training & development in dekko group

Welcome to the Presentation

Employee Training & Development Methods

in Dekko Group

Supervisor

Mr. Muhammad Abdul

Baset

Assistant Professor

Faculty of Business

Studies

Jahangirnagar University

Prepared by

Raunak Ara Parvin

ID: (20131049)

5 th Batch, MBA Program

Jahangirnagar University

Chapt 1: IntroductionHuman resources is the set of individuals who make

up the workforce and act as the heart of

an organization, business sector, or economy. So

employee training and development programs and

practices are very important for an organization.

Chapt 2: Overview of Dekko Group of Companies

Basic Information About Dekko:• Group of Public Ltd. Companies

• Started in 1950

• Business Sectors: 5

• Business Units: 11

• Manpower: 12,480

• Customers: Esprit , G-Star, Jack & Jones, M&S, Varner, Lindex,

Next, Kiabi, Charles Vogele

• Development Partners: BSCI, ACCORD, WRAP, SGS, TUV

SUD

• Products: readymade garments, garments accessories, garments

wash, foodstuff , paint.

Products

Development Partners

Breakdown of the business sectors of Dekko Group

Organogram

Chapt 3: Literature Review

Training refers to a planned effort by a company to facilitate employees’ learning of job relatedcompetencies. These competencies include knowledge, skills, or behaviors that arecritical for successful job performance. (Raymond, 2002)

Development is the effort by a company or by the individuals to improve the decision making capacityhelpful for future job performance. (Raymond, 2002)

Training is a sequence of experiences or opportunities

designed to modify behavior in order to attain a stated

objective. (Hesseling, 1971)

The process of training and development is a

continuous one. The need to perform one’s job

efficiently and the need to know how to lead others

are sufficient reasons for training and development

and the desire to meet organizations objectives of

higher productivity, makes it absolutely compulsory”

(Akinpeju, 1999).

Chapter 4: Training & Development Practices in Dekko Group

4.1Process of training in Dekko

Group

4.1.1Pre training• Conducting need assessment

• Person analysis

• Task analysis

• Ensuring employee’s readyness

• Preparing the training schedule

4.1.2 Training

• Creating learning environment by

providing well furnished training

centre and materials l ike projector,

white board, charts

• Selecting training method

On the job training

Off the job training

4.1.3. Training Programs in Dekko

Group

• Internal Training

• External Training

• Other important Training

Internal trainings

i . Induction

It is concerned with the introduction of new employee in the organization and it ’s a effort to make the employee feel at home. It is the first step of effective communication.

i i . PPE Training PPE training amplifies the

awareness of

workers about their own

security in the

workplace. The training

content includes –

The necessity of using the needle guard, eye

guard, hand gloves, mask, earmuff, goggles

and

metal hand gloves.

3.BSCI (Business Social Compliance Initiative)

Awareness TrainingThe Business Social Compliance Initiative is a leading business-

driven initiat ive for companies committed to improving

working conditions in factories and farms worldwide.

European buyers impose the requirement of implementation of

BSCI code of conduct. For the successful implementation of

the BSCI code of conduct, employees are trained on the

following content-

• The rights of Freedom of Association and Collective

• Bargaining

• No Discrimination

• Fair Remuneration

• Decent Working Hours

• Occupational Health and Safety

• No Child Labor

• Special Protection for Young Workers

• No Precarious Employment

• No Bonded Labor

• Protection of the Environment

• Ethical Business Behavior

4.Fire Safety TrainingThe training includes the following contents

• Basic concept about f ire

• Creation of f ire

• Types of f ire

• Introduction of dif ferent types of f ire extinguishers

• How to use the f ire extinguisher

• Responsibil i ty of f ire f ighters, searching team, rescue team,

f irst aiders.

5.Evacuation drill for f ire safety

6.Occupational Health & Safety Training i .Overall cleanliness of the workplace

i i .Obstacle free is les

i i i .Obstacle free f ire extinguishers

iv.Proper use of dust bean

v.Risk free electric switch, electric board

and wires

vi .Limited entrance in the boiler room

vi i .Proper maintenance and use of scissor,

cutter, knife, needle and the other r isky materials .

vi i i .Proper use of toilets

ix.Restrict ion in creating new

unauthorized electricity l ine

7.Chemical Safety Training

• Nature of spotl if ter

• Potential hazards of spotl if ter

• Necessity of using apron, goggles, hand gloves

• Proper preservation of spotlif ter

8. First Aid Training

9. Housekeeping Training

i .Necessity of cleanliness

i i .Hazards of dir t

i i i .Introduction to new cleaning equipments ( if

needed)

iv.How to use the newly introduced equipment

10. Training for working efficiency

Sewing operators, cuttermen, ironmen have 3

months trainee period after joining. The

supervisors provide on the job training to them

and after 3 months their performance is

evaluated.

11. Employee Awareness Training

Internal Training Status for the Month of Nov & Dec 2014

Dekko Ready Wears Ltd

External Training Program

Fire Fighting, Rescue & First Aid Training This training is conducted by f ire civi l department. Factory

management arranges this external training after every six

months. Total 50 employees from workers and management

level participate in this training.

Other Important Trainings

WRAP (Worldwide Responsible Accredited

Production) Fire Safety

HRIS Training

HRIS is offered as a software solution for

businesses of all sizes to help automate and

manage their HR,

payroll, management and accounting

activit ies.

Labor Law 2006 including amendments

Financial Forecasting

Financial Forecast ing serves as the foundation and

basis of standard financial accounting reports ,

including the Balance Sheet (Statement of Financial

Posit ion – IAS 1), the Income Statement and the

Statement of Cash Flows.

Efficient Production Planning

4.2 Employee Development Method in Dekko Group

1. Job Rotation, Job enlargement, Job enrichment

2. Mentoring

3. Seminar

4. Core trainings

4.3 Post Training

Identif ication of Training Outcomes:

i . Data analysis

Globus Garments LtdSl no Productivity before

training (pcs/hr)

Productivity

after training

(pcs/hr)

1 50 60

2 55 62

3 57 65

4 48 56

5 54 67

Graphical presentation of increased productivi ty after training

i i .Observation

The performance of the employees

is observed before and after

training. The qualitative

difference reflects the training

outcome.

Chapter 5: Major Findings & Suggestions

5.1 SWOT Analysis of of Dekko Group

Strength

• Honesty

• Well trained and eff icient management and employees.

• Modern machineries

• Unique basic products

• International image of reliable supplier of basic products

• High productivity and capacity to fulf il l the target

• High market share

• Very good relation with buyers

Weakness• Like other garments factories in Bangladesh, Dekko Group

also produces mostly basic products- which are low price i tems

• Dependent on woven fabric import.

• Employee turnover rate is high.

• Till now the installat ion of HRIS is very poor.

• Lack of documentation on ROI (return on investment) of

training programs.

• Workers are not properly educated. It ’s so tough to make them

understand the training contents.

Opportunities• Low cost labor

• Bangladesh has now a scope to go for more fashion oriented

products deserving high price in the global market.

• Adequate supply of labor force of both sexes.

• Low cost of captive power generation using gas as fuel

Threats• Polit ical unrest

• Workers unrest

• Increased international competit ion

5.2 Major Findings • Training programs are regularly arranged only for garments

units.

• Higher Frequency of same training.

• No organogram for Dekko Food and Roxy Paint

• Lack of defined section in HR department and less record on

ROI.

• Irregular Training Schedule for the Management Level

Employee.

• High Turnover.

• Lack of Agreement with Trained Employee.

• High Termination Rate.

5.3 Suggestion• Conscious Recruitment

• Documentation on ROI.

• Training for Ineff icient Workers.

• Employee Retention

training & development in dekko group

Education

job training page

employee training

training programs

process of training

ppe training ppe training

training schedulepage

training content

training development