Essay About Training Programs And Trainees.Lack Of Foreign Training Programs

Human Resource Management
IntroductionObjective:To improve the knowledge, skills & attitude of the employees.Providing training to the mid level & entry level of employees.Providing training programs through-out the year.Formal  evaluation process  after successfully completing the training programs to help employees  build-up their carriers perfectly To make employees much more effective &  efficient  in their own job sectors within the organizationLimitations:Short-time training programs.Lack of compensation for trainees.Lack of foreign training programs for lack of HR activities in Bangladesh.Use of local trainers in all the training programs for not having the HR expertise or HR practices in Bangladesh according to the international standard.No real limit of maximum number of training programs to be attended by an employee to make the training program more competitive.Findings and AnalysisThe number of employees are 1670The number of employees in HR department  are 15There are two members or employees who are managing the training and development function. The trainings are conducted for  two or three days Training programs are quite evenly spread60% of total trainings is conducted by in-house specialists The Training and Development function produces training manulas when conducting in-house training 30% of trainings is conducted by (local) external trainers or training organizations 10% of trainings is conducted in foreign countries. It seems to be low percentage of foreign trainingThe Trust Bank Ltd. provides financial assistance to employees undergo long term program such as MBA, ACCA etcThe bank has corporate agreement with training providersTrainings are mostly directed to mid level & entry level employeesMTOs are generally trained for one yearOn an average, an employee is provided four or five times training in a yearTrainings are mostly provided at the group levelThere is no limit regarding the maximum number of training an employee can attend in a given periodThe annual training budget is a private issue for the organization. So that’s why they did not provide the information related to the annual budget for their training & development programThe T&D department do carry out training need analysis (TNA) or employee skill gap identification activity before organizing training programsThe HR department do maintain quarterly training calendarsThe employees of the bank are formally evaluated or appraised following the completion of trainings.They act as a leader or trainer in a formal way when they get trained or they used to share their thoughts or what they have experienced & learned during their training to the employees of their relevant department.Once an employee comes back from training he or she formally engage with others to share the new learning or knowledge through presentation & training report40% of trainings is focused towards technical aspects20% of trainings is focused towards personal skill developmentSuccessful completion of training influences an employee`s promotion decisionSuccessful completion of training does not influence an employee`s compensation packageThe employees of the bank are generally use to have trainings through-out one`s carrierTrainings are mostly initiated by HR departmentConclusionThe training & development programs of the Trust Bank Ltd. are directed by the HR department of the organization. The training programs are quite effectively done throughout the whole year for making their mid & entry level employee more efficient & effective in a practical & logical manner to help them cope up with their work-environment quite easily. Each of the training programs is given equal importance. The training is provided at group level. When the employees complete their trainings they tend to share their knowledge & experience with others to help them too. These programs also help an employee to get promotion within the organization.