the effect of management training

8/14/2019 The Effect of Management Training

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JAGANNATH UNIVERSITY, DHAKA.

Assignment

On

TheEffectofManagementTrainingonthe

GrowthofaFirm

SubmittedTo

ProbirMitraAssistantProfessor

DepartmentofEconomics

JagannathUniversity,Dhaka.


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THIS ASSIGNMENT PREPARED BY

Name of the Group Members Roll No.

1. Farzana Rahman * 05071238

2. Sadiatul Fatema. 05071219

3.. Md. Emtieaj Ahmed 05071221

4.. Md. Saiduzzaman Pulak 05071250

5. Md. Ibrahim Kholil 05071251

6. Saiful Islam. 05071302

7. Shafiqul Islam. 05071366

*Group Leader


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LETTER OF TRANSMITTAL

November, 04, 2009.

Probir MitraAssistant Professor

Department of economics

Jagannath University, Dhaka.

Dear Sir,

Its our pleasure to submit you our Assignment on The effect ofManagement Training on the Grow th of a Firm..

We have prepared this assignment based on the data gathered from various

institutions, journals, related organizations, and internet. For the preparation

of the assignment, we have focused on the information that was found to be

reliable and valid.

We truly appreciate our topic to be an important and significant one toenhance knowledge without which we would be surely in vague position. And

we deeply regret for any inconvenience located in this assignment and we shall

always be available for any clarification required.

Sincerely yours,

Farzana Rahman.

(On behalf of the group- )

Roll: 05071238.

3rd year 1st semester

Department of Economics.

Jagannath University, Dhaka.


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ACKNOWLEDGEMENTBy the grace of Almighty we have been successful to complete the assignment on the

effect of management training on the growth of a firm. We would like to express the

deepest appreciation to our honorable teacherProbir Mitra, who has the attitude and

the substance of a genius: he continually and convincingly conveyed a spirit of

adventure in regard to research and an excitement in regard to teaching. Without his

guidance and persistent help, this dissertation would not have been possible.

We are thankful to the organizations and the respectable managers whom we met. We

also would like to thank to our librarians and seminar assistant who help us in finding

necessary books.

ABSTRACT

Bangladesh has been able to update their management training considerably in respect

of development of o corporate firm. In the last 20 years there have been fast and vast

changes in technical and managerial aspects of jobs in industrial and commercial

organizations through training. Training is considered as an organized procedure by

which people are imparted knowledge or skill for a definite purpose. The trainees will

acquire new manipulative skill, technical, or managerial knowledge, problem solvingability etc In Bangladesh although proofs that training and development are inter

related.

Finally, this paper explains the effect of management training on the development of o

corporate firm.

Key words: Management training and development.


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CONTENTS

1. Introduction--------------------------------------------------------------------------------1

2. Conceptual Idea---------------------------------------------------------------------------2

Training Office Manager

Functions of a Manager

3. Effect of Management Training-----------------------------------------------------------3

4. A Model of Expansion through Management Training-----------------------------4

5. Case Studies>>>Sonali Bank---------------------------------------------------------------7

Recruitment

Training Facilities, Duration etc.

Cost Management

Managers Evaluation.

6. BADC-----------------------------------------------------------------------------------------12

Recruitment

Training Facilities.

Cost AnalysisRelation with Growth.

Managers Evaluation

7. Grameen Bank--------------------------------------------------------------------------------16

Recruitment

Training Faacilities, Duration, etc.

Cost Analysis.

8. Paxer Bangladesh Ltd------------------------------------------------------------------------19

Recruitment

Facilities on Training

Relation with Growth & Evaluation

9. Idol Homes Ltd.-------------------------------------------------------------------------------22

Recruitment

Training Management

Managers Evaluation.

10.Methodology-----------------------------------------------------------------------------------24

11.Concluding Remarks.-------------------------------------------------------------------------25

12.References--------------------------------------------------------------------------------------26


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INTRODUCTION

In current global market, companies are composed by competition, regardless of

corporate firms. To develop a competitive advantage, it is important that firms truly

leverage on the workforce as a competitive weapon. A strategy for improving

workforce productivity to drive higher value for the firms becomes an important

focus. Firms seek to optimize their workforce thorough comprehensive management

training not only to achieve business goals but most important is for a long term

survival and sustainability. To accomplish this undertaking, firms will provide

management training to ensure that employees are able to compete and become

competencies to do work effectively in rapidly chaining and complex environment of

a firm.

In response to the changes, the management training mechanisms are designed on the

basis of the belief that employees are most important assets in the firms that can be

developed and increased to an unlimited. The formal system of Individual

Development is training. Training is useful to individuals to know about the use of

new technology which developing firms further. Training makes newly employed

worker fully productive within minimum time. As a result a firm can easily grab any

opportunity for its development at any time.

So, it is clear that management training has vast effect on the development of a firm.

And this paper discussed in vast sense with the use of many equipments.


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CONCEPTUALIDEA:

Training:

Training is the act of increasing the knowledge and skill of an employee for doing a

particular job. There is often a gap between what employees actually know and what

they should know. To fill this gap of knowledge in doing the job by means of training

is an important task of management. Training typically involves changing skills,

knowledge, attitudes or social behavior.

Office Managers:

An office manager is an employee charged with the general administrative

responsibilities of any given office of a corporation. In small and medium sized

companies the task is often given to the corporation's accountant. In large companies

there will often be several offices in several geographical areas, and each one will

have an office manager.

Main Functions of a Manager:

The office manager is the coordinator of the work system. An office manager isresponsible for planning, organization, and controlling the clerical aspect of the

organization, including the preparation, communication, coordination and storage of

data to support production and other important operations of a corporate office

establishment. Often he also engages in marketing. His tasks are to monitor the work

processes and to evaluate the outcome. The outcomes of work are intended for what

can be called the final receiving system, as for instance, client, customer, and other

departments. His role is to coordinate on the front and by giving assignment. An

office manager usually leads or manages a team of secretaries or administrativeclerks. She/He takes care of the assignment of tasks inside the department whereby

the more complex tasks come to his account. Positions allocated to usual

classification perform a combination of the following office management functions:

Budget development and implementation

Purchasing


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Human resources & training management.

Accounting

Records management

Forms management

Payroll

Facilities management Space management

Risk management

Grants administration

Affirmative action and equal employment opportunity

Information technology and telecommunications

Monitoring the management of health and safety in the company office

Responsibility for the day to day running of the office

Liaising with senior managers to ensure that staff in the division have

appropriate information technology department

Plan, consult and manage moves for the division and other units within the

department.

Considering the diversity of functions, someone holding an office manager position is

expected to have many talents. Some of the competencies which he or she is expected

to possess are problem solving and decision making abilities, integrity, assertively,

flexibility, accuracy and the ability to cope with pressure. So, it is must for a manager

to take part in office management training for improve their skilled.

THEEFFECT OF MANAGEMENTTRAINING ON THEDEVELOPMENTOF A FIRM:

There is an intimate relation between Management training and development of a

firms and we discuss this subject through using an Economic model and diagram:


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Figure: A relationship of training management and development of a firm.

In the figure,Relationship 1 represents concept of production functions as applied

education and training. The key assumption underlying that investment in training

results in increased efficiency.

Relationship 2 represents the relationship between training and increased productivity

of firms. The key assumption underlying this relation is that increased learning does,

in fact result in increased productivity.

Relationship 3 represents the relation between increased productivity and increased

wages and business earnings. The key assumption underlying this relationship is that

greater productivity does, in fact, result in higher wages for individuals and earning

for firms. As per conclusion, training management does contribute to the firms

advantages and profit.

The entire training process continuum represented is assessed using return-on

investment analysis or cost benefit analysis. Management training is important agent

for boosting firm performance. Thus this figure has ensured the better performance ofa firm for long run through management training.


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A MODEL OF EXPANSION FIRMS BY MANAGEMENTTRAINING:

A Growth Model:

The model presented here develops a general equilibrium endogenous development-growth which is based on the training of managers by firms, whereas both mangers

and firms are a scarce resource in less developed countries and on the contribution of

these managers to the production process. Thus, the model stresses the supply side

restraints to accumulation of human capital in less developed countries and the

importance of firms' expansion to development, thus enabling a better understanding

of the development problems and helping reassess policies aimed at improving

development performance.

Figure: The effect of management training on development.

In this figure, shows training managers are grow at a positive level as a result output

growths faster as well. Because now trained managers know the use of new


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technology, thus expending production and increasing profitability. The analysis

stresses two problems associated with development.

The first is the accumulation of human capital, but not due to a schooling

decision of the individuals, but rather due to a shortage in supply of training.

The limited amount of advanced firms prevents large scale training and

therefore prevents development.

The second problem is the dependence of development on the ability and

incentives of the existing firms. When firms do not have incentives to grow,

due to weak property rights or high tax rates for example, development would

be slower or would even cease. When firms lack the ability to train, for

example when current managers are unable to monitor newly trained

managers, the same problem would occur.

The aforementioned development problems have implications for the analysis of

various aid policies. Policies that increase the productivity of the traditional sector, a

sector which can not grow by training managers due to the nature of its production

function, may increase the output but would slow long run development, as it would

decrease the profitability and the training incentive of the technological sector.

Financing small businesses, as is often done using micro-credit, may help the founder

but would not help overall development in case the business is in the traditional sector

or if the founder is unable to expand and train; accompanying the finance with proper

guidance may be in place.

Supporting the education system may not be enough if there are no on-the-job

training opportunities in the economy. It will not improve the productivity, and may

even be unworthy for the learner. Development policy should, therefore, foster and

encourage expansion and training, and should be careful with other tools. Note also

the slow evolvement of output in the model in the initial periods, in which the

traditional sector is the most significant one, and the increase in pace as the quantity

of managers and the weight of the technological sector in the economic activity

increase. Proper policy, therefore, may have an effect over the technological sector,

but a noticeable effect over total output may take time.

Therefore the figure finally expressed that a firm have to provide the training

facility for the managers thus the output of the firm will be positive as the figure also

shown. Following is our case studies by which we tried to show that, how the

management training is a must needed procedure for the growth of an organization.


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CASESTUDIES

Sonali bank Limited.Sonali Bank Limited, the largest & leading commercial bank of the country, came

into being in 1972 immediately after the emergence of Bangladesh as an independent

state. A fully state-owned enterprise, is leading the banking sector by efficient

management.

Recruitment:

Sonali Bank Limited is a service-oriented and professionally managed leading

profitable organization. So it always prefers to take dedicated, sincere, honest and

hard working employee. At the managing level employee should be a Master degree

holder and he should have a good service record. In some special case they prefer to

take specialist to introduce new banking system and department who also provide an

upgrade training by the bank. They believe that competent and veteran people are

eligible for the progress of the bank.

Training for the Employee:

The bank do not employed trained staff. But all of the staff has to take foundation

training at managing level. In year 2008, as many as 8449 employees did receive

training in 317 batches of different course, workshops, and seminar conducted by the

SBL Training Institute and Staff College.

Training Institution:

SBL has a staff College and five training institution in each district to train the staff.

Training method of SBL:

On the Job training: This is most effective method for trained the staff. Almost

90% of training of an employee takes place on the job. It provides functional

training during probation period, apprenticeship training, job-rotation and

regular coaching by the superior.


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In-Bank Training Program: SBL Staff College and Training institution arrange

this kind of training. It helps to develop technical skills and managerial skill.

The training is supervised by Human resource development manager. He

extents the teaching methodology, training calendar on the basis of feedback

from performance appraisal sheet and resource persons available for

conducting training.

Abroad: In special cases Bank also sent staff abroad to receive training. In

2008 special training programs have been organized on Information &

Communication Technology & trained 921 officers.

Training Duration:

SBL afford maximum one month training for improving their officers dexterity.

Their main view is to gain up-to-date knowledge about every sphere of banking

system.

Facility in training stage:

Trainee officers get full salary of the fellow post of the government employee. They

are called as trainee manager and they are not allowed to take leave without any

emergency.

Facilities after Training:

Trained employees are considered as an asset for any institution. After finishing the

training, they return to their job with more responsibility. They also kept in

monitoring almost 3 months after joining. If their performance is not reasonable then

they sent to receive similar training for a second time. . On that training period, their

regular salary is continuing .For a mid level manager the amount of salary is around

12 thousand.

Cost Analysis:

Training is an imperative matter for the growth of a firm. The cost of training

facilities of a firm has added in their regular expenses. This also put into practice our

concern SBL. Training costs is considered in SBLs annual budget. So it has no any

extra impact. Moreover training expenses is also a part of SBLs annual budget as

other expenses. Almost half of the term, other expenses are for training facilities. For

example, in 2008 SBL afford training to the executives on the Basel-2 Capital Accord

for facility building. For this training purpose SBL expense as operating cost


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TK.511.69 crore while in 2007 it was TK. 424.70 crore. Based on the following data a

bar diagram has given below:

Purpose 2008 2007 Growth

Total Income 2662.2 crore 1429.02 crore 86.29%

Total expenditure *2150.41 crore 1004.32 crore 114.12%

Total operating profit *511069 crore 424.70 crore 20.48%

*Considering amortization of intangible asset TK. 350.00 crore during the year.

Total Income

86.29%

Total Operating

Profit 20.48%

Total Expenditure

114.12%

Figure: Total income, Expenditure and operating profit.


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Cost Analysis of SBL 2008

Amortization ofIntangi ble Assets

and training

28%

General Reserve

0%

Statutory Reserve

1%

Depriciation

1%

Taxation

6%

Retain earnings

17%

To Employees as

, sala ries

allowances and

bonus

47%

Managers Evaluation on the Necessity of Management Training:

Md. Habibur Rahman, Executive Officer, Human Resource Division of Sonali Bank,

Head office evaluated about the effect of management training on the developmentof

a firm that, management training is essential for craft the firm more effective. He also

believed, to train the employee as much as possible because it is advantageous for

formulate institutional firm growth positive.


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BangladeshAgriculturalDevelopmentcorporation(BADC)

Recruitment:

BADC was founded with the object of bringing about a break-through in agricultural

development to pave the way for achievement of self-sufficiency in food production.

It was assigned with the specific task of procurement and supply of 'various

agricultural inputs, improved seeds, chemical fertilizers and irrigation equipment to

the farmers. BADC always takes fresh graduate in there entry-level managing. They

have shown three causes of preferring fresh blood. These are honesty, sincerity and

dedication.

Training:

BADC provide management training in every sector of their working target for the

valuable employee that BADC want to ensure quality service from their employees.

And want to make the officers much competent about the latest agricultural

technology for make our country developed in agricultural sector. Thus the

management training has an effective impact on the development of the corporation.

Now discussed about the management trainings of BADC:

BADC organizes two types of training. These are:

1. Local training; and2. Foreign training.


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Local Training:

a) BADC Training Institute, Madhupur, Tangail

BADC has own Training Institute at Madhupur, Tangail to impart both

induction and in-service training to its employees working in different places of the

country. Established in 1968, the institute is located in the vicinity of Madhupur Seed

Multiplication Farm, Tangail that is about 150 kms drive towards North West of the

capital city of Dhaka. The institute is situated on an area of 10 acres of land. Over the

years, the institute was developed as the most modern training Institute with all

facilities including sufficient classroom, library facilities and suitable accommodation

for the trainees and speakers. Since its establishment in 1968, the institute has been

serving the purpose of developing professional skills of BADC personnel through

appropriate training. The overall management of the institute lies with the Principal

who is assisted by a team of instructors in matters of designing and conducting

various training courses.

.

b) Training by other organizations

During the year 2004-2005 a total number of 245 officer and staffs were

attended in different courses organized by Academy for Planning and Development

(APD), Financial Management Academy (FIMA) and also in house training organized

by BADC. On the other hand 67 officers and staffs attended in-house training

program organized by BADC.

Foreign Training:

BADC utilizes overseas training facilities to acquaint its officials with the

latest technical know-how in the field of agriculture and mechanization. During 2004-

2005, BADC sent 4 officers abroad to participate in the training program on different

subjects as against the facilities and financial assistance offered by the donor countries

/agencies. Table 5.01 shows the details of foreign training undertaken by the officers

during the year under report.

Training analysis of BADC IN 2004-2005:

In accordance with the national seed policy BADC is now in a position to

work for transferring seed technology to private sector. In this connection BADC

offered training to different Govt. and Non-Govt. agencies on different stages of seed

production, preservation, testing and quality control of seed etc. in its seed technology


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transfer center at Gabtoli, Mirpur, Dhaka. The training course offered by BADC

during 2004-2005 shown in Table:


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training, trained managers return to their post with higher salary than they would get

in training period. They also kept in monitoring almost 6 months after joining. If their

performance is not good then they again sent to experiment level.

The Effect Management Training on the Development of the Corporation:

As BADC has an important part of job that to do perform their various

function in practical in the field with the farmers. So there is a vast positive effect has

taken palace to reach their target in every project for their corporations development.

Now this concept has discussed below with diagram:

Managers Evaluation:

Md. Bazlur Rahman manager of Beez Bhaban of BADC evaluated about the effect

of management training for firms development like this way that training programmes

are modified behavior and improved skill of managers. Thus the productivity and

profitability of BADC improved in every year which helps the corporation

development for long way. So, training has great positive effect on the sustaining of

development of a firm.


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GRAMEENBANK

Recruitment:

The Grameen Bank always takes fresh graduate in there entry-level managing. They

have shown three causes of preferring fresh blood. These are honesty, sincerity and

dedication. And for this they always do with these people who were not engaged with

other companies before. They also believe that the fresh are only eligible for doing

there job.

Training for the New Employees:

As they recruit untrained people they must provide training to them. Grameen Bank

has a training institute of its own by which it can train its staff newly employed. Most

of their trainings are practical, i.e. learning by doing. After getting all the

methodology of GB, the bank, send them to villages, where they will inform the

villagers about their activities and thus they might be able help the Grammen Bank to

achieve its goal.

Time Duration for Training:

These kinds of training take about a year. Of twelve months of training they stay at

the training institute only for a month and they stay at villages with the remaining

period. In addition, their main task is to follow the activities done by the field officers.

Facilities in the Training Period:

Trainee officers get a consolidated salary; it is likely 60% to 80% of the payment for

their fellow post of the government employee. Moreover, they get bonus as half of

their salary. They are called as trainee manager. Trainee managers are not allowed to

take leave without any emergent case.



training, trained managers return to their post with higher salary than they would getin training period. They also kept in monitoring almost 6 months after joining. If their

performance is not good then they again sent to experiment level. After completing

the yearlong training their job is being permanent.

Training for the Permanent Employers:

Grameen Bank provides the training to the permanent employees also. Normally its

duration is not more than a month. Each employee must have to take training to be


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promoted to the higher position. They get that training from the training institute of

GB. At the initial level of training, they face an orientation then all he employees have

to take field experience. On that training period, their regular salary is continuing in

addition they get an extra TADA. For a mid level manager the amount of TADA can

be around 15 thousand. As they are promoted after training, their responsibilities also

increased.

Cost Management:

Training is an essential matter for the growth of a firm. So the cost for the training

facilities is not excluded from the firms regular expenses. This case also happens to

our concern Grameen bank. Training costs is considered in GBs annual budget. So it

has not any extra impact. Moreover training expenses is also a part of Grameen Banks

annual budget as other expenses. Almost half of the term, other expenses are for

training facilities. For example, in the 2007 budget other expenses was tk.82, 40,

48,427, half of it 41, 20, 24,213.5 is used training purpose. Where the total expenses

were taka 368, 96, 28,189. Based on the following data a bar diagram is given below:

Purpose of Expenses Amount in BDT (2007) Percentage (%)

1. Salaries, allowances,

remuneration etc.

Tk.2,472,702,079 67.02%

2. Training Expenses Tk.412,024,213.5 11.17%

3. Other Expenses Tk.412,024,213.5 11.17%

4. Stationery, printing,

advertisement etc.

Tk.111,236,170 3.02%

5.Legal, professional

expenses and audit fees.

Tk.97,333,615 2.64%

6. Rent, rates, taxes, vehicle

insurance, utilities etc.

Tk.83,419,842 2.26%

7. Depreciation of fixed assets. Tk.64,396,885 1.74%

8. Repairs & maintenance of

fixed assets.

Tk.36,491,171 0.98%

GrameenBankAnnualReport2007(Sourcewww.grameen.info.org)


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Salary-67.02%

Stationary-

3.02%

Others-

11.17%

Training-11.17%

Audit & Legal-

2.64%

Utilities-2.26%Maintenance-

0.98%

Depreciation-

1.74%

DistributionofAnnualBudget.2007

Managers Evaluation on the Necessity of Management Training:

Mr. Babor Ali, Senior Principle Officer,International Department of Grameen Bank

describes the co-relation between management and training as complementary. For

the growth of a firm efficient management is must needed. And training can make a

manager more efficient than he was before. Therefore, training has a lot of positive

impact on the growth of a firm.

0


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The Power of Identification

PAXAR Corporation:

Paxar Corporation is a global leader in providing innovative merchandising

system to retailers and apparel manufacturers. The companys business includes thedesign, manufacture and distribution of a wide variety of tags and labels, including

bar-coded labels, as well as printers and the associated suppliers for customers who

prefer the flexibility of creating labels and tags on an as-needed basis in their

facilities.

Recruitment & Selection Process:

Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Paxar is a Multinational company, as a result it attracts the

qualified person who will take the job if it is offered and it also provides information

in the advertisement so that unqualified applicants can self-select themselves out of

job candidacy. Paxar Bangladesh Ltd. mainly follows External source for recruitment

and sometimes use Employee referrals from internally.

Motivation through Job:

Job Design: Paxar always follow Strategy one, because here different types of

requirement required

Strategy One: Fitting People to Jobs

Improving the motivation of routine-task personnel

Realistic job previews: honest explanations of what a job actually entails.

Job rotation: moving people from one specialized job to another.

Skill Analysis:

For skill analysis PAXAR does not follow any systematic procedure. They follow

judgmental process to examine the candidates skills for specific requirements. Need

often arises for identify the skills as various jobs demand, particularly so in case ofmanagerial jobs, which they examine in a candidate by judgmental basis. The special

skills are:

Decision-making skills- best work with men possessed of mental and

analytical ability.


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Leadership skills- exhibit power of delegation and direction in men for getting

work through their subordinates.

Communication skill- involve ability to communicate effectively all around

(within outside the organization) colleagues, superiors, subordinates, outside

people.

Organizational and social skills- pertaining to their organizational problem

solving acumen and getting well with people both within the organization and

outside.

Pexar also follow some method to improve the skill of employee. Those are discussed

below:

Observational method:

Using this method, Department manager watches employees directly on the job.

While the observation method provides firsthand information, workers in many cases

do not function most efficiently when they are being watched. It only possible in

production floor.

Individual Interview method:

Using this method, job incumbents are selected and extensively interviewed .The

results of these interviews are combined into a single job analysis. This method is

effective for assessing what a job entails and it is time-consuming. Both of these two

methods are follows by Paxar. Department Manager does these two jobs. After this,

HR department sits and accumulate all the information and make different job

description and Job Specification for different post. When an Ad placed for any

vacancy, then job description and job specification are given along with the ad. A

good Job Description is valuable in helping managers identify the kinds of individuals

they should recruit, select and develop, as well as providing guidance for decisions

about training and career development, performance appraisal, and compensation

administration. A good Job Specification ensures the minimum acceptable

qualification that the incumbent must posses to perform the job successfully.


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Other Aspects of Recruitment:

PAXAR recruits fresh graduates for entry level. The main view is that it will bring in

new ideas and viewpoints into the business. Such ideas will be used in the

development of leadership position. For mid level and higher level they prefer to

recruit experience people from the same industry.

The distribution of employees on the basis of skill:

Ending Mark:

Paxar Bangladesh Ltd. is the newest arena of Paxar Family. Paxar is a part of the

garments industry manufacturing the labels of the garments. Paxar Bangladesh Ltd is

a growing company expanding to increase the production capacity more. Though the

productivity of Bangladesh garment industry is lower, but it has some competencies

like cheap labor cost. The garments industry here has huge potential. Paxar

Bangladesh is utilizing this competency of Bangladesh garments industry.

Teamwork, working environment and equality is emphasized highly in this

organization, from other multinational organization in Bangladesh. In addition, In

Paxar everybody is treate as equal irrespective of his or her job responsibilities and

designation. Thus, Paxar Bangladesh Ltd. is providing the best possible work

environment and opportunities for personnel to professional growth.


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After completing a training employee gets a complete idea about his/her works,

working environment, management and also the prospects of the company. As a result

employee can take the decision for his/her job as well as management can reach in a

decision. The employee is suitable for his/her company after being trained. So it has

a great positive impact for the firm.

Co-relation between Management & Training:

Management provides relevant training to fulfill their expectation/demand from the

employee. Focusing on the nature of job management arrange training for the

employee. So co relation between management and training is beggar mention.

Without qualification, skill and sincerity, employees are nothing but a set up.

Managers Evaluation:

Training is essential for the new and old employee also. New employee could be

acquainted with the nature of job and a complete scenario of the firm/organization any

kinds of training inspire the employee to perform his/her assign job properly. In an

informal official training session employees could exchange their views/ideas and

valuable opinions which increases the efficiency of the employees. A professional

training makes an employee to work under official decorum/manner also increase the

negotiation and delivery skills. The above mention trainings increase the employees

efficiency ultimately those impacts on the growth of a company.


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METHODOLOGY

For completing our task we have followed both primary and secondary method of

collecting data. In method, we have had questionnaires. We had prepared a

questionnaire for interviewing the managers of different organizations. We have got

our desired information according to the following questionnaire.

1. What type of employee are you taking? Are they trained up or not?

2. Are you providing any training facilities at the initial stage for the new

employers?

3. Are that training facilities formal or informal?

4. Will you bear the costs for the formal training?

5. What kinds of impact does your office have to face for the training expenses?

6. What are the impacts on wages for the trained staff?

7. Is there any relation between promotion/responsibility with these training?

8. If the firm employed trained up person then what will be the impact?

9. What do you think about the co-relation between management and training?

10.How will you evaluate the necessity of management training for the growth of

your firm?


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CONCLUSION:

Change is an inescapable fact of time. The world is moving very fast. If an

organization cannot change to keep pace with this it will not survive. Training and

only the training can make the change easy. Efficiency of managers is a contribution

of training. And it is now established that efficient human effort, more than anything

else, make the difference between success and failure. Management training is a

support activity but it influence and promotes business solutions. That contributes to

the profitability of the firm. So the ultimate thing is that the qualified people can

maximize the companies performance and production. And these qualified people of

an organization depend on the management training pays to the people at different

phases, right from the recruitment to the retirement.

Most of the NGOs and banks in Bangladesh have regular training facilities for the

management level employees. But this does not happen yet in corporate culture in

Bangladesh, though some multinational firms do it for their need.


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REFERENCES:

Books:

1. Human Resource Management Practices in BangladeshK.A.Islam.

2. Case Studies in Finance Managing for Corporate Value Creation

R.F.Bruman

3. Human Resource DevelopmentP.Murali Krishna..

4. Sonali Bank LtdAnnual Report 2008.

5. Personnel management & Industrial RelationsP.C. Fripathi(S.Chand &

Sons) 1996-p-273.

6. Banglapedia.

Internet:

1. www.wikipedia.com

2. www.sonalibank.com.bd

3. www.badc.gov.bd4. www.grameen-info.org

5. www.paxar.com

6. www.idol.com.bd

the effect of management training

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