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Assalamu Alaikum. We all know about 4m, the factor of production man, machine material,
method. Among these factors, nothing is possible without the factors named Man or human.
But to make this effective and efficient we need to burnish this component. That means it
needs training to prepare itself for the work.
Honourable teachers myself Musfiqur Salehin Bhuiyan bearing Id b-180202135 to discuss
about the report titled The impact of training and development on knowledge and Skill
Development of the Employees in Square Pharmaceuticals.
Company Details
• Short-term process
• Immediate skills acquisition
Development means
• Long term process
• Focuses on growth and progression over time
Some Common Training Program:
• Learning Measure whether or not the learner has acquired the knowledge, skills,
attitude, confidence, and commitment that the training program is focused on.
• Behavior Measure behavioral changes after learning and see if the learners are
taking what they learned in training and applying it as they do their job.
• Results Measure whether or not the targeted outcomes resulted from the
training program, alongside the support and accountability of organizational
members.
• The 70-20-10 model for learning and Development
• On-the-job learning
• Exposure
• Educational events
A training and development initiative:
Bangladesh Labor Law along with the latest amendment 2018
Recommendation:
1. Implantation of Learning Management System: To synchronize the entire training
process, forecast training needs, maintain a training database, and gather feedback, it is
crucial to implement LMS in such a giant organization.
2. Scale Up External and Overseas Training Programs: Increase the number of external
and overseas training programs, particularly in anticipation of Square Pharmaceuticals’
expansion into the international market, specifically Kenya.
3. Shift Towards Action-Based Training: Modify the training programs to be more
action-based rather than solely theoretical, enhancing the practical skills of employees, which
is particularly crucial for international market penetration.
4. Address Space Constraints on HR Floor: Alleviate congestion on the HR floor by
addressing space limitations to create a more conducive working environment.
5. Expand Workforce in L&D Department: Bolster the workforce in the Learning and
Development (L&D) department to cope with the challenges of managing schedules and
ensure the department's efficiency, given the increased training requirements.
6. Implement Pre-Training Participant Feedback: While acknowledging the
effectiveness of the Kirkpatrick model, introduce a pre-training feedback mechanism to
gauge participant expectations, providing a more specific measure of training efficiency.