technology, products, and

business application make it necessary for need training & development of their employees.

3.2 Purpose of Training: Training is the remedy of the company. It increases the productivity of the company. In the

textile sector if the company make to more profit the company need to increases productivity

the company must training their employees. Training is the nerve that suffices the need of

fluent and smooth functioning of work which helps in enhancing the quality of work life

of employees and organizational development too. In the changing phase of the market,

all organizations have a number of opportunities to grab and number of challenges to meet.

Some short of purpose of training are given below:

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To increase productivity & quality

To promote versatility adaptability to new methods

To reduce the number of accident

To increase job satisfaction displaying itself in lower labor turn-over & less

absenteeism

To increase efficiency

3.3 Advantages of Training & Development: Knowledge and skills development is vital to the health of organizations. We live in an

information age today, and organizations are routinely valued not just on their physical but

on their intellectual capital. Training is one of the chief methods of maintaining and

improving intellectual capital, so the quality of an organization’s training affects its value.

Untrained or poorly trained employees cost significantly more to support than well-trained

employees do. Training affects employee retention and is a valuable commodity that, if

viewed as an investment rather than as an expense, can produce high returns. There are

numerous sources of online information about training & development. Several of the sites

suggest reason for supervisors to conduct training among employees. Training and

development programs are the basic structural and functional foundations for the

development of the employees. The advantages of training & development are given

below:

Increased job satisfaction and morale among employees. This has an added benefit

of making your company more attractive to prospective employees

Employees feel supported and enabled in their work.

New skills and knowledge can be acquired

Existing skills and knowledge can be enhanced or updated, enabling people to

further improve proven strengths

Improvements in confidence, capability and competence

Employees are able to balance their work life and personal life in a better manner

which leads to reduction of stress

Increasing the level of employee motivation

Training improving the employee morale increases the productivity and

commitment of the employees towards the organizational goals.

Learns from the trainee

Improve the job knowledge & skill at all levels of the organizations

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Helps to create a better corporate image

Fasters authentically, openness & trust

To reduces Employee turnover

Improving labor management relation

Training about Risk management, Fire safety, sexual harassment , diversity etc

They improve the communication between all levels of management which

helps in minimizing conflicts between different levels of employees

3.4 Problems of Training & Development:

Some problem can happen between HR/Training and other parts of the organization,

commonly due to differing priorities among performance management functions within a

business, and notably relating to training, development and welfare of staff

A failure to identify the specific needs of learners and for learners to own their own

development needs

Objectives set by trainers, rather than the learners

Little acceptance by learners of the need to take responsibility for their own

development

Constraints of time for preparation and participation in learning events

A failure to follow through learning beyond an event or course

Failing to achieve high value via transfer of the learning

HR have no authority over trainees therefore cannot control training take-up

HR funds are often cut if profits come under pressure

Often takes people away from their job for varying periods of time

Bad habits passed on

Narrow experience

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4.1 Research Design:

Research designs are crucial in determining whether the research objectives are

achieved or not. The design of a study defines the study type like descriptive, co

relational, semi-experimental, and experimental, review, analytical etc. Descriptive

research describes data and characteristics about the population or phenomenon being

studied. As this study describes the training and development of knitting industry of

Bangladesh that’s why this report is descriptive in nature.

4.2 Levels of Data collection:

Data collection is a vital part of every research. The levels of data collection can be

classified mainly into primary and secondary types. Secondary data has a lot of

advantages that primary sources may not be able to offer.

The report is mainly based on primary data. Some secondary data has also been used

in this paper.

4.3 Sources of Data:

Primary Data Sources:

Primary data are those, which are collected directly from the field or base level. I have

taken interview of executive members of 3 knitting industry of Bangladesh data

centers of and I have conducted these interviews shortly after conversations of

interest. The interviews are neither formal nor structured. The general strategy for the

interviews is to start off with broad questions and follow upon the interviewee’s

responses, to capture his/her meanings. Beside this I have surveyed on employees of

this 3 companies to gather the information and to do this an questionnaire has been

used which is being attached in appendix part.

Secondary Data Sources:

Secondary data is collected by someone other than the user. Secondary data analysis

saves times. It is almost impossible to conduct a new research without secondary data.

In this study, the secondary data has been collected from the text books and websites.

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4.4 Personal Interviews: The objectives of the interviews were to:

Gather information concerning the Human resource system.

Collect data on Training, development , and other relevant information

4.5 Construction of the Questionnaires:

A questionnaire is a schedule composed of a number of logical questions of a

particular topic. As the study is descriptive in nature and mainly based on primary

data, it is necessary to frame concrete questionnaires, which include all materials

regarding this topic. There are both open ended and close ended questions in the

questionnaire.

4.6 Pre-testing of Questionnaires / Pilot study: After finalizing the process of the study, it is considered essential for the qualitative

investigation to carry out a pilot study on the basis of the primary questionnaire. As it

helps the researcher to carry on his work in clear notation and confidence and to

delete or add certain in the questionnaire to improve the quality of the research work,

a pilot study has also been conducted before conducting the field survey.

4.7 Field Survey:

On the basis of the final questionnaires, field survey has been conducted. As

mentioned earlier I have gone to 3 Kiting Company to collect data.

4.8 Processing of Data

After collecting the data from different sources, the data has been processed in the

light of the research topic. Data processing includes editing, coding, classification and

tabulation.

4.9 Editing:

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After collecting the necessary data the questionnaire has been scanned carefully to

detected errors cost by me or by in consistent of wrong information supplied by the

respondent.

4.10 Classification of Data:

After editing, the data has been classified for the purpose of analysis and

interpretation.

4.11 Tabulation and Analysis of Data:

After classification the data has been tabulated on the basis of respondents and on the

basis of statement. This tabulated information has been used for further analysis and

interpretation. Graphs and pie charts have been generated from this tabulated data or

information.

4.12 Sampling Technique:

In this study random sample techniques has been used. 3 knitting company will be

selected randomly. The companies are Orion knit and textile, salek textile and rahim

textile and for survey I will randomly pick 30 employees form 3company ( 10 from

each

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Analysis and finding of the Study:

After interviewing the executive members of Orion knitting textile and Salek and

Rahim kintting textile I have come to know their training and development process.

Salek and Rahim textile are sister concern that’s why the training and development

process off these two Knitting textile is almost similar.

5.1 Training and development process of Orion Knitting Textile:

Training is a systematic process of changing the behavior, knowledge and motivation of employees to improve the match between employee current profile and employee requirements.

Employee development is defined as a continuous learning process of improving an individual's ability to achieve Company and individual goals and challenges through acquiring enhanced skills, knowledge and attitudes.

5.2 Mode of Training:

Orientation:

Orion organizes orientation program for the new employee. The objectives of the

program are to welcome the incumbent and introduce him with the colleagues, orient

him/her about the Company's vision, mission, values, shareholders, service rules,

divisional activities etc. This will make a new recruit feel that s/he is a part of the

company.

In-house training:

Orion organizes in-house training programs for its employees. Senior managers of the

company, training department or consultants hired for special purposes provide such

training.

In country training:

The Company provides need-based training to the employees through using

appropriate external training institutes.

Overseas training:

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The Company also sends selected employees to other countries for attending

functional or management training/ workshops/ seminars etc.

Job rotation:

The Company considers job rotation as one of the employee development tool. The

manager takes initiative to interchange the responsibilities of the employees working

in the same grade for a certain period. The employee and manager will jointly decide

the time period.

5.3 Training Needs Assessment:

Individual supervisors will assess the training needs of the employee from his/her

observation. Supervisors and employees will work together to define and identify

developmental needs to meet personal and work goal.

A Role Template must be prepared for every position, which will contain the key

responsibilities and required competencies. Human Resources Department will help

to set the competencies requirements for each position. This Role Template will be

the basis of identifying the training needs for the specific position.

During preparation of Performance and Development Plan (PDP), supervisor and

employee will jointly set Development Objectives based on the needs of employee.

Human Resources Department will provide with the tools and guidelines to the

Departmental Heads and work together to identify the training needs of the

employees.

The training and developmental initiatives must be address to the organizational

priority as well as employees skills development.

5.4 Responsibility:

Employee Development is a shared responsibility of the individuals and of the

Company. The responsibilities for Employee Development are divided as follows:

Employees - are responsible for managing their professional development. Orion

encourages seeking personal opportunities to improve their professional skills for

facing the challenges of the future.

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Human Resources Department - will assist the Functional Heads in setting of the

competency requirements of the employees and identify the individual training needs.

HR Department is responsible for planning, designing and implementing management

training programs for the management staff of Beacon.

HR Department will focus on developing the systems within the organization to

improve the organizational effectiveness and provide training to enhance the

organization’s awareness and knowledge required for a successful change process.

HR Department is also responsible for coordinating local and foreign training for

Beacon employees according to the requirements of the divisions/departments.

Divisions/Departments - are responsible for supporting the employee development

process and developing the people to meet business needs now and in the future.

Functional Heads will encourage their people to increase their knowledge and skills

for superior performance. They are primarily responsible for identification of training

needs of the employees and selection of participants for particular internal/ external

courses.

5.5 Payments of Training:

Company will consider the payment for all parts of the training. The Company

considers paying for course fee, food, lodging, transportation, incidental etc. -

Entitlements of the food, lodging, transportation etc. will be as per Company

Travel Policy.

Once the training requests have been approved, all employees will continue to

receive their full salary and benefits during the training.

5.6Training Administration:

Prescribed Training Application Form must be filled up to process a training request.

The application for short-term courses, seminar and workshop/conferences should be

sent to HR Department after necessary approval from the Divisional Heads and

Managing Director (as applicable). The Finance Director will give clearance of

budget in the application.

Approving Authority - Departmental/Divisional Heads can approve training

programs, as per company approving authority limit.

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Any amount, which is not within budget, must be discussed with Managing

Director and need his approval.

The Managing Director must approve any overseas travel.

NOT Record Keeping System - Any employee development initiatives must be

recorded in the database for future reference.

Internal Trainer - Managers will give necessary time to support employee

development process; The Company recognizes the internal talents and

encourages managers to use their expertise for the development of the employees.

5.7 Salek and Rahim Textile:

As mentioned earlier Salek and Rahim Textile are sister concern that’s why they have same training and development process. They are providing following training programs.

5.8 Attitude Adaptability:

Attitude adaptability refers to “the ability to change to fit changed circumstance. Every person

has the basic capability to be adaptable – without this we would not be able to function in the world.

Salek and rahim textile provide attitude adaptability training. The main objective this training

is to make workers and employees accustomed to the internal and external environment of the

company.

5.9 Understanding Responsibility:

Another important training provide by this two textile is an understanding responsibly. The

main goal of this training is to understand the job responsibly clearly and to make the

employees and worker effective.

5.10Time Management Skill:

Generally, time management refers to the development of processes and tools that increase

efficiency and productivity. Salek and Rahim textile provide time management training to

make their employees and workers efficient.

5.11 Problem Solving Skill:

Problem solving skill can be referring as the process of working through details of a problem

to reach a solution. Salek and Rahim textile provide problem solving skill to make their

Page | 30

employees and workers creative and flexible. Problem solving may systematic operations and

can be a measure of an individual's critical thinking skills

5.12 Communication Skill

The ability to express information to another effectively and efficiently is called

communication skill. Salek and Rahim Textile provide communication skill trining. The

objective of this training is providing clear direction and increases productivity.

5.13 Leadership Skill:

Leadership skills are the actions that produce the necessary result which are aligned with the

mission and goals of the organization. Salek and Rahim textile offer this training because

leadership skill provides direction to develop goals and a training plan to become a better

leader.

5.14 Training on Work process:

The main objectives of these trainings are significantly improved efficiency, productivity,

and customer satisfaction, and cost minimizing.

5.15 Quality of Work:

Almost all work has standards for how well it must be done and how fast it must be done. In

some cases perfection is required at all costs, and in others speed is most important. That’s

why salek and rahim textile offer Quality of work training. The objectives and purpose of

these trainings are:

Following instructions by listening, watching, questioning and practicing.

Focusing on the work

Learning from mistakes

5.16 Ability to put knowledge into practice:

Rahim and Salek textile provide Ability to put knowledge into practice training to improve

the ability to use workers and employees knowledge effectively and readily in execution or

performance.

5.17 Technical Training:

Technical training is the process of teaching employees how to more accurately and

Page | 31

thoroughly perform the technical components of their jobs. Technical training helps the

employee to better understanding of a task or process. Salek and Rahim textile provide this

training to increases the confidence and improves the efficiency of the employees and

workers.

5.18 Ability to absorb new development: Rahim and salek textile provide ability to absorb new development to make their employees

and worker accustomed with the new work process, system or technology.

5.19 Fire Safety Training: Rahim & Salek Textile provides fire safety training to their employees. In that training trainer

are give the knowledge that what you do if the fire is happened & also what you not do. Now

a day’s fire is a very critical issues to every organization that’s why Rahim & Salek are do

practice every once a month what you do in fire.

Page | 32

5.20 Findings from Questioners

Does your company organize a training & development program?

Analysis: Out of 30 respondents of three companies 30 respondents are saying yes their

company organizes training and development because the all the three organizations are

organize the training development program.

Does your organization identify the training needs for its employees?

Analysis: Out of 30 respondents of the three companies 6 respondents are saying no because

they think that their organization don’t identify the training needs of their employees and

other 24 respondents are saying yes their organization identify the training needs.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 33

The length of the training & development programs at your organization?

Analysis: Out of 30 respondents from three companies 10 respondents saying that their

company provides three month training program and 20 respondents are saying that their

company provides one month training.

Training practices helps to increase the level of satisfaction?

Analysis: Out of 30 respondents of three company 5 respondents are disagree that training

practices helps to increase the level of satisfaction but other 25 respondents are agree with the

statement.

0

5

10

15

20

25

30

One Month Two Month Three Month More

One Month

Two Month

Three Month

More

0

5

10

15

20

25

30

Agree Disagree

Agree

Disagree

Page | 34

Does your company use latest/upgraded training method?

Analysis: Out of 30 respondents from three companies 7 are saying no & 25 are saying yes

that the companies are use upgraded methods of training tools.

Does your top management take feedback from employees?

Analysis: Out of 30 respondents 10 are saying no and 20 are saying yes that the top

management is taking feedback from the employees.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 35

Does your company provide training allowance?

Analysis: Out of 30 respondents from three companies 20 respondents are saying that they

are not getting training allowance and other 10 respondents are saying that they getting

allowance on training period.

Do the employee development programs raise unrealistic expectations about promotions?

Analysis: Out of 30 respondents from three companies 21 people are positive with that

statement and other 9 respondents are negative with it.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 36

Does the CEO of your organization engage developments activities for him/herself?

Analysis: Out of 30 respondents from three companies 20 people are saying that their CEO is

not involve him/her with the employee development program and other 10 are say yes with

the statement.

Do you think training will help you to develop your career?

Analysis: Out of 30 respondents from three companies 26 respondents are saying yes with

the statement and other 4 respondents are saying no with the statement.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 37

Does the practice have a consistent, timely and fair method for evaluating individual performance?

Analysis: Out of 30 respondents from three companies 22 respondents saying yes and other 8

are saying no.

Do you think training helps to increase Organization productivity?

Analysis: Out of 30 respondents from three companies 26 respondents are saying that

training increase the organization productivity and other 4 respondent are saying no on this

statement.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 38

Does your company use a specific training process?

Analysis: Out of 30 respondents from three companies 23 respondents are saying yes and

other 7 respondents are saying no on this statement.

Does your company provide motivational training?


that statement and other 5 are saying no on it.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 39

Are you satisfied with organizational training and development program?

Analysis: Out of 30 respondents from three companies 26 respondents are satisfied with the

organizational training & development program and other 4 respondents are not satisfied.

What suggestions do you have for further improvement?

Analysis: Maximum respondents are suggested that every employee should given training

after a certain period of time for their improvement. Also suggest that when a new employee

joins in the company he/she need a short or long period of time for better productivity of the

company.

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 40

Page | 41

6.1 Conclusion:

Training and development programs play a vital role in every organization. These programs

improve employee performance at workplace; it updates employee knowledge and enhances

their personal skills. Training and Development programs improve the quality of work-life

by creating an employee supportive workplace. Textile Industry is a very big business

industry in Bangladesh. Bangladesh is considering the world second country in the

Ready Made Garments (RMG). Knit is also major raw materials of RMG.World’s most

of the bands are making their dress from Bangladesh. So it’s very competitive market. In

that market if anyone wants to success they need skilled worker. If the organizations

provide necessary training to their employees they can increase their productivity.

This study was a learning experience for me and I came to know the training and

development programs in Orion Kint& Textile Ltd, Rahim & Salek Textile Ltd was positive

in response but still more training and development is needed in that three textile industry so

that the employees are motivated time by time and they should know their strength &

weakness so that they can work on it & improve their knowledge & skills for the betterment

of their organization.

In the last but not the least I conclude that all the training and development programs of

company are highly effective & beneficial to the employees in giving their best contribution

to their personal growth & development as well to meet the organizational objective

6.2 Limitations:

I have tried my level best to make this report an effective one but due to some

limitations I could not make this study as rich as I wanted. The limitations are:

There are around 2500 knitting company operating in Bangladesh. If I

were able to collect data from all these knitting companies, then the study

would become more informative.

Those who agreed to be my respondent did not give all the information I

asked for and they also did not allow me to gather in depth knowledge

about them.

Most of the companies were not interested to be my respondent and fill up

the questionnaire

Page | 42

Many company are not interested because they want to maintain privacy

about their valuable information

Most of the respondent are busy because of their work they didn’t give the

time properly to collect proper information.

6.3 Recommendations:

These are some recommendations through which Textile industry may be beneficial:

Training development format should be friendly and flexible.

HR department of the textile companies should diversified their training programs

rather than focusing on professional trainings.

There must be a clear relation between training electiveness and strategic goals of the

organizations

The Textile companies should update regularly their HRIS that is Human Resource

Information Systems software.

Approaches used to train employees should be selected after careful consideration of

the trainees and organization needs.

To motivate and encourage the trainee’s adequate allowance should be provided to

trainees during the training period.

The Textile companies should increase their training budget. Because without a big

budget the companies would not be able to introduce modern technology in their

training system.

Page | 43

References:

1. Stewart,J.(1996 )Managing Change through Training and Development; 2nd edition

2. Robert L.M and John H.J (2004) Human Resource Management.10th Ed.Thomson

(Wills, 1994; Palo et al, 2003; Robert et al, 2004. Stewart (1996)

3. Bangladesh textile industry - Wikipedia, en.wikipedia.org/wiki/Bangladesh_textile_industry, Last date of accessed on November 15.

4. Textiles & Garments - Orion Group, www.orion-group.net/construction_2.php , date of accessed on December 5.

5. Salek Textile Ltd. - Knit Asia Ltd, www.knitasia.com/Company-Home-STML, Last date of accessed on December 7.

6. Rahim Textile Mills Ltd. - Knit Asia Ltd, www.knitasia.com/Rahim-Textile-Mills-Ltd, Last date of accessed on December 7.

Page | 44

Appendix:

QUESTIONNAIRE Dear Sir/Madam,

I am doing a research work on Employees Training &Development. I would request you to

kindly spare some time to fill up this questionnaire. Section-I Q1. Please mention your age

18-25

25-30

Above30

Q2. Sex:

Male Female

Q3. Marital Status:

Single

Married

Divorced

Q4. No. of years of experience:

Less than 3 years

3 to 5 years

More than 5 years Q5. Is this your first employment?

Yes

No

Page | 45

Section-II

Q1. Does your company organize a training and development programmed?

Yes

No Q2. Does your organization identify the training needs for its employees?

Yes

No

Q3. The length of training and development programmed at your organization?

One Month

Two Month

Three Month

More

Q4. Training practices helps to increase the level of satisfaction?

Agree

Disagree

Q5. Does your company use latest/upgraded training methods?

Yes

No Q6.Does your top management takes feedback from employees?

Yes

No

Q7.Does your company provides training allowance?

Yes

No

Q8.Do employee development programs raise unrealistic expectations about promotions?

Yes

No

Q9.Does the CEO of your organization engage development activities for him/herself?

Yes

No

Q10.Do you think training will help you to developing your career?

Yes

No

Q11.Does the practice has a consistent, timely and fair method for evaluating individual

performance?

Yes

No Q12.Do you think training helps to increase organizations productivity?

Yes

No

Q13.Does your company use a specific training process?

Yes

No

Q14. Does your company provide motivational training?

Yes

No Q15. Are you satisfy with organizational training and development programmed?

Yes

No

Q16. What Suggestion’s do you have for improvement?

Thank you very much for your cooperation Name--------------------------------------------------

Designation-------------------------------------------

Department-------------------------------------------


Submitted To

Abdul Mannan

Professor


Submitted By


ID#093011071



Page | 2








ULAB ID #____________________

Signature _____________________________ Date ___________________

Page | 3

Acknowledgement







Page | 4

Table of Contents








Page | 5


Page | 6

Executive Summary







Page | 7

Page | 8




























Page | 9

















Broad objectives:










Page | 10

Page | 11






























Page | 12






















Work as a team


Page | 13














per day.





Manforts Stenter



Corino Sqeezer

Lafer compactor

Page | 14



















BBT from Simens



Page | 15







BSCL.










2.9 Strength:







Page | 16



lawful manner.














Page | 17

Page | 18






























Page | 19





absenteeism













below:















Page | 20













development needs



development








Narrow experience

Page | 21

Page | 22













in this paper.















Page | 23









questionnaire.






4.7 Field Survey:






tabulation.

4.9 Editing:

Page | 24



respondent.



interpretation.





information.





each

Page | 25

Page | 26










Orientation:





company.

In-house training:



training.




Overseas training:

Page | 27



Job rotation:




the time period.













employees.



5.4 Responsibility:






Page | 28















courses.





Travel Policy.











Page | 29
















company.












Page | 30











leader.















performance.



Page | 31




workers.







Page | 32










0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 33








statement.

0

5

10

15

20

25

30


One Month

Two Month

Three Month

More

0

5

10

15

20

25

30

Agree Disagree

Agree

Disagree

Page | 34







0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 35








0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 36




the statement.




0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 37



are saying no.




statement.

0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 38







0

5

10

15

20

25

30

YES NO

YES

NO

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 39








company.

0

5

10

15

20

25

30

YES NO

YES

NO

Page | 40

Page | 41

6.1 Conclusion:



















6.2 Limitations:








about them.


the questionnaire

Page | 42











organizations









training system.

Page | 43

References:








Page | 44

Appendix:




18-25

25-30

Above30

Q2. Sex:

Male Female

Q3. Marital Status:

Single

Married

Divorced


Less than 3 years

3 to 5 years


Yes

No

Page | 45

Section-II


Yes


Yes

No


One Month

Two Month

Three Month

More


Agree

Disagree


Yes


Yes

No


Yes

No


Yes

No


Yes

No


Yes

No


performance?

Yes


Yes

No


Yes

No


Yes


Yes

No



Designation-------------------------------------------

Department-------------------------------------------