Chapter 1

INTRODUCTION

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1.1 Origin of the study
This term paper is originated as the practical fulfillment of my PGD degree of BIM. The term
Paper titled, “ An Evaluation of Training and Development Process in Azim Group (Sweater
Division)”. To prepare the term paper, I have collected all the required information from the
Human resource department. I have tried my best to combine and relate the information with the
concept of the term paper,but due to organization privacy policies limit and restricted access to
information there still remains some limitations.

1.2 Background of the study

In today’s rapid changing business environment, Organizations have to respond quickly to
requirements for people .

In Human Resource Management (HRM) cycle as well as in any organization, training and
development system plays an important and vital role in achieving organizational mission and
vision, goals and objectives. Organizations today consider the HR department as the critical
source of making development amongst the employees to lead the organization to the success.
This case lets discuss the importance of having an effective training and development policy

1.3 Objectives of the study

Objective means the purpose of this term paper. The main objective of the study is to evaluate
training and development program at Azim Group (Sweater Division).

The specific objectives are –

 To provide an overview of Azim Group (Sweater Division).

 To learn how this organization conducts training and development process for their
employees.

 To know what type of training activities Azim Group (Sweater Division) arranges for
their employee .

 To evaluate the perception of employees about training.

2
1.4 Methodology of the study
Methodology defines how we go through all the processes of research and how I have proceeded
on.

The study is performed based on the information extracted from different sources collected by
using a specific methodology. This term paper is analytical in nature . To prepare the term paper
on training and development policy and procedure of Azim Group (Sweater Division). The
information has been collected from primary and secondary sources.

Primary Source :Information has been collected from-

i Questionnaire.
ii Face to face conversation.

Secondary source :Information has been collected from-

i Anuual term paper of Azim Group (Sweater Division).

ii Training term paper of different department over the year.
iii Employee training file.
iv The company’s training manual.
v Relevant books, jopurnal and printed materials.
vi Website of the company.

1.5 Scope of the study

Azim Group (Sweater Division)is one of the leading Garment Industry in Bangladesh. This
industry has different departments, different products, different buyers and different customers.
The term paper will mainly focus on the basis of the steps taken by “Azim Group” for its Human
Resource Development. It will also focus on their employee perception of the organizatiopn.

After studying that whole term paper anyone can learn and get understand about “Azim Group
(Sweater Division)”. HR development level and how they can help further their employee
development.

3
1.6 Limitations of the study

 Limitation refers the obstacles I have to face for completing this term paper and what I
could not cover for this limitation.

 Time was major limitation or factor while preparing the term paper.

 Short time visit in different work stations.

 Most of the employees are not very willing to give the answers of the questionnaire.
They take it as threat for their job.

 The employeees were afraid of providing the correct answer due to lack of
Confidentiality.

 Some of the respondents copied the answer from the other respondents.

 Given time was not the enough to complete the term paper.

 Most of the time the officials were busy and were not able to give much time.

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 Chapter 2

COMPANY PROFILE

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2.1 History of Azim Group
The potential of the readymade garments manufacturing industry was first brought to light in the
late 70s.The country being in its primary stage, having independence for only a few year was in a
rather vulnerable situation as for as international trade was concerned. AZIM GROUP is a
renowned group in Bangladesh having diversified business activities like Garments, Textiles,
woven, knit, Securities and many others. The AZIM GROUP established in 1975 with one UNIT,
but now it has two big divisions(WOVEN & SWEATER) with 26 production units most of
them are garments oriented. For every material development there has the direct and indirect
involvement of human. The globe is changing continuously and the organizations need to adapt
with the changing conditions. Hence they need human resources should be fit with present and
future. So for meeting present and future needs of human resources, it is needed to develop the
human resources.

2.2 Profile of Azim Group

Azim Group is one of the best and renowned sweater manufacturers in Bangladesh. The company
was established in the year 1975. We can produce sweaters ranging from basic to fancy, simple to
complicated, both in thick gauge (3 gauge) and finer gauge (12 gauge) in uses various yarn which
includes 100% cotton, 100% acrylic (chenille, cash mere like, smiling, wool like, mohair like),
50% cotton 50% acrylic, 70% acrylic 30% wool, 100% lamb’s wool, 65% cotton 35% nylon &
all types of fancy yarn. In one word good quality product at a competitive price Azim Group is
the best available option in Bangladesh.

TOP RATED GARMENTS MANUFACTURER IN BANGLADESH

ESTABLISHED IN 1975
FIRST WOVEN FACTORY – AZIM MANNAN GARMENTS LTD (ESTD IN 1980)
FIRST SWEATER FACTORY – GLOBAL KNITWEAR LTD (ESTD IN 1983)
TOTAL NUMBER OF FACTORIES – 21
TOTAL TURNOVER – 200 MILLION US DOLLARS
TOTAL WORKERS – 30,000
FACTORIES LOCATED IN CHITTAGONG & DHAKA
OWNS SOURCING OFFICE IN HONGKONG
OWNS DESIGN & DEVELOPMENT OFFICE IN USA

6
2.3 Corporate Mission of Azim Group
Our mission is to be the largest manufacturer and exporter of quality sweaters, cardigans,

pullovers etcfrom Bangladesh. The USA market will surely take us a step closer to that.

1. World class and high qualified sweater wear production,

2. Achieving top position in RMG sector of Bangladesh,

3. To become a top position Exporter and try to continue it.

2.4 Corporate Vision of Azim Group

Azim Group’s core values are integrity, dedication to excellence, service to the buyer, and respect
for their individual. These are values worthy of a great organization, and we believe we should
incorporate them as anchor points in every decision we make. Our core values provide us with a
means of not only guiding but also evaluating our operations, our planning, and our vision for the
future. Vision is very important for every company. Without vision no company can achieve its
goal. Like other companies, Azim Group (Sweater Division) has following visions:

1. To become most cost effective garments export producer with better quality in the region.

2. To stay with better customer satisfaction by fulfilling their requirement.

3. To utilize the resources in the way that they become more productive.

4. To be a top positioned among other Ready Made Garments companies in BGMEA

2.5 Objectives of Azim Group

1. 100% Security Ensured.
2. 100% Delivery in ensured in particular time.
3. 100% Quality first time ensured.
4. 100% Utilization of resources.
5. 100% Purity ensured.
6. 100% honesty, discipline and rules, regulations ensured.

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2.6 Organizational Structure

A) Board Of Directors

MR.M.F.AZIM:(CHAIRMAN)

MR. NOWSHA AHMED:(DEPUTY MANAGING DIRECTOR)

MR. SARWAR KAMAL:(DGM)

MR. SHAH AZIZ:(AGM.)

B) Organogram

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 Factory Organogram Chart

Chairman

Director

GM Operation Chief Coordinator

Commercial Head of Quality Manager Manager

Manager (Admin/HRD) Manager Merchandise Accounts

Factory Manager
IT Officer Security Work Merchandiser Assistant
Departme Study Manager

Production
Manager Accounts
Commercial Social Quality Manager
Officer
Executive Compliance
Prod. In-charge
Personnel Officer QC In-Charge Technical Auditor

Line Chief
Welfare Officer Quality
Supervisor
Supervisor
Fire Safety Officer QC Inspector

Operator

Store In-Charge Cutting In-charge Finishing In-charge

Helper

Store Officer Cutting Supervisor Finishing Supervisor

Maintenance Electricians Cutter Marker Men Finishing Operator

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2.7 Human Resource Department
Azim Group (Sweater Division) works with its progressive business outlook.Manpower
are their most important asset. In Human Resource (HR), department support & develop
those people allowing them to deliver outstanding business performance. People involved
in human resources are strategic business partners to all frunctions facilitating, guiding &
helping in implementing the people’s process for growth. They play both a tactical &
strategic role within every aspect of business partners, talent management, recruiting,
management development, training, remuneration, communications, employee relations
& welfare. They also act as architects, of the organizations and facilitate & expedite the
development of individaul potential. HR is maintaining an effective way to deal with
labour union & still unrest has been recorded as dispute personal working here are taking
care of its all employees.

The major funtions implemented by this department are as follows:

 Job evaluation & descriptions establishment.

 Recruiting & staffing.
 Orientation & socializing new recruits.
 Employee training & development facilities.
 Evaluate employee performance.
 Determine compansation & benefits as per job evaluation
 Talent retantion strategies.
 Career development & enrich human resources.
 Maintaining & updating databases of manpower/personnel.
2.8 Companis Buyers & Products

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 Chapter 3

Literature Review

11
3.1 Concept and Theoretical Foundation
According to renowned management author Peter Drucker, “ the fastest growing industry would
be training and development “ . It is fundamental part of the human resource management . It
refers to the methods used to give new ir present employees the skills they need to perform their
jobs. Training is a hallmark of good management. Having high potential employees do not
guarantee they will succeed . Instead , they must know what the organization want them to do and
how. If they do not, they will do the jobs their way and do nothing production at all. Good
training is vital. To achieve any company’ objectives, qualified personnel are needed to be
ensured at all level in an organization.

It has been proved over and over again that for a company the most important resource is human
resource. Each human is different and is valuable treasure. So the qualities of the human resource
are unveiled through Traininig and Development process. Without having a systematic and well
organized training and development procedure, a company cannot get the best performance.

3.2 Definition

Training is a learning experience that seeks a relatively permanent change in an individual to

improve the ability to perform the job . Training is mainly present-day oriented and it focuses on
individuals’ current jobs, enhancing those specific skills and abilities to immediately perform
their jobs.

Training refers to the teaching and learning activities carried on for the primary perpose of
helping members of an organization to acquire and apply the knowledge , skills , abilities and
attitute needed by that organization. Training is the act of increasing knowledge and skills of an
employee for doing a particular job. Employee training tries to improve skill or add to the
existing level of knowledge so that the employee is beter wuipped to do the present job or prepare
him/her for a higher position with increased responsibility.

3.3 Human Resource Function

The role of resource management is to plan, develop and administer policies and programs
designed to make expeditious use of an organization’s human resources. It is that part of
management which is concerned with the people at work and with their relationship within an
enterprise. Its objectives are : -

 Thew effective utilization of human resources;

 Desirable working relationships among all members of the organization; and

 Maximum individual development.

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The major functional areas in human resourse management are :

 Planning,

 Staffing,

 employee development, and

 Employee maintenance.
Staffing
 Manpower Plan &
forecasting.
 Job Analysis.
 Demand Supply of
Human Resource.
 Recruitment.
 Selection.
 Placement
Training &
. Maintenance Development

 Safety & health  Orientation.

 Communication
 Grievance
HRM  Socialization.
 Training &
Handling. Development
 Labor-  Performance
Management appraisal.
Retaining
Relation.  Career
 Counseling.  Compensation. development.
 Discipline.  Benefits, Service &  Organizational
wellness program. development.
 Motivation, Job
satisfaction &
moral.
Separation  Employee
commitment.
 Turnover.  Empowerment &
 Retirement. Participation

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3.4 Purpose of Training
The purpose of Training is to :

 Increase the effectiveness of the employe.

 Make individual employee more efficient in his/her work .

 Bring consistency in job excution.

 Help the employees in their career development. In other words it paves the path of
individual growth.

 Increse overall organizational effectiveness.

3.5 Training Program

There is some general training in the company worldwide like on the job training, professional
skills, continual update personal development and mentoring.

3.5.1 On the job training

On the job training is training by working with knowledgeable colleagues and receiving regular
coaching and feedback. In this training , employees are developing skills relevant to their job and
giving their synopsis of how the company works according to their capability.

3.5.2 Professional skills

There are many specific programs offered by the company for ensuring and building proficiency
in the elected career of the employees. For easy learning, this course providing in e-learning
materials. Development the leadership capabilities, study for professional qualification is playing
a strong role.

3.5.3 Mentoring

An experienced person of the company assists other employees in developing specific skill and
knowledge that will enhance the less-experienced person’s professional and personal growth. It
helps to encourage and support employees, answer questions help build self-confidence and offer
invaluable advices.

3.5.4 Trains the trainer

Train-the –training program are designed to help those responsible for disseminating information
to adult learners transfer that knowledge in an enjoyable and effective way. In other words, they
teach train how to train. Many such programs are suitable for new or experienced supervisors,
human resource professionals , training managers & others who have to conduct classes or give
instruction to subordinates or fellow emplyeeson the job.

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3.6 Training Method
3.6.1 Job Skills Training

The following steps are followed to train an individual at different units under Azim Group
(Sweater Division) :

3.6.1 (a) Safety Tour and Guidelines

The tainee is given a tour of his/her primary work area. Trainer shows all the hazards associated
with the area sch as fire,therman,mechanical and clectrical hazards. He/she is given tips on what
to do in case of an emergency. Trainer must review the Health & Safety manual for VDL
(Document No. 10-202) with the trainee. Apart from this,each trainee must be informed about the
dress code and code of conduct of VDL.in general.

3.6.1(b) Factory Overview and Tour

The trainee is given a brief overview of the factory specifying when it was built,current
production capablity , and its managemen structure. Trainer then introduces and trainee with the
key individuals the she will be inerfacing to conduct the job.A factory tour is given showing
different departments,offices, and production areas.

Note: Once determined, the trainer will review the Company’s Philosophy,Vision of the
Industry. Goal of the factory, and Area goals with the trainee.

3.6.1(c) Job Knowledge Transfer

At this stage, the trainer and the trainee prepare themselves to focus on the specific job skills that
should be acquired by the trainee. To ensure that this happens,trainer docs the following:

i. Reviews all related area specifications with the trainee.

ii. Explains the job thoroughly.

iii. Transfers all theores that allrequired to do the job.

iv. Provides any job aides,drawings or any other materials available.

v. Cheeks understanding to ensure knowledge are transferred

Trainer has the option to do the following:

i. Let the trinee go through any available classes associated with the job.

ii. Review of related manuals and techical resources.

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3.6.1 (d) Job Observations

Next the trainer sclects tasks from the Training Task Checklist (primarily one task at a time for
effectiveness),and performs the job while the trinee observes. Trainer demonstrates each steps of
the task and explains thoroughly to the trainee. Trainer may demonstrate the same task more than
once depending on the traince’s learning ability.

3.6.1(e) Skills Practice

Once trainer feels that the trainee has grasped the knowledge and is able to perform the job,then
trainer allows the trainee to perform the same task under his/her (trainer’s) guidance. Trainer
must take full responsibility for the task that the trainee is performint. The number of times
trainee practices a skil under observation depends on the trainer’s discretion.

3.7 Training Design Process

In terms of employees working point in time, company designs two types of training . Such as-

a) New Employee Training

This training is for those employees who join the company new. There is some basic training
allocated for them for learning about their job.Management offer them training according to their
respective department.

b) Existing Employee Training

This training is for those employees who have already worked in the company. Their trining
assigned for the basis of new project or new system developed.

3.8 Training Process

Eeveloping an effective training and development program requires long periods of continuous
and systematic approaches. For any company to be considered a successful training and
development provide, it must follow a systematic process to carry on training
initiatives.Generally, training and development programs occur according to the company
bisiness plan and straegy and the HR policies and procedures.A training plan is developed, then a
needs assessment, followed by progrram design (if conducted by company) and delivery and
them finally monitoring and evluation at different levels and situations.

One generally accepted effective and development system composcs of 7 steps, based on the
principles of Instructional System Design (ISD), reflecting and (analysis, Planning,designing,
development, implementation, and evaluation) system. The training proces in Azim Group
(Sweater Division)as follow:

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 Training Needs Analysis

Training Planning

Designing Training Program

Conducting Training

Selection Training Type

Monitoring and Improving of Training

Evaluation of Training

3.9 Training Calendar

Azim Group (Sweater Division)maintains a calendar to give their employees best training service.

Two major training in the calendar like.

a) General Training : It is generally for all new employees or for several departments.

b) Short-term:It depends on project work.

3.10 Training Conducted by Training Term

All the in-house training for the sales force and other management trainings are conducts by this
department . The trainings related to sales and stores are designed for the force consisting of:

 Sales Exceutive: 40-50 working days from joining date

 Sales Manager: 2 working days every six month.

 Product Executives: 1 to 2 working days every new product lunch.

 Product Manager: 1 to 2 working days every new product lunch.

 Store Officer: 10 to 12 working days from joining date.

 Store In charge: 2 to 3 working days in every year.

The training learn also conducts different management development programs using various mid
and top management people.

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3.11 Training Development Program

 Field Training

This particular raining basically requires for the field workdrs. The technical training (the way of
field work, manners, coordination etc.) is he vital part of it.An extra trainer gives all the trining to
the workers.

 Corparate Training

Training is for the manager level employees. This training helps to improve manager’s
sensitivily,service excellence,effective delegation, leadership and managerial skills.

 Research Based Training

Research Training is very importment for the company as researcher used to put on the market
the Products for the company . If their behavior and skills are not convenience,then company’s
reputation will be trainshed.

 Supervisory/Management Training

Supervisory/management training is for high level managers. To build up strong relation to

various department and branches, administrative and managerial responsibilities anr train to the
managers.

 Leadership Training

Leadership training is for prospective employees who perform for the company in high note.Train
selective employees to take all responsibilities and tasks and perform for the company.To build
up future leader who handle all this responsibilities.

3.12 Development
Development is the process of increasing effciency and charging behavioral partrern or mentality
toword particular issues for the achievement of organizational objectives. That is, any attempt to
improve current or future management performance by imparting knowledge,changing attitude or
increasing skills is cllled development.elopment involves in attaining the long-term efficiency in
the workplace that is getting the benefit in future rather than the present improvenment in certain
skill.

3.13 Difference between Training and Development

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Training is concerned with the immedicate improvement of specific skill of the employee that is
the way to make the employee more effective in his current role wheres development is a process
to make the employee efficient enough to handle criticl situations in the future that is how well he
can equip himself for the future demands.The basic difference is, training forcuscs on the current
job skill (Short ter5m process) whereby the development focuses on the future job skill and
efficiency (Long term process).

3.14 Evaluation Process in Azim Group

Evaluation is a process designed to assess the values and the worthiness of the training Programs
to employees and organizations. In Azim Group (Sweater Division) they spent the continued
development of workforce by offering training. Whenever the training organized and offer two
types of feedback they measure:

 One is how they feel after attending the training

 Another one is are they able to gin something from the training

Every training program has their own evolution form to measure the effectiveness of training and
developments. Every year Azim Group (Sweater Division)takes a bag feedback from higher
authority to measure the performances level and to develop the gaps of performance level of
employees. The sector they are working at officer another feedback by observing them from
supervisors. The reason behind this assessment is to let the organization know that is there any
positive or negative or zero improvement which represents the main based line of the training and
development context and what should be on training topic and methods. These will make sure the
new training plan. To improvement’ new topics what new things needed. Which will help to
tuned themselves?

For example, if any employee are not able to achieve its monthly goal were accomplished then
the distance between goal and achievement create a new gap and to cover up or minimized the
gaps they need to planned a training and development programs. Then the line supervisor find out
the problem of the worker and find out what training need to these workers and will take
necessary steps to train up for achieving his line’s monthly goal. And then management easily
evaluates employee’s development and their skill. They get information from different sources
which necessary, that the training and development program is sufficient to employee’s skills and
performance.

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 Chapter 4

FINDINGS AND ANALYSIS

4.1 Data Analysis & Questionnaire

20
From my primary data collection, I took a Sample of 10 respondents and conducted a structured
questionnaire survey on different types of training and development issues.

The result, analysis of the data and explanation are given bellow:

4.1.1 Respondents According to Gender

The information of the survey collected from both male and female respondents. The numbers of
male and female respondents are given below:

Gender No. Of Respondent

Male 8

Female 2

NumberOf Respondent Accordingto

Gender

20%
Male
Female
80%

Fig 4.1: Respondents According To Gender

Comment: From above illustration 80% respondents are male and 20% respondents are female.
So majority employees are male

4.1.2 Respondents According to Designation

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In this survey I tried to collect information from all level of employees in Azim Group (Sweater
Division)The number of respondent according to designation is given below:

Designation No. of Respondent

Manager 1

Asst. Manager 1

Senior Executive 2

Junior Executive 3

Other (Assistant, Store) 3

Respondents According to
Designation Manager
10%
30% 10%
Asst. Manager

20%
Junior Executive
30%
Senior Executive

Other ( Assistant, Store)

Fig4.2: Respondents’ Designation

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4.1.3 Work Experience

The information and data of this survey collected from both experienced and new employees.
Give the priority of all levels of employees in this organization. The result is given

Work Experience ( years) No. of Respondent

0-3 2

4-8 4

9-15 3

Above 15 1

Number of Respondents According to Work

Experience
4.5
4
3.5
3
2.5 No. of Respondents
2
1.5
1
0.5
0
0 to 3 4 to 8 9 to 15 Above 15

Fig 4.2: Respondents’ Work Experience

Comment : From above illustration majority respondent have 4-8 years experienced. They are
energetic and experienced and now leading the company.

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4.1.4 Do you have clear idea about the different methods of Training and
Development of Your organization?

Particular Respondent Percentage

Yes 5 50%

No 5 50%

Yes No

50.00%
50.00%

Respondent Percentage
Fig 4.4: Clear idea about the different methods of Training and Development

Comment: From the graph, it is identified than 50% employees have clear idea about different
training and development program, but the other 50% employees do not have sufficient
knowledge about this. Because Azim Group (Sweater Division). Seems to be reluctant to make
the operative and fresher knowledgeable in the field of training methods. It can create a hindrance
in achieving Azim Group (Sweater Division)training goal because of lack of knowledge in the
field of training and development.

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4.1.5 Objectives of the Training Course

Respondents put their opinion on the objectives of the training course are relevant and objectives
are achieved.

Training content is most important factor in every training program. If the training content is not
relevant it will useless for trainee and waste of money. So training content should relevant in
every training program. Some respondents give their opinion to relevance of training program at
Azim Group (Sweater Division). The result shown below:

Response No. Respondent Percentage

Strongly Agree 5 50%

Agree 3 30%

Neutral 2 20%

Disagree 0 0%

Strongly Disagree 0 0%

Total 10 100%

Fig 4.5: Relevance of Training Objectives

Comment: We can see that from above illustration 50% respondents strongly agree and 30%
respondents agree that the program/training contents are related to their work and it can help them
in future to improve their way of delivery of works. 20% respondents neither disagree nor agree
that contents are related to their work. So it is clear that training content are relevant and it really
helps to increase their skills and necessary for future works.

4.1.6 which types of training program you prefer most?

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 Particular Respondent Percentage

Job Rotation 3 40%

Coaching 2 20%

Class-room Lecture 0 0%

Counseling 3 20%

Brainstorming 2 20%

Role-playing 0 0%

Fig 4.6: Different Training Method

Comment: From the graph, it is found that 40% of the operative employees prefer Job Rotation
and 20% prefer Counseling, on the other hand no operative and fresher prefer the Role Playing
and class Room Lecture method as a training method because of the traditional form of training
that consume valuable time. The operative and fresher prefer the job rotation most because it
often enables them to gather various types of knowledge at different position. For this, based on
their preferences the Human Resources Division should identify the necessary training program.

4.1.7 Training and development program should be based on the routine activity of
an organization

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 Particular Respondent Percentage

Strongly Agree 4 40%

Agree 3 30%

Undecided 1 10%

Disagree 2 20%

Strongly Disagree 0 0%

20%
Strongly Agree
40% Agree
10%
Undecided
Disagree
30%

Fig 4.7: Training and Development Program Based On Routine Activity.

Comment:From the graph, it is seen that most of the operatives and fresher agree with the
statement that the training and development program has to be a routine activity. That is 40% of
the employees strongly agree and 30% of them agree with it, but 20% of them disagree with this
view. So, based on the maximum respondent consent the authority of Azim Group (Sweater
Division)makes the decision about making the training and development as a routine activity
because it often makes them more efficient in the workplace by reviewing the training as a
routine based work.

4.1.8 The Training Atmosphere

Respondent put their opinion that the general during the course enhanced the learning process.

27
To know about the general atmosphere during the training course and is it enhanced the learning
process from the respondents. Is the training fostered teamwork and cooperation among
participants? The respondents result is shown below:

Response No. Respondent Percentage

Strongly Agree 3 30%

Agree 4 40%

Neutral 1 10%

Disagree 2 20%

Strongly Disagree 0 0%

Total 10 100%

Fig 4.8: Result of training atmosphere enhancing learning process

Comment: We can see that from above illustration 30% respondents strongly agree and 40%
respondents agree that training atmosphere really enhanced training process. 10% respondents
neither disagree nor agree about this matter. 20% respondents disagree that training atmosphere is
not enhanced learning process, they think different. From this illustration it is clear that training
atmosphere enhanced learning process.

4.1.9 The evaluation process of training and development program of your

organization much satisfactory

Particular Respondent Percentage

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 Strongly Agree 3 30%

Agree 5 50%

Undecided 1 10%

Disagree 2 20%

Strongly Disagree 0 0%

Fig 4.9: Evaluation Process of training and development program

Comment:In this graph, it is found that 50% employee moderately agree with the statement
regarding their satisfaction over the evaluation process of training and development. Only 30% of
them strongly agree with the statement, but 20% employees seem to be opposite about it.
Because, after completion of the training program, evaluation are not conducted to measure the
actual performance. So the pitfall of the evaluation process has to be identified and take necessary
steps to omit it and to get the 100% satisfaction of the operatives and fresher’s regarding this
subject.

4.1.10 The existing training budget of Azim Group (Sweater Division) is adequate to
meet up the training need

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 Particular Respondent Percentage

Strongly Agree 6 60%

Agree 3 30%

Undecided 1 10%

Disagree 0 0%

Strongly Disagree 0 0%

Fig 4.10: Training Budget of Azim Group

Comment:Here 60% of the operatives and fresher’s strongly said the training budget of, Azim
Group (Sweater Division)is adequate to meet up the demand and 30% of them moderately agree
with it. So, here it can be said that, Azim Group (Sweater Division)much conscious about
allocating the budget in employees training and development.

4.1.11 Trainers Quality

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Respondents put their opinion on “Trainers Have sufficient knowledge and trainers communicate
well.”Trainer behavior, attitude, knowledge and delivery create a great impact on training.
Training objectives and outcomes is depend lot on trainer. So trainers’ knowledge,
communication skills make the training session more meaningful and valuable. The respondents
give their opinion; the trainers who train them are knowledgeable, well behaved and
communicating well. The responses are given below:

Response No. Respondent Percentage

Strongly Agree 3 30%

Agree 4 40%

Neither disagree nor Agree 1 10%

Disagree 2 20%

Strongly Disagree 0 0%

Total 10 100%

Trainer are Knowledgeable Well Behaved

20% Strongly Agree

30% Agree
10% neither Disaagree not Agree
Disagree
40%

Fig 4.11. Trainers Quality

Comment: From above illustration 30% respondents strongly agree and 40% respondents agree
that trainer is knowledge and well behaved. They communicate with trainees friendly and
cordially. Trainers delivered their lecture perfectly. But 10% respondents neither disagree nor
agree about this matter and 20% respondents disagree about this matter.

4.1.12 Azim Group (Sweater Division) arranges the training program systematically

Particular Participant Percentage

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 Yes 3 30%

No 7 70%

Fig 4.12: Systematic Training Program

Comment: In this graph it is seen that, only 30% of the executives said Azim Group (Sweater
Division) arranges the training program systematically. But 70% executives said Azim Group
(Sweater Division) doesn’t. Because, many times the training programs are set without making
the training plan or after the stipulated time period. So, Azim Group (Sweater Division)has to be
more rigid for making the training program systematically.

4.1.13 Enough time devoted for training session

Respondents give their opinion on “Enough time was devoted for the training session.”

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The respondents result is given below:

Response No. Respondent Percentage

Strongly Agree 3 30%

Agree 4 40%

Neutral 1 10%

Disagree 2 20%

Strongly Disagree 0 0%

Total 10 100%

Fig 4.13: Enough Time Devoted For Training Session

Comment: From above illustration 30% are strongly agree and 40% are agree that the
management devoted enough time for training session. But 20% are disagreeing that training
session time is not enough. Only 10% are neutral in their opinion. Majority think that time is
enough for training session.

4.1.14 Training and Development program should meet the current and future job
requirement respectively

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 Particular Participants Percentage

Strongly Agree 8 80%

Agree 2 20%

Undecided 0 0

Disagree 0 0

Strongly Disagree 0 0

Fig 4.14: T & D Program Is Based On Current and Future Job

Comment:In this graph it is seen that 80% executives strongly think that training and
development should be bases on meeting up the current and future job requirement respectively
and 20% moderately agree with it. So, here a conclusion can be drawn that for meeting up the
current and future job requirement training and development is one of the inevitable factors
which have to be emphasized more broadly.

4.1.15 Benefit of Training

Respondents put their opinion on “The training program is effective”

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The respondents give their opinion about the reaction of the training program offered by
organization, levels of learning from the training significantly, overall performance of the
organization after getting training. The result is shown below:

Response No. Respondent Percentage

Strongly Agree 3 30%

Agree 5 50%

Neutral 2 20%

Disagree 0 0%

Strongly Disagree 0 0%

Total 10 100%

Fig 4.15: Training Effectiveness

Comment: From above illustration 30% respondents strongly agree and 50% respondents agree
that training is really effective for them. They think in training period they learn about different
thing in specific matter and this learning will put a great impact on their job. But 20%
respondents neither disagree nor agree about effectiveness of training.

4.1.16 Performance after Training

Respondents put their opinion on “Overall performance of the organization after getting training.”

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A question is asked to 10 employees is their overall performance of the improved after getting
training. Majority respondent are no hesitate to reply they believe their performance improved
after getting training. Training makes their task easy. The table shows the result:

Response No. Respondent Percentage

Strongly Agree 5 50%

Agree 3 30%

Neither disagree Nor Agree 2 20%

Disagree 0 0%

Strongly Disagree 0 0%

Total 10 100%

Fig 4.16: Performance Improvement After Training

Comment: From above illustration we can see 50% respondent strongly agree and 30%
respondent agree that their performance improved after taking training. 20% respondent remains
neutral in this question. So it is clear that training improves employee’s performance.

4.1.17 Necessity to Improvement

Respondents asked a question that what do you think could be improved?

36
Majority of trainee think the training is well organized and everything is satisfactory. So, there is
no need to improve or change. However, others faced problems with the time and discussion. Due
the time constraint they could not go through the detail discussion more internal training and
external training. Some other people think they don’t get the change to overseas training. If they
get overseas training they improve a lot in their skill and interest to get training willingly. Some
trainee interested to get external training from other vendor to evaluate their training and
development compare to internal training.

Fig 4.17: Necessity To Improvement Area Of Training

Comment: we see from above illustration 70% respondents think that no improvement of
training program is necessary. But 17% respondent think the internal training may need to
improve. Rest 13% respondent think external training m should be improved.

4.2 Findings
37
From my analysis and survey I have found the following aspects of training and development
system in Azim Group (Sweater Division). Those are stated bellow:

 Strong Training Team

Day by day Azim Group (Sweater Division)getting big order from clients. So new employee has
been recruited. To introduced product and made them well designed Azim Group (Sweater
Division)has strong, well organized and quality training team to provide proper training to their
employees. The members of the training team are well knowledgeable, honest and well behaved.

 Good Training Quality

Azim Group (Sweater Division) maintained high standard training quality to train their
employees. Almost all employees strongly agreed that their skill of being detail oriented have
been enhanced by the training.

 Training enhance Trainee’s quality

Most of the employees of this organization think that they understand the training needs for
employees. Almost all employees strongly agreed that their skill have been enhanced by the
training and their performance has become well after receiving training.

 Require for Training Manual

Azim Group (Sweater Division) doesn’t have a training manual. What Azim Group (Sweater
Division)does is to be reactive in organizing training. If there were a structured training manual, it
would have been clear to all thus easier to achieve.

 Need to take training feedback from trainee

Azim Group (Sweater Division) has no feedback system where trainee can give their feedback
about the training that they have received .Management of Azim Group (Sweater Division)can’t
evaluate the training they give to trainee. After complete the training session, the organization do
not take any feedback from the trainees.

 Proper Trainee selection

Azim Group (Sweater Division) has no proper trainee selection process for particular high
performance and overseas training. It depends on the recommendation of top management to
select the candidates for training.

 No particular process routinely followed

38
There is no particular process routinely followed by Azim Group (Sweater Division)for
identifying the deficiencies level and skill before providing the training program.

 Training method are not enough clarified and structured.

 Azim Group (Sweater Division) doesn’t provide proper concentration on before and
after training assessment.

 Environment of is quite satisfactory

The training environment of Azim Group (Sweater Division) is quite satisfactory that most of the
executives satisfied with their existing environment.

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 Chapter 5

RECOMMENDATIONS &
CONCLUSION

5.1 Recommendations

40
  Encourage a learning culture. Express to all employees in this organization cares about
enhancing their skills to implement in their places.

 Azim Group (Sweater Division) can follow a training manual. This manual helps both
trainers and management how they provide effective training to their employees.

 Identify the specific needs and select employees for specific training to develop their
skills and make them expert. Take feedback from employees whether the training is
really productive for them.

 Azim Group (Sweater Division) needs to take feedback from trainees after finishing
every training session. It helps them to evaluate the training effectiveness.

 In Azim Group (Sweater Division) training policy are not transparent to all employees
faced serious problems about the policy, rules and regulation. Even departments are
chaotic about their jobs training policies.

 Make training program more interesting and acceptable to trainees and increase the
training cost.

 The Human Resource Division of Azim Group (Sweater Division) needs to be more rigid
in conducting the need assessment and has to make it obligatory.

 Training method should be more clarified and structured. Different types of training
method may be introduced.

 Azim Group (Sweater Division) has to provide proper concentration on before and after
training assessment by an effective use of pre-post training performance method.

 The trainers ofAzim Group (Sweater Division) must provide expert advice to HRD,
usually about the importance of the training program and how to make the training
program more effective.

 Time schedule of the training and development program may be arranged properly.

5.2 Conclusion

41
On the whole, this term paper program was a useful Practical experience. By completing this
term paper I have got overall idea of HRM sector and these may be helpful to know about the
technical and management knowledge of garments industry also these sector related
organizations. This is a huge sector and yet to discover the whole.

HR Department of Azim Group (Sweater Division) is playing a vital role. Growth of the
company depends on hiring, Developing, retaining skilled and motivating employees. HR
Department is continuously hiring skilled people from wide market and thus provides trainings to
cope with global challenges.

The Training and Development section of Azim Group (Sweater Division) is always trying to
ensure the best training programs for employees at the right time, right place. With the latest
facilitated the best training resources they ensure the most effective training sessions for all level
of employees. “Azim Group (Sweater Division)” Practices a progressive recruitment and
selection procedures.

In this term paper I wanted to focus the overall training and development program at Azim Group
(Sweater Division). I tried to find out the problem and give some recommendations to overcome
these problems. From the phase of need assessment to evaluation of training, Azim Group
(Sweater Division) tries to provide roper attention to enrich their employee’s skill for reaching in
their desired goal. With the help of training and development program, organization can improve
its productivity and efficiency level to an utmost position.

To make this term paper about Azim Group (Sweater Division) I have gain the new knowledge,
Learn how to use theory in work and meet professional people. Try to figure out the short comes
over and done with the questionnaire among existing employees. Still there is lot to discover and
improve.

References
42
[1] Jon M. Werne, Randy L. DeSimone, “Human Resource Development” 5 th edition.

[2] Kenneth J, McBeyand Monica Belcourt, “Straitegic Human Resource planning”, 2 nd Edition.

[3] C.R Kotheri, Research Methodology” 2nd Edition, 2003-2004, WishwaPrakashab, Calcutta,
India.

[4] http:// www.Azimgroupbd.net

[5]http://www.scribd.com/doc/89583231/Training-and-Development-Practices-in-Bangladesh

Appendix-A:
Questionnaire

43
Dear Respondents,

This survey will be used for term paper term paper in fulfillment of the requirement for the Post
Graduate Diploma in Human Resource Management from the Bangladesh Institute Management.
Your response shall be completely anonymous and confidential. As your responses are a critical
part of my term paper, please answer all the questions as candidly and completely as possible.
Thank you for your time.

The following personal information is necessary for validation of the questionnaire. All responses
will be kept confidential. Your cooperation in providing information will be greatly appreciated.

Name:

Designation:

Gender:

Work experience:

Contact No:

Please circle the most appropriate answer to each of the questions, also using the code given,
which gives the extent to which you either agree or disagree with statements.

Strongly agree = 1

Agree = 2

Neither disagree nor agree = 3

Disagree = 4

Strongly disagree = 5

1. Do you have clear idea about the different methods of Training and Development
Program of Your organization?

a. Yes B. No.

2. Objectives of the training course:

a. The objectives of the training course are relevant.

1 2 3 4 5

44
 b. The training course encouraged exchange of information and expression of ideas
successfully.

1 2 3 4 5

c. The objectives of the course were achieved.

1 2 3 4 5

3. I found the different training methods listed below to be relevant and of good
quality:

a) Job rotation

b) Coaching

c) Class-room lectures

d) Counseling

e) Brainstorming

f) Role-playing Class

4. I feel that the program should be based on routine activity

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

5. The training atmosphere

a) The general atmosphere during the course enhanced the learning process.

1 2 3 4 5

b) The training fostered teamwork and cooperation among participants.

1 2 3 4 5

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6. The evaluation process of training and development program of your
organization much satisfactory

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

7. The existing training budget of Azim Group (Sweater Division)is adequate to

meet up the training need.

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

8 .Trainers

a) Trainers have sufficient knowledge . 1 2 3 4 5

b) Trainers communicate well. 1 2 3 4 5

c) Trainers are open, honest and fair to all. 1 2 3 4 5

9. Your organization arranges the training program systematically?

a) Yes

b) No

10. Time management

a) Enough time was devoted the training session. 1 2 3 4 5

46
 b) Enough time was given for feedback from the participants 1 2 3 4 5

11. Training and Development program should meet the current and future job
requirement respectively

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

12. Benefits

a) Your reaction about the training effectiveness. 1 2 3 4 5

b) Level of learning from the training significantly. 1 2 3 4 5

c) Overall performance of the organization after getting training. 1 2 3 4 5

13. Both the training and development program are the attempts to improve the
performance and skills, changing attitudes and behavior and improving knowledge.

a) Strongly Agree

b) Agree

c) Undecided

d) Disagree

e) Strongly Disagree

14. What do you think could be improved?

47