Banglalink: Training and Development Activities

Topics: Skill, Employment, Profession Pages: 8 (1532 words) Published: April 16, 2014
Training & Development
a. Basement of Banglalink T&D activities
Banglalink is committed to provide its employees with opportunities to develop skills, knowledge and capabilities in areas related to their jobs and responsibilities. Therefore Banglalink has established training & development policies with the following objectives: To upgrade the managerial and behavioral capabilities and functional efficiency of all employees To provide greater opportunity to grow and success within the company. To provide employees with appropriate opportunities to improve their work performance T encourage high potential & high talented employees to move up the organizational ladder To ensure there are an adequate number of skilled & qualified replacements(successors) for every key position To better utilize employee talents.

In order to establish training plans, Banglalink conduct a competency GAP analysis for each employee. A competency GAP analysis is the process of determining the competency level of employees for the purpose of aligning the strategic objectives of the organization with the individual employee performance. It also provides the indications of the areas where the employee needs to be developed. The competency GAP analysis assesses the following three components:

Banglalink provides periodic training either locally or abroad, which is intended to upgrade the capabilities and efficiencies level of employees and to groom them for further career development and leadership positions. Such training programs are aligned with competency GAP analysis and managed by HR and administration department. During an employee training period, whether conducted in outside Bangladesh the company will continue to pay the salary. The company shall pay all training expenses, round trip airfare, living allowance, and local transportation in accordance with company related regulations. It’s the individual responsibility to take full advantage of the training opportunity for his /her own development.

b. Local training (In-house & external)
Training programs those are help locally may be held on the source of training may be as per external training institution or at the rooms of training in Banglalink offices, local halls-seminar halls. In house training may be provided through internal resources with the objectives to recognize internal talents and provide customized training for employees. Banglalink employees that provide honorarium as outlined in the In- house Training honorarium policy.

c. International Training
All training programs, workshops, seminars, and conferences held outside Bangladesh are considered as International training.

Technical know - how program through vendors
Technical know - how program through vendors are learning services purchased from technical equipment vendors or project suppliers in order to provide technical know how to the employees who will operate the associated equipment or work on the concerned project.

In-House Training Process
Banglalink has some niche training needs which are difficult to address through open courses. However, Banglalink possesses some in-house trainers who have the necessary knowledge and experiences to conduct such training programs. Thus, HR can decide to organize such training programs utilizing these in-house trainers. The use of in-house trainers will ensure the delivery of qualitative customized and cost effective training programs as per company needs. In-house trainers are also encouraged to share their knowledge with their colleagues and thereby attain self enrichment.

In-house training process
HR will approach the concerned person and collect his/her training profile, inline with the training program. The training profile will be evaluated by HR and respective HOD If the training profile is found suitable, the trainer based on the training program, with prior approval from his/her line manager and respective HOD. The...
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