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Training and Development

Beximco Pharmaceuticals recognizes the importance of training and developing its employees. It uses a training needs assessment process involving individual analysis, organizational analysis, and task analysis to identify training needs. Supervisors play a key role in prioritizing training needs based on importance and available resources. Training objectives include maintaining proficiency, learning new skills and systems, and developing knowledge for career goals. Training methods include on-the-job training using task checklists, classroom sessions, and materials like videos and manuals. Training is evaluated before, during, and after to assess its effectiveness and impact on individual and organizational performance.

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61 views

Training and Development

Beximco Pharmaceuticals recognizes the importance of training and developing its employees. It uses a training needs assessment process involving individual analysis, organizational analysis, and task analysis to identify training needs. Supervisors play a key role in prioritizing training needs based on importance and available resources. Training objectives include maintaining proficiency, learning new skills and systems, and developing knowledge for career goals. Training methods include on-the-job training using task checklists, classroom sessions, and materials like videos and manuals. Training is evaluated before, during, and after to assess its effectiveness and impact on individual and organizational performance.

Uploaded by

ashraful alam reyad
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Training And Development

Step 1: Training Needs Assessment

Beximco Pharmaceuticals 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. In this step of Training Needs Assessment, individual employees and line supervisors
have essential and outrageous role playing. Therefore, they have the privilege to analyze their
own abilities in line with their job responsibilities and can discuss these with their line
supervisors.

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. They have to support their
employees’ learning and development by scrutinizing and finding out the training needs. On the
contrary, it is one of the key responsibilities of the supervisors to keep their subordinate’s
performance on constant check. This is done in discussion with the employees.

The Beximco Pharmaceutical Ltd. Follows the following procedures for training need
assessment for the organization:

Individual analysis:

It is a procedure for figuring out if employees need training, and whether workers are prepared
for training. Beximco pharmaceutical distinguishes about the learning, capacities and skills do
trainees as of now have to take part in the training. It helps the organization to distinguish who
needs training.

Organizational Analysis:

In Organizational analysis the organization first decides about the organization’s assets for
training, related expense connected with training & the normal advantage of training. It mainly
includes deciding which organizational context is suitable for training, given the organization’s
business methodology.

Task Analysis:

In Task analysis, the TNA is to understand the specific skills and knowledge required for
particular tasks and positions. It mainly focused on which type of task is necessary for the trainee
to get out of effective result from the training.

Identification of training objectives:

Training and development activities are planned on the basis of need and demand to enable
employees to meet one or more of the following objectives:
1. Upgrade or maintain proficiency in their current jobs.

2. Learn new postal systems, procedures, or technologies.

3. Acquire job-related knowledge, skills, and abilities after selection for or assignment to a
specific position or duty.

4. Develop knowledge, skills, and abilities as part of a succession planning system.

5. Obtain and enhance knowledge, skills, and abilities unrelated to their present duties in
order to attain self-determined goals or career objectives.

Designing and Delivering Training Materials:

Beximco pharmaceuticals primarily depends on “On the Job Training” to develop skills for their
manpower. To facilitate this training process each area of Training follows a Training Task
Checklist (TTCL). Specifications are also used as supporting document to train a trainee since it
is considered to be the Standard Operating Procedure (SOP) that must be followed to do the job.

Training materials may vary from area to area depending on their training process. Each
department or area of training may identify their training process and specify on the TTCL.
Additional materials used for training might be as following:

¨ Training Videos

¨ Written or Verbal test materials

¨ Process Technology Handbook

¨ Equipment Manual

Training Class

Beside on job training, relevant theoretical knowledge is provided through classroom sessions.
These sessions actually stimulate the technical know-how learned during the on-job training.
Training department arranges rooms for these class sessions required for on job training
according to the shifts and nature of the training needed.

Process of Training Evaluation

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 assigned possessed previous training. Employees and line supervisors again have a
major role playing in this segment of Training and Development of Beximco Pharmaceuticals.
They have to identify the differences and report their findings along with other views and
suggestions.

Each and every training program is carried out with a view to achieving some predetermined
objectives and to analyze whether those objectives are fulfilled, training evaluation is a must.
Beximco Pharmaceuticals 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 find any lacking in the process, which can be addressed during the
evaluation process.

Training evaluation also go through observation. Following steps mentioned below:

Before Training: The learner’s skills and knowledge are assessed before the training program.
During the start of training, candidates generally perceive it as a waste of resources because at
most of the times candidates are unaware of the objectives and learning outcomes of the
program. Once aware, they are asked to give their opinions on the methods used and whether
those methods confirm to the candidates’ preferences and learning style.

During Training: It is the phase at which instruction is started. This phase usually consists of
short tests at regular intervals.

After Training: It is the phase when learner’s skills and knowledge are assessed again to measure
the effectiveness of the training. This phase is designed to determine whether training has had
the desired effect at individual department and organizational levels. There are various
evaluation techniques for this phase.

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