training & development in dekko group
TRANSCRIPT
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
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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.
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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.
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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)
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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).
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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
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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
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4.1.3. Training Programs in Dekko
Group
• Internal Training
• External Training
• Other important Training
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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.
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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.
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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
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• 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
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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.
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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
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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
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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
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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.
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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.
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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.
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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
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4.2 Employee Development Method in Dekko Group
1. Job Rotation, Job enlargement, Job enrichment
2. Mentoring
3. Seminar
4. Core trainings
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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
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i i .Observation
The performance of the employees
is observed before and after
training. The qualitative
difference reflects the training
outcome.
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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
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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.
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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
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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