Internship ReportTraining & Development of Renown Apparels
Ltd. (This Internship Report Is Submitted For the artial
Fulfillment of the Degree of!aster of "usiness Administration with
a !a#or in $R!%Prepared For: Bithika Das GuptaLecturerFaculty of
Business StudiesBGC Trust University Bangladeshrepared "&'
Name: Shahadat HossainStudent ID: (110102086)Semester: 8th Batch:
2nd Program: BBAa!or in H"Su#mission Date: 28th $u%&'
201(Objectives: "road (b#e)tive'The primary objective of my study
is to lay down the foundation of trainings and development and
analyzing the present developments of employee through trainings
and the future prospects of the growth based on the organize
expectation.S)eci*ic o#!ecti+e:The specific objective of my study
about employee training and developmentis to try to apply my
learning in the area of Human Resource so that I cangain
significant practical knowledge and understand the nature
andimportance of training and development and identify the various
inputs thatshould go into any program.Methodology:
usinessresearchusedin this reportisofdescriptivenature.Through
thisdescriptive research! this report seeks to determine the
answers to who! what!where and how "uestions of the cellular
industry of angladesh.The methodology of the study will re"uire
data at first. The sample size ischosen in order to understand what
most of the employee think about trainingprogram. #hen ade"uate
datawere collected! it was sorted and displayed as percentage and
is depicted in graphs. Thesample is chosen from $% House! %&'
(ivision.To prepare the report! research design and methods of this
study is described as follows)Data sour)e'(ata for this report has
been extracted from primary sources as well as secondary
sources.Primar&* ,uestionnaire sur+e&* Direct
inter+ie-Datasource* Annua% "e)ortSecondar&* In*orma%
discussions* Pu#%ished artic%esdatasource * $ourna%s* Brochures*
.**icia% -e# sitesFigure*+rimar&
Data'%rimary(ataiscollectedthough"uestionnairesurveywhichisarrangedontrainingprograms
of $rameenphone and direct interview is done with corporate
employees of$rameenphone +imited.Se)ondar& Data',ajority of the
data is collected from -nnual Report! informal discussions mainly
withmysupervisor andteammembers!
publishedarticlesontelecommunicationsectors!journals! brochures!
$rameenphone official web sites.Limitations of the study: .very
process usually carries limitations with it. This study is not an
exception. The limitations that I faced on my way to this
internship report are stated below.Time constraint was a big factor
as my internship report was due in / months and I had to do this
report along with my regular office work.(ata availability was
another big issue here because company was not willing to disclose
few the confidential information regarding their managerial
strategies and plans.-s the data are collected through the
surveyor! it may have hampered the data validity and
reliability.$rameenphone! as one of the best private telecom
organizations! were sometime unable to spare much time for
discussion for discussions..ven though there were some limitations!
I tried my level best to collect ade"uate data and information to
make the report meaningful.Chapter: 2Literature Review on
HRMIntroduction,anagement and Human resource are one and the same.
,anagement is managing people at work. HR, is also concerned with
managing people at work. It covers all types of personnel. It draws
on a number of related discipline! such as industrial psychology!
sociology! social psychology! and economics.De*inition o* H"Human
Resource ,anagement is the term increasingly used to refer to the
philosophy! %olicies! procedures! and practices one need to carry
out people or human resource aspect of management position. These
include)0(etermining the nature of each employees job.0%lanning
labor needs & recruiting candidates.01electing job
candidates.0'rienting & training new employees.0,anaging wages
& salaries.0%roviding incentives & benefits.0.valuating
performance0Training & developing.0+abor relation.2inally! we
can say that management is getting things done through other
people./haracteristics o* H"v,ultiplicity of roles assumed by
individuals. - person plays many different role in the society.
These roles are conflicting in nature.vTwo people are not the same!
they are different.v%eople appreciate as times goes on. %eople gain
more knowledge & experience.Basic Princi)%e o* H"- principle is
a basic statement of truth explaining cause and effect relationship
between two or more variables. .very subject is guided by its
principle. HR is not an exception. The fundamental principles of
HR, are as follows)0(eal with people a complete indivisueals.
3onsider employee as a whole peerdson.0Treat employee with respect
& dignity.0Treat all employee with justice! there should be no
discrimination.0Treat people as adult.0,ake people feel worthwhile
& related.0HR, is not personal.0Reward should be earned not
given. If it is earned it becomes a gift or donation.01upply
employees with relevant information.0%eople ought to be considered
as social capital capable of development.0%rovides opportunities
for growth within the organization.01ell the personnel program. It
must be sold.0$roup interest predominance over individual
interest.0(on4t underestimate the potentialof people..#!ecti+es o*
H"'bjectives are predetermined goals at whichindividual or group
activity in an organization is aimed. The formulation of the
objectives of an organization is necessary for the following
reason) Human beings are goal directed. %eople must have purpose to
do some work. -nnounced organizational goals invest work with
meaning. 'bjectives stand out as guidelines for organizational
performance.The main focus for HR management must be on
contributing to organizational success.The objective of HR, can be
described as follows)vTo maintain and sustain industrial peace.
#ithout peace prosperity is not possible. It is true for nation as
well as business organization. #ithout industrial peace all
resources remain under5utilized.vTo improve the productive
contribution of people to the organization. In a competitive
environment productivity improvements very significant.
%roductivity is the function of a ability and motivation. Training
and education can improve ability. The HR mangers must take
measures to increase employees willingness to put more effort.vTo
generate maximum individual development of people within the
organization.vTo attract and secure appropriate people capable of
performing effectively and efficiently the organization4s specific
tasks.vTo maintain a high morale and better human relationships
inside the organization.vTo recognize and satisfy individual
needs..+era%% H" *unctions The main functions of the HR, department
are as follows)6. Recruitment7. 1election/. 'rientation %rogram8.
Training & (evelopment9. %erformance appraisal:. %romotion;.
Transfer. 1ervicingi & Development:Human resource is one of the
most important assets and a part of the organization concerned with
the ?people@ dimension. The present conventional one and this
change is continuous. -s jobs in have become more complex and
challenging! the importance of employee education and training is
increasing. .very organization needs to have well adjusted! trained
and experienced people to perform activities in order to achieve
organizational goals. #hen jobs are simple! easy to learn and
influence only a small degree of technological change! there is
little need for employees to upgrade or alter their skills. ut such
situation rarely exists on present day. Rather! rapid job changes
are taking place! re"uiring employee skills to be transformed and
fre"uently updated. In organizations! such up gradation occurs
through employee training.In general! training refers to a planned
effort by a company to facilitate employees@learning of job5related
competencies. Inade"uate job performance or a decline in
productivity or changesresulting out of job redesigning or a
technological break5through re"uiresome type of training and
development efforts. -s a job becomes complex!importance of
employee development increases in e"ual proportion. In arapidly
changing society! employee training and development is not onlyan
activity that is desirable but also an activity that an
organization mustconduct to maintain a viable and a knowledgeable
workforce. The goal oftraining for employees is to make them master
the knowledge! skills andbehavior that are emphasized in training
programs and to apply those intheir day5to5day activities in the
workplace.'rganizations today are taking advantage of the fact that
training can strengthen employee commitment. 2ew things illustrate
a firm@s continuing developments opportunities for them to enhance
themselves and such commitment is usually reciprocated. Training
has become a mandatory tool to survive in the hard facing workforce
.To accelerate the overall human resource management achievement!
trainingworks as a major part of its dimensions..,ain training
activities consist of in5depth foundation programs for entry level
,anagementTrainees. 1pecialized training programs in the areas like
general e5learning! projectmanagement
foundationAprofessionalAadvanced trainings programs! feedback &
coaching arealso organized by %&' depending on need. 2re"uently
outreach programs are organized tomeet demand for new and
specialized skills.'rientation programformal orientation program
for the new employees. 1 arranges formal orientation program after
recruitingnew officer level employees! but it has no orientation
program for newly appointed staff or lower level workers. The
immediate supervisor is responsible for internalizing the employees
of the organization.TrainingThe main function of the functions of
the training department is as follows)6. To prepare & implement
-nnual Training %rogram7. To send officers to local training
institutions for improving professional skills./. To organize
seminarA workshopA symposium on key economic or bankingTraining
policy of the 1 are)6B-t first! the HR manager of the 1 determines
the training needs on the basis on seniority and merit list.7BThe
training department provides training to the new and existing
employees on the basis of schedule prepared early in the
year./BThis department asks the departmental head to provide
specific number of trainee for any specific training course.There
are various methods of providing training to the employees. The
training department of normally arrange the following5v3lassroom
lecturev3onferencev#orkshopv1ymposiumv1eminarv-udio visual
techni"uev3omputer based training(epending on the situation!
training department selects training methods for training the
employees.Then HR manager makes decision that who will be
trainerThen HR manager selects time and venue for conducting
training programThe HR manager prepares a "uestionnaire and
trainees are asked to comment about trainers to identify which part
is good and which part is ineffective of trai7ners.-fter completing
training program! the training department arranges an examination
for evaluating the training effectiveness of the employees. Those
perform well in the examination are ranked first. 'n the basiso
their performance the training department provides
certificates.Author (pinions of different authors regarding
Training & Development'atey C6=;>BTraining improves a
person@s intellectuallyskillandat a task mentally developing an
employee! which is very essential in facilitating not only the
level ofproductivity but also the development of personnel in any
organization.Doder C6=;>BTraining and development in today@sthan
employme training alone since human resources can exert their full
potentials only when the learningprocess goes for beyond the simple
routine. Hesseling C6=;6B Training is a se"uence of experiences or
opportunities designed to modify behavior in order to attain a
stated objective.Eane C6=67BTraining objectives tell the trainee
that what is expected out of him at the end of the training
program. Training objectives are of great sign$%ance from a number
of stakeholder perspectivesK Trainer! trainee! designer!
evaluator.0raining:Training usually involves educational or
inspirational activities designed to improve knowledge! skill! and
performance at the individual level. Training basically refers to
aplanned effort by a company to facilitate competencies.The
competencies include knowledge skills! or behaviors that are
critical for successful job performance.De+e%o)ment:(evelopment is
a process by which the employees develop their skills!behaviors!
attitudes! actions! and other abilities with
continuoustrainingsorlearning! that
areneededtoperforminanorganizationeffectively and smoothly..-
successful development process delivers appropriate change in
individual behavior! attitudes! and activity directly related to
organizational goals and measurable results.Discussion o* 0raining
and de+e%o)ment:The goal oftraining isforemployeestomaster the
knowledge!skill! andbehaviors emphasized in training programs and
to apply them to their day5to5day activities. Recently it has been
acknowledged that to gain competitiveadvantage! training has to
involve more than just basic skill development.,any companies have
adopted this broader perspective! which is known ashigh leverage
training. High +everage training is linked to strategic
businessgoals andobjectives! uses aninstructional designprocess
toensurethattraining is effective and compares orbenchmarks the
company s training programs companies.
Theultimateobjectiveofemployeetraininganddevelopment
istocreateintellectual capital whocancontributetotheorganizational
developmentcompeting against the market rivals.1ource) .mployee
Training and development! y Raymond -. Ioe.1ource) http)AA
www.rphrm.curtin.edu.au2igure ) Training and development
%rocess.Inorganizations traininganddevelopprogramworks as
atransformingprocess! by the process new unskilled employees enters
into the organizationget proper
trainingandtheydevelopthemselvesasskilledemployees. aeffective
training and development program can ensure motivation!commitment
tothetrainedemployees at thesametimethosemotivatedemployees takes
to lead to be competent in the market to server theorganization
their best for the organizational development.0he 0raining
/&c%e#hich includes ).stablishing the skill re"uirements and
the subse"uent training needs of the workforce.The design of the
most suitable events and most effective training methods for your
organization(elivery of the training with additional support for
any open learning aspects..valuation and validation of the training
event to ensure that you achieve identifiable and cost effective
business improvements fromthe development of your staff0raining and
De+e%o)ment0raining *or Indi+idua%s) 1ome training are designed
only for theindividuals!
forthosetheemployeesareindividuallyresponsiblefortheirown
development.0raining *or teams) Trainings served for teams! when
team performance is necessary.0raining*ororgani1ations)
organizational trainingthat maycontainingcreating fair
andproductive organizational environment! developingknowledge
sharing culture inside the organization/ha)ter: 2Practica%
as)ectsRENOWN APPARELS LTDRenown 4 a name of a group of factories
engaged in 6>>L export oriented knit garmentmanufacturing
activities. Its knit composite unit "eno-n Bang%adesh 3td along
withown accessories unit Renown -ccessories built in a huge premise
while other 6>>Lexport oriented knit garments .1ince the
inception in 7>66renown $roup! hasmaintained the principles of!
MNuality as the priority for both in products and services fortheir
esteemed3ustomers! whichis beingsustainedbyeachindividual of
Renown$roup! resultinga gradual growthbywhichthe
groupacclaimedanimage of anexcellent company in terms of Nuality
and (elivery.#ith the spirit of service driven bycustomers demand!
state of the art and best available modern and
computerizede"uipmentsandmachineryintheworld! highly"ualified!
experiencedanddedicatedworkforce!highly efficientoperationaland
managementsystem!strongproduct
R&(capabilitiesandzerodefectsNuality1tandards!
renownhassuccessfullyopenedup,arketing network in all major markets
of the world.It has a complete range of -pparel ,anufacturing based
on best "uality yarn C e.g. %ima!1upima! 'rganic cotton! ,odal!
amboo! Tactile! +ycra! 3oolmax! %olyamide!%olyester! Oiscose!
3O3PetcB!OersatilityinEnitting! 3ompleterangeofyarnandpiece dyeing!
verymodern fabric finishingplant! computerized
sewinge"uipment!dedicated! experienced and efficient workforce !
R&( to develop new fabrics and designteam. Renownangladesh+td.
is acompanyhaving#R-%and2air5Tradecertificate."eno-n4rou) at a
g%anceRenown angladesh +td. 8>>>> pcsAday3- Enitwear
+td. 69>>> pcsAdayIeedle Touch +td. 69>>>
pcsAdayTotal 1titching 3ap. ;>>>>
pcsAdayRenown-ccessories ltd. 7!9>!>>> pcsAdayEnitting
(ivision79>>> kgsAday(yeingA%rocessing (ivision 6>>
kgsAday$arment #ashing %lant 9>>> pcsAday%rinting (ivision
/>>>> pcsAday.mbroidery (ivision 7>>>>
pcsAday-rea) =!>;!7>> s"f3overed -rea) 7!>> s"fTotal
employees) :>>>Dearly TurnoverC,illionB) H1Q8>
,ua%it& assuranceIt has a verystrong"ualityassurance
systemprior toeachprocess andoneachproduction level. .ach product
is being checked against the standards before issuing tothe
production e.g. yarn! dyes! chemicals! fabric! accessories etc.
efore cutting! fabric isbeing inspected as per 8 point fabric
inspection techni"ue.In the line! "uality is beingchecked by the
traffic light system and at the end of the line complete garment is
beingchecked by the experienced "uality control personnel to assure
the fault freeproducts. -ll the garments are being scanned by the
metal detector. In final inspection-N+ C-cceptable Nuality +evelB
6.9 is being maintained.The visionary leads the growthMission
StatementRenownmission is to be a dynamic profitable and growth
oriented company by providing best Quality products and services to
its valuable customer securing health/safety of its employees and
maintaining a green environment.5sta#%ished : No+em#er' 2011
anu*acturing Site : Barodighir Par' Bhatiar& 3in6 "oad'(South
Side) Hatha1ari' /hittagong7Phone : 02182(892:(;%oor S)ace :
9('000700 s*t7Products : 3adies ;ashion S0".N43E DISA4"55 >0.0A3
6; 6>>L;igure 20%Training !eeting E"pectaction0%0%24%
1trongly agree agree 2eutral -isagree 1trongly disagree"%/once)t)
Training must meet the expectation of the traineesK if the training
do the expectation of trainees then the full training is not
worthwhile to the organization andto the employees.Ana%&sis) as
we can see from the above illustration! ;:L employees markedthe
trainings met their expectations and rest 78 L marked on agree!
they alsothink the training met their expectations.0a#%e 9ABI3I0E
0. APP3E 0H5 ?N.=35D45 35A"N5D ;". 0"AININ4"5SP.NS5N.7 .;
"5SP.ND5N0S P5"/5N0A45S0".N43E A4"55 67 ;6LA4"55 9 7=LN5S0".N43E
DISA4"55 >0.0A3 6; 6>>L;igure 9Abiity to appy the #no$edge
earned fromTraining0%2*%1trongly
agreeagree2eutral-isagree"1%1trongly disagree/once)t) .mployees are
expected to implement their learning got from thetrainingintheir
practical work. If anemployeebecomeunabletoapplyhisAher
learninginthe job! what heAshe got fromthe trainingthentheultimate
benefit from the training is basically nothing. -n employee
shouldbeabletoapplyhisknowledgeinthejobwhat
hehaslearnedfromthetraining to enrich his effectiveness toward the
job.Ana%&sis) the illustration shows us that ;6L employees
strongly believe thatthey will be able to apply the knowledge
learned from the trainings and 7=Lagrees with the same
statement.0a#%e (0"AININ4.B$5/0IG5;."5A/H0.PI/=AS ID5N0I;I5DAND
;.33=5D"5SP.NS5N.7 .; "5SP.ND5N0S P5"/5N0A451TR'I$+D -$R..-$R.. =
9/LI.HTR-+ 9 7=L(I1-$R.. / 6>L;igure (TRA%N%NG OB&E'T%(E )OR
EA'* TO+%' ,ERE%-ENT%)%E- AN- )O..,E-10$
*452 300 01trongly agree 2eutral -isagree 1tronglyagree
disagree/once)t) Todeliverafruitful trainingtotheemployees!
atrainershouldensure that thetraining objective for each of the
topic were identified andfollowedand thetraineesmustsupport
thetrainer todo so.It needsbothefforts to meet the objective and to
identify the objective of overall
training.Ana%&sis)2romtheaboveillustrationwecansee=employeesamong6;employeesagreethetrainingobjectiveforeachtopicwereidentifiedandfollowed
and 9 employees neutral and / employees disagree with
thestatement.0a#%e 60he 0raining contents -ere organi1ed and
eas& to *o%%o-"5SP.NS5N.7 .; "5SP.ND5N0S P5"/5N0A451TR'I$+D
-$R..-$R.. 8 78LI.HTR-+ 6> 9L(I1-$R.. / 6>L;igure 6The
Training contents $ere organi/ed and easy to foo$1$% 0%24%1trongly
agreeagree2eutral-isagree1trongly disagree5$%/once)t: To make the
training more easy and communicative! the trainingcontent
mustbeeasy!organizedandmorestructured. Traineescouldnotconcentrate
and the training will not become effective! if the trainees
cannotfollowthe trainingcontents easily and get stuckwiththe
unorganizedtraining material content.Ana%&sis) 2rom the above
illustration we can see The 78L employees agreethat
thetrainingcontent wereorganizedandeasytofollow! while9>L;igure
8T*E TRA%NER0 ,ERE 1NO,.E-GEAB.E141210$12 4520 0 0 01trongly agree
2eutral -isagree 1tronglyagree disagree/once)t) Training is
delivered by the trainerK in this sense the trainer
mustbeknowledgeable to serve the knowledge. If the trainer is
notknowledgeable then the trainees cannot get good training from
the trainingprogram. The transfer of knowledge fromtrainer to
trainee becomesimpossible. To conduct a good and effective training
the must beknowledgeable.Ana%&sis) 2rom the above illustration
we can see 67 employees agree thatthe trainer was knowledgeable and
9 employees remain in neutral answer.0a#%e :0H5 ,8! C(ecenzo &
Fundamental of Human Resource ookRobibnsB Management by (avid -.
(e3enzo!1tephen %. Robbins. 6>B! ank -sia +tdank -sia +td
profile! R-3 .%+ 1tock Rournalarticle loomberg Ticker! rokerage
+td.C7>6>B articleRournalTransfer supports)facilitating the
application1trategic training and development! Rournal
Rournalarticleof knowledge and skills CRaymond -.Ioeof management.
Strategic Human Resource articleand ,ichael R.TewsBManagement: were
do we go from ere.=e#Pages"e*erence In8teHt eHam)%es "e*erence %ist
eHam)%e 5ndNotet&)e and "e*-or6#eb page'rganization profile!
with mission an visionank -sia +td Swww.ban,asia!"d.com T!#eb
pagewith statement.S http)AAen.wikipedia.orgAwikiA+istUofUbank
scorporate or anks of angladesh CwikipideaBUinUangladesh
Torganizational authorPersona% /ommunication"e*erence In8teHt
eHam)%es "e*erence %ist eHam)%e 5ndNotet&)eand
"e*-or6%ersonalInterviewed with ,1.2arzana 3handa on
%ersonalcommunicati 2ebruarycommunicaon 7>!7>66
tion"e)ort"e*erence In*te-t e-amples Referen)e list e-ample
5ndNotet&)e and "e*-or6.lectronic Training information form
CIusrat
Internship#studyreportonHuman.lectronicRabbani!7>>Independent
Hniversity
angladeshSwww.s".iub.edu."d'internsip(report!nusrat(ra""ani(#tmn()*+APP5NDIF6raining
Evaluation 7uestionnairefor the survey onEmpoyee Training and
-eveopment of Ban# Asia .td4lease indicate your impressions of the
items listed 'elo).Sca%e1trongly agree 9-gree 8Ieutral /(isagree
71trongly (isagree 61. 6he training met my e(pectations. 2. 8 )ill
'e a'le to applythe 9no)ledgelearned. 3. 6he training o',ectives
for eachtopic )ere identified and follo)ed. 4. 6he content
)asorgani:ed and easy tofollo). 5. 6hematerialsdistri'uted)ere
pertinent and useful. . 6he trainer )as9no)ledgea'le. ". 6he
quality of instruction)as good. $. 6he trainer met thetraining
o',ectives. *. ;lass participation andinteraction )ere encouraged.
10.3dequate time )asprovided for questions anddiscussion. 11. 6he
potential 8 have toapplythis9no)ledgeinmy)or9place 12.E(amples!
visual aidsused 1trongly3gree 2eutral -isagree3gree
1trongly-isagree13. /n the ,o' 6rainingff the ,o' training'oth14.
?o) do you rate the training overall>E(cellent +ood 3verage
4oor5erypoor 15.