Subject: Submission of internship report on 'Training and Development Process of Energypac Engineering Company Limited'. Using primary and secondary data, I have tried to analyze the process of EEL training and development.
Introduction of the Report
Background of the Study
A few decades ago, companies had no knowledge of how important an employee can be to the company's improvement. With their leadership, nowadays, mid-sized and even small companies are aware of the importance of training and are trying to provide training to their employees based on their budget.
Organizational Profile
- About the Organization
- Evolution of EEL
- Mission of the Company
- Vision of the Company
- Products and Services
- Organogram of the Company
It came into existence in 1982 with the hope of becoming a giant company in the electrical engineering industry of Bangladesh. The vision of EEL is to become a giant multinational player in the electrical engineering industry.
Objectives and Methodology
Objectives of the Study
The broader objective of the study is to present the entire training and development process of Energypac Engineering Limited Company (EEL) by matching practical information and observations from the internship program with theoretical knowledge. In order to achieve the broad objective of the study, I have defined some objectives of the study such as,. To find out why a training and development program is so essential to the success of any company by developing a theoretical framework.
To analyze how the training needs analysis process is performed by EEL before executing the training program. To evaluate how EEL measures the effects or outcomes of the training program under the training evaluation process. To make some recommendations and suggestions for the EEL that can help them develop the training program in a better way in the future.
Methodology of the Study
According to the primary source data, I collected data from the HR department of EEL while conducting the internship program. As an intern at the company, I had access to go through various (non-confidential) documents from which I collected data. Moreover, my supervisor was friendly enough to share various stories and experiences about training programs organized by EEL in the past from where I got the idea of how EEL organizes training and what methods are used.
Secondary Sources: This source refers to the data that has already been published or collected by someone. To complete the theoretical framework, I went through various websites to collect data on training and development programs using the Google search engine. Again, during my internship, I have gone through various brochures of EEL to know more about the company.
Limitations of the Study
Primary sources: This source refers to original data that has never been collected or published by anyone. Like, in measuring the response outcome, I got access to some documents from where I knew what questions were asked to the pupils under the survey method. For the execution of the report I had to collect data from various secondary sources apart from the primary source data.
It was even very difficult to talk to my supervisor because of his employment.
Theoretical Framework
Concept of Training and Development
To put these competencies, the company starts a short-term learning process for the employees, which can be called training. Many companies nowadays are creating training programs in line with their strategic objectives to gain a competitive edge in the industry. Again, Development refers to a continuous process that focuses on developing an employee fully for the entire professional career with the help of developing formal education, work experiences, evaluation and interpersonal relationships.
It does not focus on a particular job but rather tries to improve an employee's attitude and personality in such a way that he or she can be ready to face future challenges. The development program focuses on developing an employee to fit into different positions and jobs in the company. Companies provide training to all employees based on the needs analysis to improve their skills, efficiency and productivity.
Advantages of Training and Development
In order to give customers the best satisfaction with these new products, employees must be enriched with knowledge of new technologies. After the COVID-19 pandemic and various recent global wars, most countries have faced economic downturns, making life for businesses more difficult. Many companies have been obliged to reduce the wages of employees, and the employees are also obliged to continue their work with the reduced wages.
Trained employees are more efficient, which means they use fewer company resources to achieve more results. For example, if an employee receives proper training in how to cut and sew clothing properly, he or she will cut and sew the clothing in such a way that most of the clothing portion is used. Many companies are eliminating traditional approaches and introducing new technologies to help employees and improve productivity.
Training Design Process
Without the basic knowledge, employees will not learn advanced Excel skills from the training. An employee who is not satisfied with the salary may not be motivated enough to learn well from the training. The educational environment must resemble the working environment to ensure the transfer of learning.
According to the plan, they must decide which training results will be measured, which criteria will be considered, choose an appropriate evaluation design to measure the training results with the expected ones, and evaluate the investment costs and benefits of the training. Many companies try to calculate return on investment to analyze the cost-benefit ratio of the training. While conducting the observation, if the top management feels like making some change, they can edit and restructure the training design [ CITATION Tal22 \l 1033 ], [ CITATION Ray10 \l 1033 .
Findings and Analysis
Training Need Analysis
- Reasons for Conducting Training Need Analysis by EEL
- Training Need Analysis Process of EEL
- Techniques Used by EEL for Training Need Analysis
Some of the reasons for conducting training need analysis are given below which are observed by me during the internship period. To make an alignment between the outcome of the training programs with the stated objectives. Because one of EEL's main goals is to provide the best after-sales service to the customers of their products.
Many technicians and engineers are directly associated with providing different services to the customers which is one of the core functions of the company. The supervisor makes a half-yearly report for each of the employees at the end of six months based on the collected data. They really care about their employees and this interview system is one of the proofs.
Training Methods Used by EEL
- On the Job Training Methods
- Off the Job Training Methods
Because all new products or technology are used by employees on a trial basis for a few days. All new employees go through this technique to provide information about the job and try to analyze whether their skills and knowledge are sufficient to perform the assigned tasks. However, on-the-job training methods are not useful for teaching all skills and knowledge.
All employees are willing to help each other to fill any lack of knowledge or skill of another employee. At the beginning, all supervisors and department heads decide which employees will be selected for team training. On the second day of training, all teams are sent to the production unit for the simulation test.
Choosing Training Methods by EEL
The top management of EEL is very much aware of the current socio-economic situation of the people of Bangladesh, especially after the COVID-19 pandemic. In the last two years, the rate of inflation has been continuously increasing, which is hampering the budgets of the employees. Due to various problems in business like LC opening problem due to lack of availability of foreign currency and falling sales volume, EEL is not able to increase the salary by adjusting the inflation rate.
Mehtab Khanam, a professor in the Department of Clinical Psychology, University of Dhaka and one of the renowned psychologists of Bangladesh attended this seminar. After defining the training method, they must analyze whether this method will be able to facilitate learning and the transfer of what has been learned when employees return to work. They must then prepare the training program in such a way that the objectives of the program are clear to the employees, the content of the program makes sense, and the practitioners are interested in participating.
Training Effects/Outcomes to Measure
So that after completing any off-the-job training, HR would form a team to measure the results of the training based on some criteria. This responsive outcome is the first outcome measured by the Human Resources Training Evaluation Team. Based on your experience and understanding of the training program, rate the statements using the scale below.
This data is collected by EEL both at the end of training and while doing the work after the training. Within this one hour, the technician must prepare a presentation based on the learning from the training and present it in front of everyone. The MH evaluation team collects all this information and tries to measure the motor skills that the trainees have learned from the training.
SWOT Analysis of Training and Development Process of EEL
EEL provides different types of training but they do not provide any type of training that will develop the leadership skills of the employees. With the success of the past four decades, EEL is now expanding its businesses across international borders. Recently, EEL has cut 25% of the annual budget for their training programs which will hinder the development of their employees.
Based on my three months of experience in the internship program and this report, I have presented some recommendations for EEL to achieve better results from their training and development program. At the end of the simulation and audiovisual training programs, they take tests to evaluate their learning. As one of the best electrical engineering company in Bangladesh, EEL provides training to its employees.
Conclusion and Recommendations
Recommendations
Providing a proper career development program will therefore help EEL to retain good employees as well as gain future leaders for their company. Although they have a vision to become a top giant multinational company, they do not have a plan to develop future leaders. At least they can organize a leadership training program to find potential leaders for their company.
During my internship, I attended one of the lectures where sales managers were trained on how to deal with corporate customers, which lasted only two hours. I noticed that EEL conducts lectures or orientation programs for new hires with the intention of only imparting information about the company, policies, culture and their jobs. Thus, it is possible to organize simple training so that they learn how to carry out their tasks in detail.
Conclusion
