“REVIEW OF TRAINING & DEVELOPMENT POLICY, COMPENSATION &

BENEFIT, HEALTH & SAFETY AT BERGER PAINTS BANGLADESH LTD

(CHITTAGONG FACTORY)”

SUSMITA BARUA
ID: 037110240

BRAC BUSINESS SCHOOL

PREMIER UNIVERSITY
CHITTAGONG, BANGLADESH

OCTOBER 2011
 Letter of transmittal

October 25, 2011

Mr. Eman Kalyan Chowdhury

Lecturer & Assistant Proctor
Premier University
Chittagong.

Subject: Submission of Internship Report on “Review of Training &

Development Policy, Compensation, Benefit, Health & Safety at
Berger Paints Bangladesh Ltd. (Chittagong factory)”.

Dear Sir,
I am delighted to submit my internship report on “Review of Training &
Development Policy, Compensation & Benefit, Health & Safety of Berger Paints
Bangladesh Ltd. (Chittagong factory)” which you had authorized me to submit for
completing my internship under BBA Program.

I have enjoyed preparing the report though it was challenging to finish within the
given time duration. In preparing this report, I have tried my level best to include
all the relevant information.

So, I therefore hope that, you will find it in order and if you have any query please
do not hesitate to call me.

Sincerely,

____________
Susmita Barua
ID: 037110240
Major in HRM
BBA Program
 Acknowledgement

I am immensely grateful to Almighty God to help me successfully complete my

internship report. I thank my parents for supporting me and my education
throughout my university life. I am grateful to my instructor, Mr. Eman Kalyan
Chowdhury for giving me the opportunity to work on this topic. I thank him for
the support he rendered to me throughout my internship period.

My appreciation goes to the concerned authority of Berger Paints Bangladesh Ltd

(Chittagong factory) who gave me the privilege to do internship in their company.
I specifically want to thank Mr. A.M.M. Sajjad, labor relation manager of Berger
Paints Bangladesh (Chittagong factory) who has been my supervisor during my
internship period with the company. I thank him for his endless help; support
and guidance in assigning me work and help me in accumulating information for
completing my report. In addition to the input for my internship report, I have
learned many aspects of work and life from him, which will help me to be an
enriched person in the future. I also thank all the employees of Berger Paints
Bangladesh Ltd for their invaluable support and taking out time for throwing
light on my survey analysis.
 Executive Summery

Berger Paints Bangladesh Limited is not only a company with reputation but is a
name to the dynamic industry, which has history, and the pride to be the best at
what it does. Berger Paints Bangladesh Limited often referred to as BPBL is
considered to be the market leader in Bangladesh and has a wide array of
products such as Regular Coatings, Industrial Paints, Marine Paints, Outdoor
Paints Protective, Color Bank, Textured Coatings, Heat Resistant Paints, Roofing
Compounds and Epoxies and Powder Coatings. BPBL gives a comprehensive and
sustainable painting solution and providing the best customer support. It
connects consumers to technology through specialized services. It has a strong
distribution Networking, Berger has reached almost every corner of Bangladesh.
Whether it is World-class range or durability, BERGER is always ready to answer
to all weather conditions. It strives for the improvement of Quality of Work Life
(QWL) with competitive advantage.

Berger Paints Bangladesh Limited is basically managed by its Finance, Supply

Chain, IT, Budget, Marketing & Sales departments. The manufacturing units at
Dhaka and Chittagong are also the strategic advantages that it has because of
their location. Berger’s corporate strategy is to build larger market share through
providing quality and speedy service. Its primary focus is to strengthen its
current position by provided value added customer service. BPBL is committed to
get highest consumer satisfaction.

BPBL is committed to express itself as an ethical and socially responsible

company by producing environment friendly paints, in an environment friendly
production plant. BPBL is made up of well-experienced, well trained, highly
educated officials and very dedicated and experienced employees along with the
stakeholders. BPBL is nothing without its valued customers. So, to serve the best
to the customers has been on top of all priorities. As other Multinational
company Berger is also maintaining good Human Resource department including
Training & Development, Compensation and Benefit, Safety Health and
Environment.

The recruiting & selection system is also very effective in Berger in placing the
right person in right place.

The whole report work has been divided into different parts. Introduction –
helps to give an idea of what the report is going to be about, its objectives,
methodology etc. Organization Part – looks into the background of the Berger
Paints Bangladesh Limited and also about the Chittagong Factory. The report is
mostly concern about the HR practiced in Berger Chittagong factory. Project
part- deals with the objectives of Training and Development, its contents,
different steps and categories. Also about the compensation & benefits applies in
Berger Chittagong factory. And on the last part of the project is how BPBL is
maintaining its Safety and Health.

As Berger Chittagong factory is a part of Berger main corporate office but still it is
maintaining a similar view and emphasizing on safety & health as it is more risky
than the other. Berger’s pone of the prime objective is to provide best customer
support connecting customers to technology through specialized services and also
keeping the employee in high spirit.
 CONTENTS

TITLE PAGE

CHAPTER 1: INTRODUCTION
1.1 Introduction 01
1.2 Objective of the Study 02
1.3 Scope of the Study 02
1.4 Research Methodology 03
1.5 Literature Review 04
1.6 My Duties and Jobs as an Intern 06

CHAPTER 2: AN OVERVIEW OF THE PAINT INDUSTRY

2.1 Background of the Berger Paints 06
2.2 Management Structure 11
2.3 Vision and Mission 12
2.4 Major Products of BPBL 14

CHAPTER 3: TRAINING AND DEVELOMENT

3.1 Introduction 15
3.2 Steps of Training and Development process 18
3.3 Training methods followed by BPBL 21
3.4 Workers development program 24

CHAPTER 4: COMPENSATION AND BENEFIT

4.1 Introduction 25
4.2 Details of compensation and benefit 27
4.2.1 Compensation 27
4.2.2 Benefit 29

CHAPTER 5: SAFETY, HEALTH AND ENVIRONMENT

5.1 Introduction 33
5.2 Safety 33
5.3 Health 39
5.4 Environment 40

CHAPTER 6: FINDINGS OF THE STUDY

6.1 Findings 42
6.2 Recommendations for the studied industry 44
6.3 Conclusion 45
6.4 Limitation of the study 46
6.5 Reference 47
 CHAPTER ONE: INTRODUCTION

1.1 Introduction:

Since 1950 Berger has been involved in the paint business. As an international
group, Berger is one of the pioneers in the global paint technology with over 300
years of experience.

Berger paints Bangladesh Ltd (member of worldwide group) the only

multinational paint company of Bangladesh started its first plant at Kalurghat
Industrial Area, Chittagong, 25 years ago. Since then it has continued its efforts
to be the premier customer-oriented company by providing best quality, new
state of the art products and obviously the best after sales service utilizing its
access to the groups highly developed international research and development
facility, Berger has always been able to be one step ahead of the competition in
providing the best quality and the best technology to the customer. As a result,
Berger’s contribution is 49% of total paint requirements in Bangladesh Paint
market today.

Berger’s one of the prime objective is to provide the best customer support-
connecting consumers to technology through specialized services like free
technical advice on surface preparation, color consultancy, special color schemes
etc. To bolster customer satisfaction, Berger has recently launched Home Decor
Service from which one can get an array of services pertaining to painting.

With world-class range and durability, Berger is always ready to answer to all
weather condition.
1.2 Objective of the Study:

Broad objectives
The report serves mainly the following two purposes:
 To know about the HR activities currently practiced by the Berger paints
Bangladesh Ltd (Chittagong factory).
 To fulfill the requirement of the internship program.

Specific Objectives
 To analyze about the training and development process of the company.
 To know about the compensation and benefit process practiced in the
company.
 To understand the safety and health procedure of the company.

1.3 Scope of the study:

The report is based on three main part of HR activities of Berger Paints

Bangladesh (Chittagong factory) i.e. Training and development practices in the
industry, Compensations & Benefits are given to the employee of the company
and about safety and health procedure of the company. But, due to the
confidentiality issue of the company, some aspects were kept concealed.

1.4 Research Methodology:

Methodology refers to the essential part of the study and the process of collecting
information and arranging it in terms of the relevant issues of the study. It is
designed in a way so that it correspondents to achieve the objectives of the study.
The actual information provided in this report was collected from two different
sources, namely primary and secondary source. The information in the report in
connection to the treasury functions were collected from primary sources while
that for sales analysis was gathered from different published reports within the
organization and from the annual reports.

Primary Sources:
- Interview session with the Assistant Manager - Treasury of Berger Paints
- Day to day conversation, work experience and discussion with the
colleagues at BPBL.

Secondary Sources:
- Berger Paints Bangladesh Limited, Annual Report 2009
- Berger Paints Bangladesh Limited, Annual Report 2008
- Berger Paints Bangladesh Limited, Prospectus
- Video documentary prepared by Berger Paints Bangladesh Limited.
- Company Database.
1.5 Literature Review

‘Human Resource management is also known as ‘Personnel Management’.

Human resource Management is concerned with managing people at work, such
people or employee do not simply refer to ordinary employee but it also includes
management stuff and others. It is concerned with the optimum utilization of
human resource within the organization and with the creation of conditions in
which each employee is encouraged to make his best possible contribution to the
effective working if the Organization. “Personnel Management is that part of the
management function which is concerned with people at work and with their
relationship within an enterprise”- Institution of Personnel & Development.UK.

The year from 1945 to the present, have seen a steady increase in the status
functions of the personnel manager. The most recent trends in this direction have
been within the fields of training, organization and manpower plan. With
continued labor shortage, the necessity for long term planning of manpower
requirements and the devising of schemes for the technological and development
of the employees within the Organization emerged as an essential facet of the
work of the personnel department. Training and development is one of the most
important sectors of Human Resource Management. Dales S. Beach, in his
famous book on personnel, ‘The Management of the People at work’, defines
training as the organized procedure by which people learn through and/or skills
for a definite purpose. Training plays a significant role in dynamic companies to
bring about technological changes like automation, highly mechanized and
computer oriented systems, which may in their turn create new problems, new
methods, new equipments, new skill and knowledge, new products and services-
all these make the functioning of a training a must in an organization.

For the betterment of the employee’s performance compensation benefit plays a

great role. “Organizations need to be fluid to move as markets move. That
necessitates a more flexible approach to compensation” said by Kathryn McKee.
Compensation is as important factor affecting how and why people choose to
work at one organization over others. Employers must be reasonably competitive
with several types of compensation to attract and retain competent employees.

Safety and Health is another major factor that a organization faces in different
area specially the industrial company. Good metal and healthy mind is a
precondition of suitable working environment. Safety is needed in the
organization to preserve the physical assets from unsafe conditions and prevent
the human resources from unsafe act resulting injuries or death.

1.6 My Duties and Jobs as an Intern:

As I was appointed as an intern at the Human Resources Department of the

Berger Paints Bangladesh Limited, Chittagong Factory, I had to work for the
Employee Relation Manager, Mr. Shajjad Hossain, I had to work for Assistant
HR Manager, Mr. Najrul Islam also. Assisting two Managers in their different
works, was my major duties. One of my other duty was to assist the Management
Trainee Officer (MTO), Mr. Najam Us Sakib in organizing different sorts of
events.

Now the bullet points stated below will enlist all the tasks that I had done during
my internship period:

HR Compliance knowledge:
 Develop current knowledge of Labor Laws and HR Laws.
 Develop a working knowledge of HR information databases.
 Develop knowledge about compensation benefit.

Learning and Training:

 Attends seminars and meetings relative to HR profession.
 Cultivate interpersonal skill.
 Develop negotiating and public speaking skill.

HR Administration:
 Responsible for reception and telephone duties, including of signing for
front office packages.
 Track progress, datelines of all ongoing projects.
 Prepare Word, Excel, PowerPoint documents.
 Proof-read HR documents including audits, handbooks etc.
 Prepare all packages to be mailed through courier.
 Responsible for making meeting and travel arrangements.

Manage Recruiting Process:

 Coordinate candidate interviews, medical check up etc.
 Complete and mail out offer letter.

Safety Health and Environment Department:

 Work proactively with SHE team members.
 Openly share new ideas with SHE department.
 CHAPTER TWO: AN OVERVIEW OF THE PAINT INDUSTRY

2.1 BackGround of Berger Paints:

Berger is one of the oldest names in the paint industry and the country’s major
specialty paints businesses with products and ingredients dating back more than
200 years to 1760. Louis Berger, a German national, founded dye and pigment
making business in England. Louis Berger & Sons Limited grew rapidly with a
strong reputation for innovation and entrepreneurship culminating in perfecting
the process of making Prussian blue, a deep blue dye, a color widely used for the
uniforms of many European Armies. Production of dyes and pigments evolved
into production of paints and coatings, which till today, remains the core
business of Berger. The Company grew rapidly by establishing branches all over
the world and through mergers and acquisitions with other leading paint &
coating companies. With the passage of time Berger has unfolded its
kaleidoscopic wings into all kinds of paint solution be it Architectural paints or
Industrial coatings, Marine paints or Powder coatings. Berger has it all! Berger
has been involved in the paint business in this part of world since 1950, when
paints were first imported from Berger UK and subsequently from Berger
Pakistan. In 1970, Berger Paints Bangladesh Limited (BPBL), erstwhile Jenson &
Nicholson, had set up its paint factory in Chittagong at an estimated investment
of Tk. 4 million. The shareholders were Jenson & Nicholson (J & N), Duncan
Macneil & Co. Limited and Dada Group. Duncan Macneil subsequently sold their
shares to the majority shareholder J & N Group. The Dada Group’s share
ultimately vested with the Government of the People’s Republic of Bangladesh
after the independence of the country in 1971. The name of the company was
changed from J & N (Bangladesh) Limited to Berger Paints Bangladesh Limited
on January 1, 1980. In August 2000, J & N investment (Asia) Limited purchased
Government shareholding. In December 2005, the company issued 5% shares to
the public and listed with Dhaka Stock Exchange (DSE) and Chittagong Stock
Exchange (CSE).

With the entry of Berger Paints into the Bangladesh market, the country has been
able to benefit from more than 245 years of global paint industry experience.
Over the decades, Berger has evolved to become the leading paint solutions
provider in the country and has diversified into every sphere of the industry –
from Decorative Paints to Industrial, Marine and Powder Coatings. Berger has
invested more in technology and Research & Development (R & D) than any
other manufacturer in this market. It sources raw materials from some of the best
known names in this world: MITSUI, MOBIL, DUPONT, HOECHST and BASF,
to name a few. The superior quality of Berger’s products has been possible
because of its advanced plants and strict quality controls equal to best
international standards.

Investment in technology and plant capacity is even more evident from the
establishment of Powder Coating plant at Dhaka factory. The state–of-the-art of
Dhaka factory is an addition to Berger’s capacity making it the paint giant in
Bangladesh. With its strong distribution network, Berger has reached almost
every corner of Bangladesh. The nationwide dealer network, supported by seven
(7) sales depots strategically located at Dhaka, Chittagong, Rajshahi, Khulna,
Bogra, Sylhet and Comilla has enabled them to strategically cater to all parts of
the country. The product range includes specialized outdoor paints to protect
against adverse weather conditions, Color Bank, superior Marine Paints,
Textured Coatings, Heat Resistant Paints, Roofing Compounds and Epoxies, in
each of theses product categories, Berger has been the pioneer. Berger also
provides customer support connecting consumers to technology through
specialized Home Décor service giving free technical advice on surface
preparation, colour consultancy, special colour schemes etc. To bolster customer
satisfaction, Berger has recently launched Illusion – the first designer paint
solution.

Berger Paints Bangladesh Limited (BPBL)’s major milestones include:

1950 – Started operation in East Pakistan by importing paint from UK.
1970 – Establishment of Chittagong Factory.
1980 – Named as Berger Paints Bangladesh Ltd. from Jenson & Nicholson (J&N)
1995 – Establishment of double tight can manufacturing Plant.
1999 – Establishment of most modern state-of-the-art paint production plant in
Dhaka.
2002 – Construction of own building for the corporate office in Dhaka.
2004 – Establishment of powder coating plant.
2005 – BPBL went Public.

2.2 Management Structure

The Company is operating through well-defined management structure headed

by the Managing Director. Under the Managing Director there are various
departmental heads, senior and mid-level managers, officers and staffs.
Managing Director and the policy makers meet with regular interval to review
various business, operational and administrative issues. (Company Organogram:
See Appendix).

The Board of Directors

The list of Board of Directors of the company is given below:

Chairman : Mr. Gerald K. Adams

Managing Director : Ms. Rupali Chowdhury

Directors : Mr. K. R. Das, Mr. Anil Bhalla, Mr. Subir Bose, Mr. Jean-
Claude Loutreuil, Mr. Masih Ul Karim, Mr. Abdul Khalek,

Company Secretary : Mr. Abdul Khalek, FCA

2.3 Vision and Mission:

Vision of Berger Paints Bangladesh Ltd:

We shall remain as the benchmark in the Paint industry by:

Being an innovative and technology driven Company consistently delivering
world-class products ensuring best consumer satisfaction through continuous
value added services provided by highly professional and committed team.

Mission of Berger Paints Bangladesh Ltd:

 We shall increase our turnover by 100% in the next five years.

 We shall remain socially committed ethical Company spirit
“We undertake our quest with the enthusiasm of entrepreneurs, excited by the
constant search for innovation. We value performance achieved with integrity.
We will attain success as a world class leader with each and every one of our
people contributing with passion and an unmatched sense of urgency.”

Corporate objective of Berger Paints Bangladesh Ltd:

“Our aim is to add value to life to outperform the peers in terms of longevity,
customer services revenue growth, earnings and cash generation. We will be the
employer of choice for all existing and future employees.”

Strategy of Berger Paints Bangladesh Ltd:

“Our strategy is to build long term partnerships with the customers/consumers.

With their support we aim to maximize the potential of our business through a
combination of enhanced quality of product, service, creative marketing,
competitive pricing and cost efficiency.

“Quality Policy” of Berger paints Bangladesh Ltd:

We at Berger paints Bangladesh limited are committed to achieving total

consumer satisfaction. We commit to project ourselves as an ethical and socially
responsible company. We commit to continue as the market leader through
consistent sales growth, increasing productivity and developing new products
befitting consumer needs. We shall ensure continual improvement in our
operations through utilization of our highly professional and dedicated team,
proper process management and participation of our stakeholders. We shall set
measurable targets at appropriate stages and shall continuously monitor them.
2.4 MAJOR PRODUCTS OF BPBL

Production of paints and coatings is the core business of Berger. Berger produces
a wide range of paints including decorative/architectural paints, industrial
coatings, marine paints, and powder coatings. The main products of the company
are:

Table 3: Main Products of Berger

Major Categories Brand Name

Decorative
Synthetic Enamel Robbialac Synthetic Enamel,
Jhilik Synthetic Enamel
Interior Emulsion Robbialac Acrylic Plastic Emulsion
Exterior Emulsion Weather Coat
Distemper Robbialac Distemper
Cement Paint Durocem
Industrial Jensolin, Epoxy, Berger Industrial
Enamel
Marine Berger Marine
CHAPTER THREE: TRAINING AND DEVELOPMENT

3.1 Introduction:

The training and development of all employees is critical to the Company’s

success. It improves the performance of the company, teams and individuals and
makes an important contribution to the retention of staff and the development of
future talent. Berger Paints Bangladesh Limited (BPBL) is committed to
providing an environment which enables continuous learning, growth and
personal achievement of all employees. The achievement of this commitment by
the Company is also reliant on employee commitment and their willingness to
learn, develop, take on new roles and responsibilities and seek opportunities for
self-development.

Training and development plans are based on the future business strategy and
through the output of regular individual appraisals. These plans identify where
individual performance may be enhanced through development initiatives
including training courses, coaching, job experience, formal studies, etc.

The Company is committed to the effective induction of all employees and in

supporting all employees to realize their full potential. Training and development
opportunities are offered on a fair basis to all employees. The Company ensures
that no employee receives less favorable treatment or consideration.

Training and Development Objective:

 To help the employees perform more effectively in their jobs.

 To prepare the employees for future growth and advancement by
providing supervisory and other management programs.
 To building effective work teams through developing staff communications
and interpersonal skills.
 To inculcate a sense of dedication to highest quality.
 To keep an employee up-to-date with changes those affect the business
environment.

Training Needs Assessment:

Need assessment is the first step in the training and development process and
it focuses of detecting and solving performance problem. The purpose is to
identify if there is a need for training and the nature of the content of the
training program. This phase determines the relevance of particular trainings
to employee’s jobs and how it will improve the performance. It also addresses
the organizational problems and then distinguishes the training needs with an
objective to identify an appropriate training need which will link to improved
job performance with Berger Paints Bangladesh Limited (BPBL)’s goals and
bottom line.

Training Administration:

Objectives of a training program cannot be met unless there is a role-playing

of the Human Resource Department. This Department carries out all the
administration tasks of the training in co-ordination with the departmental
supervisors, employees and at the same time with the trainer who will be or is
in charge of providing the training program. As such, the HR department
works as an intermediary between the employees, their supervisors and the
training program. This is done to prevent any form of miscommunication and
to ensure that the employees are receiving the right training pertaining to
their needs, which will lead to improved performance of the company.

Training Evaluation:

Each and every training program is carried out with a view to achieving some
pre-determined objectives and to analyze whether those objectives are
fulfilled, training evaluation is a must. BPBL believes in continuous
development. Therefore, performances of the trainees are important to
evaluate to know the effectiveness of the currently practiced programs. This
will also help to rectify any loopholes in the process, which can be addressed
during the evaluation process. The overall phase of Training Evaluation will
focus on:

 Employees’ reaction towards the training program.

 Analysis of the knowledge and skills that the employees have learned from
the training programs.
 Application of the knowledge and skills that were taught in the training.
 Results of the new inputs made by the trainees.
3.2 Steps in Training and Development Process:

STEP 1: TRAINING NEEDS ASSESSMENT

In this step of Training Needs Assessment, individual employees and line
supervisors have essential and inexcusable role playing. BPBL recognizes that
employees are an integral part of organization and that they themselves have the
potential to judge what kind of training will improve their performance at work.
Therefore, they have the privilege to analyze their own abilities in line with their
job responsibilities and can discuss these with their line supervisors.

On the contrary, it is one of the key responsibilities of the supervisors to keep

their subordinates performance on constant check. They have to support their
employees’ learning and development by scrutinizing and finding out the training
needs. This is done in discussion with the employees. The supervisors have to
gives priorities according to importance and availability of resources and then in
prepare Annual Training Plan and External Training Recommendation which are
forwarded to the Human Resource Department, upon completion.

STEP 2: TRAINING ADMINISTRATION

Administration of Training and Development is mainly done by the Human
Resources Department. After receiving Annual Training Plan and External
Training Recommendation from the line supervisors, it the responsibility of the
HR Department to assess whether there is an actual necessity of the training
which will be viable for the improved performance of the employees to achieve
organizational objectives. Once this is done, HR searches through a number of
resources and channels to find out about the related training availability and the
associated costs with it. An approval from the Managing Director is then required
prior to registering an employee with a training program. Employees and
supervisors are also informed about the training details before registration.
Hereafter, registration of the training program is done with proper
documentation and the employees are able to attend the training. Finally, a
record of training programs attended by each employee is maintained.

STEP 3: TRAINING EVALUATION

Employees and line supervisors again have a major role playing in this segment
of Training and Development of BPBL. It is believed that active co-operation of
all the parties will generate an accurate final output. Training Evaluation consists
of four segments including Reaction, Learning, Transfer of learning and
improvement in organizational work, and finally a cost-benefit analysis of the
training program. Employees who attend the training programs are expected to
apply the newly learnt skills and knowledge at work and evaluate how it has
helped to perform a task compared to the ability the incumbent possessed
preceding training. They have to identify the differences and report their findings
along with other views and suggestions to their line supervisors. This information
flow can also include important notes on the first three segments of Training
Evaluation, i.e. Reaction, Learning and Transfer of learning and improvement in
organizational work.

Line supervisors, on the other hand, have to carry out multiple tasks. First and
foremost, they have to prepare questionnaires and conduct survey of the trainees
about their reaction towards the training program. This will then be followed by
an interview of the trainees regarding what they have learned from the program.
Information are all accumulated and kept for future references and comparison
with previous performances of the employees. Problems identified in the training
programs are recorded in order to be addressed to in future. In the mean time,
supervisors have to perform activities for the third segment of Training
Evaluation. They have to create work samples or allow and observe employees
transfer their knowledge at work and at the same time evaluate how it improves
the jobs. Occasional discussions are carried out to identify problems. Finally,
supervisors prepare a report consisting of records of all the evaluation of trainees
and send it to the HR Department.

HR Department, after receiving the reports from the line supervisors, makes a
through analysis and determines whether the training programs are actually
effective. This is then finally followed by the fourth segment of Training
Evaluation, i.e. Cost-Benefit Analysis. This is done by determining the Return on
Investment of the Training Program and compares it with the cost of training.

3.3 Training methods followed by Berger Paints:

Several methods can be used to satisfy on organization training needs and

accomplish its objectives. The Berger paints classified their training by two
categories:

1. Non-Supervisory Training
Non-Supervisory Training is the training for worker and operators of the
company. Permanent and casual workers are included for these.

2. Supervisory Training:
The training for the managerial employees is called supervisory training.
Different department’s officers and management trainee are included to this.

TRAINING METHOD OF BERGER PAINTS

1. On the job training

2. Vestibule Training

3. Apprenticeship Training

4. Classroom training
∗ Lecture
∗ Conference
∗ Case Study
∗ Role Playing
∗ Programmed Instruction

5. Demonstration and Simulation

On the job training:
On the job training is designed to create awareness among the workers
(permanent and casual) about production process, packaging, discipline,
punctuality, safety, health, environment, housekeeping, handing of a
machineries etc. The training will be held in every month in cyclic order as
per training calendar. This will undoubtedly help to improve and maintain
the abilities and skills of the employees and thereby make the organization
economically more viable and more productive by utilization and
development of Human resources.

Vestibule Training:
In vestibule training, procedure and equipment similar to those used for
the actual job are set in a special working area (called vestibule). The main
advantage of this method is that the trainer or worker can emphasize
theory and use the proper techniques rather than output.

Apprenticeship Training:
Apprenticeship training is frequently used to train personnel in skilled
trades such as electricians, mechanics. This type of training period
generally lasts from 6-4 years. During the training the trainee or worker
under the guidance of a skilled licensed worker, but receives lower wages
than the licensed worker.

Classroom Training:
Classroom training is conducted off the job and is probably the most
familiar training method. This training is an effective means of imparting
information quickly or large groups with limited, or no knowledge of the
subject being presented. This training is more frequently used for
technical, professional and managerial employee.

Demonstrations and Simulation:

Demonstration and simulation are the important training methods of
Berger Paints. Demonstration may be carried out on the job or in a
classroom. A demonstration in which the instructor actually shows the
trainees how to do something has wide application.

A simulator is any kind of equipment of technique that duplicates as

nearly as possible the actual condition encountered on the job.

On the job training, Vestibule training and Apprenticeship training are

usually for the non-supervisory training. Class room training and
Demonstrations & Simulation are for the supervisory training.
Training Institution for Berger Paints:-

When it is not practical for a company to conduct its own training courses it can
usually assistance from educational institutions and professional organizations.
Institutions:-

International Local
Indian Institution of management- Berger Learning Center
Bangalore, Ahmadabad.
Singapore Institution of management- Continuing Education centre
Singapore

Asian Institute of Technology TACK International Training centre

Sasin BRIDDI and others

3.4 Workers Development Program:-

Year Program Details Conducted Duration No. of
by workers
2005 Industrial Relations Administration 1week 53
Development
2006 Workers education Labor welfare 1 week 4
program centre
2006 Apprenticeship Administration 2 week 20
Training
2007 Workers training Labor welfare 1 week 3
program centre
2008 On the job training Administration 1 week 53
2008 Industrial Relation IRI 1 month 2
2009 Fire Fighting Fire Service & 1 week 53
Training Civil defense
CHAPTER FOUR: COMPENSATION OF BERGER PAINTS:

4.1 Introduction:
Compensation is really a very important matter for any business organization.
For any sort of business organization, the employees who make up the workforce
are very important. It is also very important to make an attractive compensation
package for these employees. The compensation package must be very attractive
to increase the image of the organization as well as to retain the employees with
the organization.

Berger Paints Bangladesh Ltd (BPBL) is also following a compensation package

that helps them to retain the FTEs (full time employees) and the casuals. Though
they are on a track to compensate the employees in a competitive manner, but
they try to give a bit higher salaries and wages to the employees to remain as a
competitive organization in the market.

They judge the job positions first and then they go for the study of the same
categorized job position in the other organizations, and see the pay level of these
positions. Then, BPBL decides that how much will be paid to the positions that
they are defining or examining. In this case BPBL tries to be very fair about the
pay levels. They try to fix the pay level in such a manner that is fair and effective
for them and to the employees too.

Whenever they have created a new sort of job position, then they show their
uniqueness in the job market. Then they go for such a pay level that sets them as
a premium organization. For example they have created a new important
technical position that is not available in other organizations, and then BPBL sets
a compensation package for the position that is really very unique and lucrative
to the applicants. Thus how BPBL sets compensation packages for the employees.

In other cases, when BPBL hires employees from the competitor companies,
BPBL tries to pay them more compared to the previous companies. It is a way
where the BPBL influences employees of other companies to quit their job and
join the BPBL. In such cases BPBL has to pay a lot to attract the bright potentials
and then keep them working with the organizations. But ultimately it is not all
about paying. It is also dealt with the job positions. Whenever employees of other
companies leave their jobs, they not only care about the higher pay levels, they do
care about the new positions at BPBL. So, BPBL has to attract the potentials with
money and also with the job positions too.

Now we will see that how the Berger Paints Bangladesh Ltd (BPBL) designs their
compensation packages to recruit more employees and retain them with the
organization.
4.2 Details of Compensation and benefit:

Cost Effectiveness:
In cost effectiveness the BPBL tries to minimize the costs behind the employees.
It means the employees will be paid in a good margin, but it will also be cost
effective for the organization. Otherwise, if the salaries are paid without any sorts
of judgment or study, then it will be expensive for the organization. Such sort of
careful decisions about pay levels are made for those positions where the
employees will get same or lesser salaries in other job places if they switch their
jobs.

Skill-Based Compensation:
In skill based compensation the organization pays for the level of skill of the
employees. These positions are very important for the BPBL. There are shortages
of skillful people in our country. So the BPBL tries to hire skillful employees to
serve for them and help to achieve growth. Skillful people are like diamonds for
the BPBL. In this company these people are paid in a higher range compared to
the other positions of the organization.
Top level managers, production officers, technical persons are mainly labeled as
skillful people. Because the technical people help the company with their
production skills, top level managers are counted as the resource persons with
vast knowledge of the production and business sectors. Then the managers are
also skilful persons who have a lot of experiences with other companies and have
good communication skills with well managerial skills to handle all kind of
employees of the company.

In skill based compensation, the skills of the people are emphasized. Their
experiences, knowledge, and other useful skills are paid.

Economic environment:
In today’s world the economic environment plays a vital role for any
organizations. Whenever the economic conditions affect the whole market, then
it is a huge matter for the BPBL. For example, we are seeing the time of recession,
BPBL is also thinking to cut or minimize the salary levels. But they cannot do this
easily as the pressures will be higher. But they are trying to cope up with the
current situation.

Pay for Performance:

BPBL also has plans for pay for performance. Whenever any employees show the
best level of performances, then the bank tries to increase the salaries or give
extra incentives. This enables the good performers to do well in future, and also
motivates in a great deal.

Retention payment:
In retention payment, BPBL tries to hold those employees who are very much
precious for the organization and the other banks or the competitors tend to take
them away with higher lucrative salaries and bonuses. In this sort of payment
BPBL tries to give more payment to this type of employees who are very well
performers and have a huge network of link in the business world to benefit the
organization. The aim of this payment is to make the employees stick with BPBL.
The Managers, Assistant Senior Vice Presidents (ASVP), Assistant Vice
Presidents (AVP), Vice Presidents (VP), and some other position holders are the
employees who are paid with this sort of payments.

Motivating payment:
Berger Paints Bangladesh Ltd (BPBL) tries to pay the employees in such a way
that motivates them to work well and makes motivated. In the industrial
company, the work pressures are very high. So the employees are less relaxed
with leisure. The BPBL tries to pay the employees in such a way that never drives
the employees to a frustrated situation. The payments, the bonuses and the
incentives are designed in such a manner that keeps the employees motivated.

Job analysis payment:

In this sort of payment the compensation is designed after conducting the job
analysis. The jobs are analyzed with the KSOs needed, the works included to the
positions, the skills required for the positions. Then the fixtures of the payments
are decided.

These are the main ways how the Berger Paints Bangladesh Ltd (BPBL) designs
their compensation packages.

Bonuses and Incentives:

High Salary:
Berger Paints Bangladesh Ltd (BPBL) as a paint industry provides high salary to
their employee. Their salary pay scale in different position is more than any other
paint industry.

More Facility:
Berger Paints Bangladesh Ltd (BPBL) providing the highest facilities to their
employees. Their facilities includes-
 Discount
 BPBL Share
 Foreign training

Discount:
As a BPBL employee he or she always gets some discount in some particular
product. Suppose for the Singer Products the BPBL employees gets 5% discount
from the tagged price. For the Transcom international (electronic products) they
get 10% discount.

Berger Paints Bangladesh Ltd (BPBL) Share:

BPBL allows their employees to buy the share through them at a lower price. The
benefit is that if there any loss incurred then the loss will be beard by the BPBL
but for profit there are no bindings. The employees will get the full percentage of
their profit from the share.

Foreign Training:
Employees always need some training to keep them competitive enough for the
outer world. BPBL some time provides training for their employees in the foreign
countries. The training cost fully bear by the company.

Allowances:
In addition to the basic salary there are a number of allowances. Every employee
receives each month as follows:

Housing Rent Allowance: This is a monthly allowance which is added to their

basic salary according to the respective grade of employee.

Transport Allowance: This may in the form of a cash payment or the

company provides a car for officers. Executives have the option to cash out the
car benefit.

Leave Allowance: For the leave allowance employees have to apply 2 weeks
before and request for this allowance to be paid. This will be paid according to the
respective grade and once in a year.

Medical Allowance: Employees are allowed for medical expenses for their
spouse/partner and children. The company will pay up to allowance for medical
consultations and examinations, cost of drugs, medicines, injections, and other
appropriate medical treatment.

Late Shift Allowance: Certain jobs such as when more production is needed
may require working hours or also may require for starting production shift such
as evening or night shift. Staff working such hours will receive an allowance.

Daily Allowance: Staff visiting cities outside their home office on official
business will be entitled to a daily allowance to cover incidental expenses such as
meals and transport. The amount will be reduced by 20% if the staff has a lunch
provided by the company or another party and by 40% for dinner. If they arrive
late or departing before 3.00 pm, the allowance will be reduced by 50%.

Leave: The BPBL employees enjoyed a greater number of leave benefits in a

year. Most of them are paid benefit. Apart from this in a year (365 days) they
enjoyed one third (165 days) of it’s as a leave. The different types of leave include.

Leave fair assistance: If any employee, suppose takes leave from the
organization for one month then he will get the full month’s salary with some
extra allowances.
Sick Leave: If you are absent due to sickness for the period of 3 days or more
you are required to provide a medical certificate from a registered doctor. In case
of absence due to sickness you must inform your head of department or human
resource department regarding your inability to attend office. If you are absent
for a extended period due to illness and hospitalized you are required to inform
human resource department with details so that they can process your hospitalize
insurance claim.

Maternity Leave: Female staffs are eligible for maternity leave up to a

maximum of 90 days during their pregnancy. You may take this leave before or
after the completion of six weeks from the day of your delivery.
Any leave of absence on account of maternity which is greater than the maternity
leave entitlements can be adjusted from your annual leave.

Privileged Leave: As confirmed staff you will be entitled to 7 days leave

including weekend and national holidays at the time of marriage.

Paints: All permanent employees are entitled to purchase certain quality of

paint at 25% discount on MRP every year and executive are entitled for free paint
for painting their house every three years.

Profit Bonus: All performance employees of the company are entitled for profit
bonus, which is declared in the AGM.

Target Bonus: All the employees of the company are entitled for target bonus,
which is determined by the company’s executive.

Festival Bonus: All the employees of the company are entitled for different
kind of festival bonus. Like: Eid-ul-fitre, Eid-ul-azha. Durga puja etc.

Apart from these facilities they also provide some end benefit to their employees
these include:
 Provident fund
 Gratuity fund
 Super vision fund

Other important facilities
 Long service award
 Promotion
 Job evaluation

Long service award:

Long service awards have been instituted as a token of appreciation for an
employee’s long term of service with the bank. Those who complete 25 years
service with the bank will receive awards from the CEO at a function that will be
organized to felicitate the long service award recipients.
Promotion:
Employees are rewarded according to their performance. Every employee has a
desired target and their work is designed and forwarded to obtain those desired
target. When employees fulfill their target their level is increased. They are
promoted to one grade to another grade.

Employees’ performance evaluation:

BPBL strictly follows their rules and regulations to make the performance
evaluation. They evaluate their employees based on their performance. If they
found the positive result from the performance evaluation then they just increase
the level or grade of that employee. And employees get internally motivated to do
give the better performance because they know that their career development
depends on the performance evaluation. And this performance evaluation is fair
and clear so they feel motivated. As they follow their rules strictly so, there is no
chance of making mistake about any one’s evaluation.

CHAPTER FIVE: SAFETY, HEALTH AND ENVIRONMENT

5.1 SHE:
Safety Health and Environment (SHE) is an independent department in Berger
Paints. SHE has very significance role in such a big industry where hundreds of
machineries are in motion day and night. Enormous electric power is being used
every corner of the factory. Hazardous and non-hazardous chemical are the main
raw materials for the production. There are ample chances for accidents and
injuries or damage of the equipment if one works unsafely or without taking pre-
caution. That’s why SHE has a vital role for the safety of the employees,
equipments and environment as well.

5.2 SAFETY:
Safety is the protection against workplace hazard, illness, injuries even death.
Safety is the accident free condition.
There is Safety Policy of Berger Paints Bangladesh which is given below:
1. Develop, design, operate and maintain facilities and processes that are safe
and without risk to health and safety.
2. Develop, introduce and maintain occupational Health and Safety
Management Systems to meet Berger Paints requirements and verify
compliance with these through regular audit.
3. Set annual improvement targets and review these to ensure that they are
being met in all levels.
4. Involve everyone in implementations of this policy and provide
appropriate training.
5. Investigate all injuries and incidents, and use the learning for continuous
improvements.
6. Recognize and reward for demonstration of exemplary safety behavior.
Berger Paints management system develops a risk-free working condition which
is safe and healthy at the same time. Also it is very dynamic to ensure the rules
and regulations are complied.

Improvement Targets and Key Performance Indicator (KPI) is set for both
supervisory and non supervisory employees.

It is highly recommended to enroll each and everyone within the factory to make
sure every employee is alert about the common hazards and also arranges proper
training for all.

Investigate every incidents is must and find out the underlying reason behind it.
And Management must reward the employees in various safety related activity
for motivation.

Safety Motto: The safety motto is “Safety First”. “Safety, Safety, Safety, then
Production” is another popular slogan.

There are General Safety Rules of Berger Paints which are given below:
1) Follow instructions, don’t take chances, if you don’t know, ask.
2) Report any condition or practice that you think may cause injury of
employee and damage equipment.
3) Put everything you use in proper place.
4) Keep your work area neat and clean.
5) Use the right tools and equipment.
6) Whenever you or your equipment is involved in accident, report it
immediately regardless how minor it is.
7) Use, adjust, alter and repair equipment only when necessary.
8) Wear perfect Personal Protective Equipment (PPE).
9) Don’t fool around, don’t distracting others.
10)When lifting, bend your knees, grasp and load firmly, then raise the load
keeping your back as straight as possible.
11) Obey the safety signs and instructions.

These rules are very common for all types of operation or activities within the
factory. There are more specific rules for separate job but these are general. The
rules are learned in the safety training before an employee enters the production
floor or maintenance floor.

Hazard: Hazard is a condition or practice with potential of accidental loss or

damage or injury. Hazard is everywhere and company identifies the common
hazard and eliminates those.

The General Hazards in the Factory:

1) Electrical works
2) Pressurized gas
3) Hot Steam
 4) Compressed Air
5) Acid and other corrosive chemical
6) Over Head Danger
7) Moving Machine / Rotating Parts
8) Flames or Welding works
9) Dust
10) Slippery Floor / Fragile Roof
11) Sharp Edges
12) Fall from Height
13) Fork Lift / Covered Van / Truck etc
14) Working in Excavation
15) Working in Confined space

Identifying Hazards:
1) Physical Hazards: Noise, Vibration, Radiation, Defective illumination,
Temperature etc.
2) Biological Hazards: Viruses, Bacteria, Fungi, Parasites, Insects etc.
3) Chemical Hazards: Dust, Gases, Vapors, Fumes, Mists etc.
4) Sub-standard and un-safe condition: Sharp edge, broken, switches and
electrical fittings, loose wiring, no cover on the moving parts, no
earthing.
5) Ergonomically Hazards: Exhaustive physical expressions, excessive
standing, improper, motions, lifting heavy loads etc.
6) Poor and Inadequate Engineering: Leak in acid and steam line, micro
switch not working machine, protruding nails in machinery.

Accident / Incident Reporting and investigation:

Accident: Accident is a first aid case or an occupational sprain / strain injury

regarding just a single treatment by a medical doctor or a registered health
professional e.g. nurse physiotherapist etc followed by observation must be
recorded as a first aid case.

Sequences of accident reporting and investigation:

1) The accident victim goes to medical centre immediately.
2) Medical officer will give treatment and classify the accident according to
severity and fill-up an accident report.
3) Location-in-charge of the accident will also inform to SHE department
within 24 hours.
4) SHE dept will investigate and analyze the accident again and finalize the
report and publish it in monthly safety report.

Near Miss Reporting:

Near Miss: Near Miss is potentially injurious / dangerous incident where a
hazard failed to hit its target as the hazard was stopped by any type of control or
as any sort of escape was managed by the target.
Sequence of Near Miss reporting:
1) Near Miss victim or viewer of incident and Officer / Manager of the
location must report it within 24 hours.
2) Location authority and circle leader will analyze the incident first.
3) Depending upon the importance SHE manager will analyze it again from
different points of view.
4) Though it is primary level report, it is treated with high importance which
is published in monthly safety report.

Fire Fighting: Fire Fighting establishment is very sophisticated in Berger Paints

Chittagong Factory. There are ample resources to defend fire.

General Rules:
1. Press the emergency fire alarm
2. Isolate the nearest cutoff switch
3. Seek help from security gate house
4. The trained person will charge nearest DCP extinguisher first
5. And then evacuate.
6. In the mean time as soon as possible all people will go to the assembly
point.
7. In case of big fire, only listed fire fighters, security guard, and fire service
will work together for extinguishing fire.

5.3 HEALTH

HEALTH SERVICES: Employees work in the factory where lots of rotating

machine with sharp edge are in motion, hundred types of chemical is being used,
large machineries with huge sounds, pan room where temperature is always high
etc. For these reasons, a regular medical checkup is necessary, and Berger Paints
arranges it both for management and non management staffs.

Medical Service Centre: A dedicated medical center is situated in the factory

premises. Doctors are always available here for continuous services which is free
of cost.

Medical Check Up: Once in a year, Ear Test is done in the local hospital which
is arranged by the company. It is done basically for the operative, i.e. non
management staffs who work in the places with huge sounds.

Medical Seminar: For health and safety awareness, once in 3 months company
arranges some seminars inside the factory where specialist doctors such as Heart
specialists; Diabetic specialists etc are invited to deliver important factors
regarding health.

Health / Safety Hand Bill: Sometimes company prints attractive leaflets and
posters regarding health and safety tips, which are distributed among the
employees.
PPE: Personal Protective Equipment (PPE) such as P2 Mask, Ear Plug using is a
must for the employees who work with hazardous chemical powder and machines
which make huge noise, like Boiler, Gas Generator etc.

There are other PPE’s for employees to work in a healthy and safety conditions:

1) Helmet – for working at height / over head dangers

2) Apron – working with hazardous chemical liquid
3) Safety Footwear – everywhere in factory premises
4) Hand Gloves – work with sharp edges
5) Goggles – work with welding or gas cutting
6) Safety Harness / cross safety belt – work at height
7) Mask – hazardous chemical powder / liquid
8) Visor /face shield – welding or work with sparks
9) Ear Plug – work with machines with huge sound
10)Life Jacket – work in watery area
11) Earthing connection - work with electrical equipments

5.4 ENVIRONMENT:

Environment is the surroundings, especially affecting people’s lives. Environment

includes Air, Land, and Water etc.

Air Pollution: Air is polluted by industries with actively emitting smoke stacks
such as gases, fumes; heat which contents carbon monoxide, sulphur oxides,
nitrogen oxides, particles, hydrocarbons etc. Polluted air can affect human health
and quality of life, destroy vegetation and animal life and consequently destroy
our life. The biggest issues around Air pollution are: Acid rain, Global Warming,
ozone layer Depletion.

Air Pollution Control: Procuring any machine or equipment one must know
the following safe emission level:
1) Sulfur Dioxide - 120 micro gram/m3
2) Carbon Monoxide - 5000 micro gram/m3
3) Black Smoke - 65 Hartidge Smoke Unit

Water Pollution: Water is polluted in two ways: directly, i.e. due to production
process, or indirectly, i.e. due to consumers using our products. The production
process makes the water polluted by adding excessive percentage of carbon which
is not suitable for human beings even not for animals or trees.

Water Treatment: Effluent Treatment Plant (ETP) is situated within the

factory. ETP is a process where excessive amount of carbon is eliminated from
waste water. In fact in this factory, production process generates huge amount of
waste water in which carbon has greater percentage. ETP purifies water in 4 steps
and discharge it into the drain. Berger Paints complies with government
legislation as following:

Safe Limit of Industrial Effluent Bangladesh Standard

1. Temp (deg C) 40
2. TDS (mg/l) 2100
3. COD (mg/l) 200
4. BOD (mg/l) 50
5. pH 6.0~9.0

Land Pollution: Land is also polluted be dumping of waste (solid or liquid) n

the land by industries. Some chemicals don’t decay easily and produce
contaminations when they decay e.g.: Plastics, Organic Solvents, Radioactive
Materials, and Asbestos etc. Aggressive removal of trees, burning of natural
vegetation, organizing and bad land management are all examples of activities
which decreases the natural plants which causes soil erosion, desert formation,
climate changes happen.

Waste Disposal: A broad assessment of the physical, chemical and

toxicological properties of each waste should be determined. Wastes such as
building waste, paper, ferrous and non-ferrous metal, food, glass etc should be
separated. Take appropriate measure to protect the people in handling the waste.
Provide adequate information on the nature of waste transporter and in the waste
disposer. Disposal of solid waste to landfill should only be carried out at
authorized sites.

CHAPTER SIX: FINDING OF THE RESEARCH

6.1 FINDINGS
 BPBL has a well established Training and Development Policy Manual to
guide all the supervisors and other employees for an effective development
of themselves and the organization at the same time. Supervisors of
different departments were given a set of questionnaires consisting of a
number of questions that were targeted toward the different steps of
Training and Development.
 The components that are discussed previously on the Training &
Development section are practiced on supervisory training only. Non-
supervisory training has some specific training, which keeps on altering
rather than giving something new. In BPBL ‘On the job training’ is
commonly used for the non-supervisory training. Casual workers are most
often overlooked by the supervisor.
 It is seen that although BPBL has set up a policy for supervisory training,
but there are lacking in the process of implementation. The supervisors of
 functional departments of BPBL have a vague idea about what steps to
follow for training. From the responses in the survey, it is seen that the
supervisors carry out the process more with the guidance of their common
sense rather than what is detailed at the policy.
 Berger Paints Limited Bangladesh (BPBL) is also following a
compensation package that helps them to retain the FTEs (full time
employees) and the casuals. Though they are on a track to compensate the
employees in a competitive manner, but they try to give a bit higher
salaries and wages to the employees to remain as a competitive
organization in the market.
 They judge the job positions first and then they go for the study of the
same categorized job position in the other organizations, and see the pay
level of these positions. Then, the BPBL decides that how much will be
paid to the positions that they are defining or examining. In this case
BPBL tries to be very fair about the pay levels. They try to fix the pay level
in such a manner that is fair and effective for them and to the employees
too.
 A good safety performance is always the result of planned and coordinated
efforts on the part of the organizations. In Berger paints regulations for
safety are designed to protect persons, property against hazards arising
from electricity or unsafely installations. From my survey I have found
that Berger is very much aware for their workers or employees safety.

6.2 Recommendations:

 For training and development supervisors should be more accountable to

his/her senior as BPBL has a structured training system but more of its
work falls upon supervisor. So supervisor’s accountability should be under
someone.
 Company should concentrate more on casual worker as they are not at all
educated even though they do not have the basic knowledge of a industry
so before appointing a new casual worker he should be trained properly
about the basic things of the industry.
 Company should take some certified trainer.
 A work hour in the company is very hectic, as most often they have to stay
for long hours. So, they could give more emphasis on the recreation of the
employees during the work hours.
 BPBL should arrange the transport facility for their employee and workers
because their factory is quite far from the main city.
 There is no female employee at BPBL (Ctg factory), so they should appoint
some female employee.
6.3 Conclusion:

Berger, one of the oldest names in the paint industry, began its business in
Bangladesh since independence. Over the decades, Berger has evolved as the
leading Paint Solution Provider in Bangladesh and has diversified itself into
almost every sphere of the industry, from Decorative paints to Industrial paints
to marine paints. It has always been a dream to be able to work for a Multi
National Company and my dream was fulfilled for three months as I was
conducting my internship in one of the renowned MNC around the world- Berger
Paints Limited. It has been an amazing experience for me as I completed my
internship as well as my first job from such an incredible organization. In this
company, interns are not treated as guests for three months. We are actually
involved in real time projects where our inputs and contributions are highly
appreciated and necessary. During my internship or my first job, I was exposed to
many works, which I never thought of even doing. As I have Human Resource
Management as my major so working under the department of HRM was really
great to me. The thing what I have used to study on the book and over there I
found them implementing and practicing in front of my eyes which gave me great
pleasure for the study I have done so far. Therefore I must acknowledge the fact
that there are countless number of things that I learnt during my internship
about how the company operates, its day to day activities, problems that occur
every day and how to resolve them effectively and efficiently. No matter where I
work, I’m confident that I will be able to apply my learning and knowledge in any
organization.

6.4 Limitation of the Study:

 One of the major limitations for preparing a report was confidentiality.

Collecting information was particularly difficult because employees are
very busy working there and finding out time between your own work and
the report is at times difficult.
 Another limitation was time. As I was doing my internship at Berger
Paints Bangladesh Limited, I was with several official activities. More over
my stint Berger Paints Bangladesh limited was a job so my responsibilities
were higher so time was of crucial importance. After internship duration I
got sick severely so could not give my best.
 Another major problem was the transfer of data from the office PC to my
home. As I have prepared most of my work in my office PC it was always a
difficulty, as it did not have the provision of internet. More over working in
different PCs and laptop always meant there was a problem with the
formation as different segments were done in different PC. More over the
secondary information gathered from the different departments were done
in different computers.
 Also face difficult to communicate with the company’s labor relation
manager or general manager due to their heavy workload.
  My personal limitation also contributed greatly in making the study less
perfect then desired.

6.5 References:
www.bergerbd.com
www.epzbangladesh.org.bd
www.asianpaints.com
www.wikipedia.com
Berger Paints Bangladesh Limited Annual Report 2007
Berger Paints Bangladesh Limited Annual Report 2008
Huq. S. A. (2000), “Personnel/Human Resource Management”, 1st
Edition, Kalpana Publishers.