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Introduction
1.5 Methodology
The study requires a systematic process from selection of the topic to preparation of the final
report. The data sources of this study were to be identified and collected, to be classified,
analyzed, interpreted and presented in a systematic manner and key points were to be found
out. The overall process of methodology is given in the followings:
a) Research Design
This is a descriptive Research, which briefly reveals the overall training & development
process it has been administered by collecting both primary and secondary data of Brac Bank
Limited.
b) Sampling plan:
Population: The target Population was the Executives, Operative employees
who are working in BBL.
Operative employees
Total
3
5
Sampling Method: The non-probability suitable sampling method was
used for collecting the information & to identify the respondents.
Sample Frame: The list of employees who are working only in BBL.
Questionnaire Design: Questionnaire was prepared with both open ended
& closed question. Questionnaire was made for executives & operatives. The
average time questioning is 15/20 minutes. The nature of the questions used in
the questionnaire is dichotomy to our questions with determinant choice
questions & one open ended question.
Open ended question: Open-ended questions are ones that require more than one
word answers. The answers could come in the form of a list, such as what is your
favorite memory from childhood?
Closed ended question: If you can answer a question with only a "yes" or "no"
response, then you are answering a close-ended type of question like, Are you
feeling better today?
3
c) Sources of Data
Sources of data of this report can be divided into 2 ways:
Chapter 2:
Theoretical Analysis
Training is a hallmark of good management and a task that managers ignore at their peril.
Having high potential employees doesnt guarantee they will succeed. The firms training
programs must make sense in terms of the companys strategic goals- this is the strategic
context of the training program.
3. If any updating and amendments take place in technology, training is given to cope
up with those changes. For instance, purchasing new equipment, changes in
technique of production, computer impartment. The employees are trained about use
of new equipments and work methods.
4. When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job.
5. Improves morale of employees: Training helps the employee to get job security
and job satisfaction. The more satisfied the employee is and the greater is his
morale, the more he will contribute to organizational success and the lesser will be
employee absenteeism and turnover.
6. Less supervision: A well trained employee will be well acquainted with the job and
will need less of supervision. Thus, there will be less wastage of time and efforts.
7. Optimum Utilization of Human Resources: Training and Development helps in
optimizing the utilization of human resource that further helps the employee to
achieve the organizational goals as well as their individual goals.
8. Development of Human Resources: Training and Development helps to provide
an opportunity and broad structure for the development of human resources. A
technical and behavioral skill in an organization. It also helps the employees in
attaining personal growth.
9. Development of skills of employees: Training and Development helps in
increasing the job knowledge and skills of employees at each level. It helps to
expand the horizons of human intellect and an overall personality of the employees.
10. Productivity: Training and Development helps in increasing the productivity of the
employees that helps the organization further to achieve its long-term goal.
11. Team spirit: Training and Development helps in inculcating the sense of team
work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to
learn within the employees.
12. Organization Culture: Training and Development helps to develop and improve
the organizational health culture and effectiveness. It helps in creating the learning
culture within the organization.
13. Organization Climate: Training and Development helps building the positive
perception and feeling about the organization. The employees get these feelings
from leaders, subordinates, and peers.
14. Quality: Training and Development helps in improving upon the quality of work
and work-life.
15. Healthy work environment: Training and Development helps in creating the
healthy working environment. It helps to build good employee, relationship so that
individual goals aligns with organizational goal.
16. Morale: Training and Development helps in improving the morale of the work
force.
17. Image: Training and Development helps in creating a better corporate image.
18. Profitability Training and Development leads to improved profitability and more
positive attitudes towards profit orientation.
19. Training and Development aids in organizational development i.e. Organization gets
more effective decision making and problem solving. It helps in understanding and
carrying out organizational policies
20. Training and Development helps in developing leadership skills, motivation, loyalty,
better attitudes, and other aspects that successful workers and managers usually
display.
Cognitive method:
Those are more of giving theoretical training to the trainees. The various methods
under this approach provide the rules for how to do something, written or verbal
information, demonstrate relationships among concepts etc.
Focuses- changes in knowledge & attitude by learning.
Lectures:
Tit used to create understanding of a topic or to influence behavior, attitudes
through lecture.
It can be in printed or oral form,
It is given to enhance the knowledge of listener or to give him the theoretical
aspect of a topic.
Difficult to imagine training without lecture format.
There are some variations in this methods that means some forms of lectures
are interactive while some are not.
Demonstrations
It is a visual display of how something works or how to do something. Liketrainer shows the trainees how to perform or how to do the tasks of job.
8
Discussions
The act of talking about something with another person or a group of people : a
conversation about something
Computer Based Training (CBT)
Providing training to employees through intranet or internet.
CBT does not require face-to-face interaction with a human trainer
Benefits of CBT
2. Behavioral Methods
I.
Game is defined as spirited activity or exercise in which trainees compete with each
other according to the defined set of rules.
Simulation is creating computer versions of real-life games.
It is about imitating or making judgment or opinion how events might occur in a real
situation.
Business Games
These are based on the set of rules, procedures, plans, relationships, principles derived
from the research.
10
II.
In business games, trainees are given some information that describes a particular
situation and are then asked to make decisions that will best suit in the favour of the
company.
Role play:
Concerns
Objectives
Responsibilities
Emotions etc
Then, a general description of the situation, and the problem that each one of them faces, is
given example, situation could be strike in factory, managing conflict between two parties
scheduling vacation days, etc
III.
In baskets techniques:
In this technique, trainee is given some information about the role to be played such as,
description, responsibilities, general context about the role
The trainee is then given the log of material that makes up the in-basket and asked to respond
to materials within a particular time period
After all the trainees complete in-basket a discussion with the trainer takes place
IV.
V.
Tax drivers
Telephone
Maintenance workers
Product development
Airline pilots
Case study:
11
The trainee is given with some written material, and the some complex situations of a real or
imaginary organization.
The employees themselves can provide valuable information on the training they need. They
know what they need/want to make them better at their jobs. Just ask them! Also, regulatory
considerations may require certain training in certain industries and/or job classifications.
Once the kind of training that is needed has been determined, it is equally important to
determine what kind of training is not needed. Training should focus on those steps on which
improved performance is needed. This avoids unnecessary time lost and focuses the training
to
meet
the
needs
of
the
employees.
Step-6. Feedback
Finally, a feedback mechanism is created in order to identify the weak areas in the training
program and improve the same in future. For this purpose, information relating to class room,
food, lodging etc. are obtained from participants. The obtained information, then, tabulated,
evaluated, and analyzed in order to mark weak areas of training programs and for future
improvements.
13
14
Planned progression: In this method juniors are assigned a certain job of their senior
in addition to their own job. The method allows the employee to slowly learn the job
of his senior so that when he is promoted to his senior job it becomes very easy for
him to adjust to the new situation. It also provides a chance to learn higher level jobs.
3.
Coaching and counseling: The trainee is placed under a particular supervisor who
functions as a coach. The supervisor provides feedback to the employee & supports
him to improve.
4. Under study: In this method of training a junior is deputed to work under a senior.
He takes orders from the senior, observes the senior, attends meetings with him, learns
about decision making and handling of day to day problems. The method is used
when the senior is on the verge of retirement and the job will be taken over by the
junior.
5.
Junior board: In this method a group of junior level managers are identified and
they work together in a group called junior board. They function just like the board of
directors.
Example: Truck drivers could receive lectures on issues such as company policies
and safety.
2. Simulators: Simulators are used to imitate real work experiences. Simulation
involves creating atmosphere which is very similar to the original work environment.
The method helps to train manager handling stress, taking immediate decisions,
handling pressure on the jobs etc. An actual feel of the real job environment is given
here.
Example: Truck drivers could use simulators to practice responding to dangerous
driving situations.
3. Business Games: This method involves providing a market situation to the trainee
manager and asking him to provide solutions. If there are many people to be trained
they can be divided into groups and each group becomes a separate team and play
against each other.
Example: In a trucking business, managers could create games that teach truckers the impact
of late deliveries, poor customer service or unsafe driving.
4. Committee: A group of trainees are selected & gives an opportunity to resolve a live
case in the organization. This will enhance their decision making & problem solving
approach.
5. Readings: This method involves encouraging the trainee manager to increase his
reading related to his subject and then ask him to make a presentation on what he has
learned. Information can be collected by trainee manager from books, magazines and
internet etc.
6. In -basket Training (IBT) Method: IBT is a method where the trainee is required to
examine a basket full of papers and files relating to his area of work and make
recommendations on problems contained in them. This method is meant for trainees
in a managerial level to improve their decision-making and problem-solving abilities.
This is a form of simulation training designed around day to- day business situations
and hence is transferable to the job experiences.
16
7. Conferences: A group of meet together pose ideas, examine & share faces, ideas &
data, test assumptions, draw conclusions, all of which contributes to the improvement
of job performance.
17
Basis of Comparison
Training
Development
Training is a learning
process in which employees
get an opportunity to
develop skill, competency
and knowledge as per the
job requirement
Development is an
educational process in
which the personnel of the
organization get the chance
to learn the in depth
application of theoretical
knowledge for their overall
growth.
Term
Short Term
Long Term
Focus on
Present
Future
Concentrated towards
Job
Career
Instructor
Trainer
Self
Objective
Number of Individuals
Many
Only one
Meaning
18
Chapter 3:
Company Overview
19
20
The banks investments during the year 2014 were mostly in Government securities, which
stood at BDT 20,559 M as of December 31, 2014 as opposed to BDT 19,365 M in the
previous year. Out of the total investments, 78% was concentrated in Government Securities
to maintain comfortable CRR and SLR ratio of the bank.
The management of the Bank believes that this sector of the economy can contribute the most
to the rapid generation of employment in Bangladesh. Since start in July 2001, the Bank's
footprint has grown to 36 branches, more than 400 SME unit offices and 38 ATM sites across
the country, and the customer base has expanded to 200,000 deposit and 45,000 advance
accounts through 2006. In 2005, BRAC Bank had a $178 million portfolio consisting of
around 21,000 loans with an average loan size of $8,000. It has around 400 regionally-placed
loan processing units offering services in the heart of rural and urban communities and
employs over 700 business loan officers around 60% of total staff.
BRAC Bank is one of countrys fastest growing banks. With 155 Branches, SME Service
Centers & SME/Krishi Branches, 14 Apon Shomoy, 322 ATM Booths, 31CDMs, 398 SME
Unit Offices and more than 7,695 (as on May 2014) human resources, BRAC Banks
operation now cuts across all segments and services in financial industry. With more than 1.3
Million Customers, the bank has already proved to be the largest SME financier in just.
21
12 years of its operation in Bangladesh and continues to broaden its horizon into Retail,
Corporate, Foreign Remittance and other arenas of banking. In the year: 2010, BRAC Bank
has been recognized as Asias most Sustainable Bank in Emerging Markets by the Financial
Times and IFC.
BRAC Bank Limited has won prestigious Best Bank in Bangladesh Award from Finance
Asia
as
part
of
Country
Awards
for
Achievement
2013.
Mr. Syed Mahbubur Rahman, Managing Director & CEO, BRAC Bank, formally received
the award at Country Awards Gala Dinner at Hotel Fort Canning in Singapore. In this earlier
year, 2nd international honor for BRAC Bank Best Managed BRAC Bank Award comes
from the Asian Banker. Mr. Syed Mahbubur Rahman formally received the awards at The
Asian Banker Summit 2013 at Ritz Carlton Jakarta in Indonesia BRAC Bank has also been
awarded with Sustainable Marketing Excellence Award from CMO Asia. The award is as
part of Global Brand Excellence Awards of CMO Asia, the most prestigious brands award in
Asia.
The award was handed over to BRAC Bank at World Brand Congress at The Pan Pacific,
Singapore on July 31, 2014. Mr. Zeeshan Kingshuk Huq, Head of Communication and
Service Quality, BRAC Bank, received the award at the annual conference of brand gurus.
BRAC bank Limited, with institutional shareholding by BRAC, International Finance
Corporation (IFC) and Shore Cap Exchange, has been the fastest growing bank for last
several years.
7,092.87
24,115.77
22
Number of employees:
Category:
Type:
Origin:
Industry:
Stock Code:
SWIFT Code:
Phone
Fax
24 Hour Call Center:
For Overseas Callers:
E-mail:
Website:
7000 (approximately)
Commercial Bank
Privet.
Local
Financial Services
BRACBANK
BRAKBDDH
+880-2-885 9202, +8801819230000 (Call Center)
+880-2-986 0395
16221
+880 2 8852233
enquiry@bracbank.com
http:// www.bracbank.com/
3.3 Vision
Building profitable and socially responsible financial institution focused on Market and
Business with Growth potential, thereby assisting BRAC and stakeholders to build a just,
enlightened, healthy democratic and poverty free Bangladesh.
3.4 Mission
Sustained growth in Small & Medium Enterprise sector.
Continuous low-cost deposit Growth with controlled growth in retail assets.
Corporate Assets to be funded through self-liability mobilization. Growth in Assets through
offices for delivery of remittance and Banks other products and services.
Manage various lines of business in a full controlled environment with no compromise on
service quality.
Keep a divers, far flung team fully controlled environment with no compromise on service
quality.
Keep a diverse, far flung team fully motivated and driven towards materializing the banks
vision into reality.
3.6 Objectives
The objective of BRAC Bank Limited is specific and targeted to its vision and to position
itself in the mindset of the people as a bank with difference. The objective of BRAC Bank
Limited is as follows:
Building a strong customer focus and relationship based on integrity, superior service.
To finance the industry, trade and commerce in both the conventional way and by offering
customer friendly credit service.
To encourage the new entrepreneurs for investment and thus to develop the countrys
industry sector and contribute to the economic development.
To work as a team to serve the best interest of our owners
To develop the standard of living of the limited income group by providing Consumer
Credit.
To base recognition and reward on performance
To responsible, trustworthy and law-abiding in all that we do
To mobilize the savings and channeling it out as loan or advance as the company approve.
To establish, maintain, carry on, transact and undertake all kinds of investment and
financial business including underwriting, managing and distributing the issue of stocks,
debentures, and other securities.
Discipline
Integrity
Sincerity
Caring
Creativity
g. Trade Finance
b. Project Finance
h. Loan Syndication
c. SME Finance
d. Remittance
j. International Trade
e. Lease Finance
k. NGO-Linkage loan
f. Consumer credit
l. Investment
3.11 Management
The management of the bank is vested on a Board of Directions, subject to overall
supervision & directions on policy matters by the board which is constituted in terms of
Bangladesh Bank Order 1972. Board of Directions constituted by 7 members, has authority to
organize, operate & manage its affairs on commercial consideration within the Board policy
of government. There are directions appointed by the government. Other members of the
Board including MD are also government appointed out of that at least 3 have the experience
in the field of Finance, Banking, Trade, Commerce, and Industry & Agriculture. The
managing director is the Chief Executive of Bank. He executes all the activities under the
direction of Board. All line & staff personnel of Banks are own recruitment except member
of Board of Directors.
Management committee
26
Ishtiaq Mohiuddin
Deputy Managing Director
Fatema Rizwana
Head of Human Resources
3.12 Organization
BRAC Bank Limited, one of the latest generation of commercial banks started its journey on
July 04, 2001. It is an affiliate of BRAC (Bangladesh Rural Advancement Committee), one of
the worlds largest non-governmental development organizations founded by Fazle Hasan
Abed in 1972. It has been the fastest growing Bank in 2004 and 2005. The Bank operates
under a "double bottom line" agenda where profit and social responsibility go hand in hand as
it strives towards a poverty-free, enlightened Bangladesh.
BRAC Bank is one of countrys fastest growing banks. With 155 Branches, SME Service
Centers & SME/Krishi Branches, 14 Apon Shomoy, 322 ATM Booths, 31CDMs, 398 SME
Unit Offices and more than 7,695 (as on May 2014) human resources.
27
Principal office headquarter has control over the whole area of a district i.e. the principal
office is the local point of the banks administrative zone of the district. The regional office is
situated in the Thana level within the district, is under control and supervision of the principal
office of the district. Regional offices are responsible for their activities to the principal
office.
Regional heads exercise control and supervision overall the branches within their jurisdiction
and keep the head of principal office informed the progress of their respective areas from
time to time.
28
Nihad Kabir
Director (Independent)
Zahida Ispahani
Director
3.14 Divisions
For providing service to clients and to organize and co-ordinate the functioning of its several
branches throughout the country Brac Bank Ltd. has established the following divisions in
Head Office:
a) Financial Administration Division:
29
This division can handle the credit proposal, disbursement, monitoring and credit recovery
position that is given by all branches. Each branch has their own credit division and all
branch-wise activities are supported to the head office credit services division.
b) Audit & Inspection Division
This division can control all the financial position, activities of overall organization. They
provide the total budgetary limitation to every department for the respective year. They also
carry out the financing activities with the access and operational activities.
c) Marketing & Public Relations Division
This division mainly works for
Improving the marketing network throughout the country.
Implementing the marketing strategies and the concept of Trade Marketing.
Improving the procedure which is ultimately provided data regarding to
competition and relative market.
Arranging the several workshops and seminar this can improve the quality
officers as a competitive edge position.
d) Human Resources Division(HRD)
This division deals with the employees as the core resources of the organization. This
division mainly emphasis on the recruitment of employees and the employee benefits and
services. The main philosophy of this division is to motivate the employee to work with
efficiently and effectively.
e) International Division
This division can work on internationally. The entire branch-wise international work
controlled and monitored by this division.
f) General Banking Division/ Common Service Division
This division can handle all the general activities except the credit and financial sector. All
the administration activities are designed and implemented by this division.
g) Information & Technology (IT) Division/ Computer (IT) Division
This division can handle the IT activities. Each branch has their own IT division and a
branch-wise activity is reported to the head office IT division.
h) ATM Card Division
i) Budget & Monitoring Division
30
SME Banking
Retail Banking
SMS Banking
TRS
Probashi Banking
Islamic Banking
31
At a Glance
Population Reach
Annual Expenditure (BRAC)
Annual Expenditure (BRAC
International)
Number of Employees
HEALTH
Community Health Workers
Women Received Ante-natal Care
Women Received Post-natal Care
GIRLS EMPOWERMENT
110,944
Number of Clubs
25.6 million
Number of Club Members
27.4 million
10,575
323,658
MICROFINANCE
Total Borrowers
Cumulative Disbursement
44,909
1.3 million
10.8 million
1.2 million
4.4 million
Human Rights and Legal Education
USD 12.58 billion
Participants
Number of Legal Complains Received
3.9 million
217,288
COMMUNITY EMPOWERMENT
Community Institution (Polli
Shomaj) Built
Shows Staged by Our Popular
Theatre Group
TARGETING THE ULTRA POOR
Women Received Assets
Women Received Training
13,712
180,298
1,772 MT
55.3 million
32.4 million
2.2 million
32
Chapter 4:
Training & Development
Systems of BBL
4.1 Introduction
Training and development play an important role in the effectiveness of organizations and to
the experiences of people in work. Training has implications for productivity, health and
safety at work and personal development. All organizations employing people need to train
and develop their staff. Most organizations are cognizant of this requirement and invest effort
and other resources in training and development. Such investment can take the form of
employing specialist training and development staff and paying salaries to staff undergoing
training and development. Investment in training and development entails obtaining and
maintaining space and equipment. It also means that operational personnel, employed in the
33
34
Example: In a trucking business, managers could create games that teach truckers the impact
of late deliveries, poor customer service or unsafe driving.
4. Committee: A group of trainees are selected & gives an opportunity to resolve a live
case in the organization. This will enhance their decision making & problem solving
approach.
5. Readings: This method involves encouraging the trainee manager to increase his
reading related to his subject and then ask him to make a presentation on what he has
learned. Information can be collected by trainee manager from books, magazines and
internet etc.
6. In -basket Training (IBT) Method: IBT is a method where the trainee is required to
examine a basket full of papers and files relating to his area of work and make
recommendations on problems contained in them. This method is meant for trainees
in a managerial level to improve their decision-making and problem-solving abilities.
This is a form of simulation training designed around day to- day business situations
and hence is transferable to the job experiences.
7. Conferences: A group of meet together pose ideas, examine & share faces, ideas &
data, test assumptions, draw conclusions, all of which contributes to the improvement
of job performance.
35
b) Instructional design
36
c) Validation
Validate the training program before implementation:
Direct study: Conduct the program with a small number of trainees to test its
effect.
Consultation: Consult the trainees & their supervisors on the appopriateness
of the program.
Make revision of the training program before implementation
d) Implementation
Obtain continuous support from line-management to the training program.
Appoint manager for the training program.
Develop logistic support.
Conduct separate evaluation of the program.
e) Evaluation & follow-up
There are 3 types of evaluation & those are given bellow:
I.
Concurrent/ Separate evaluation: Evaluate training effects during training.
II.
Immediate final evaluation: Evalute training effects at the end of the
training.
III.
Follow-Up evaluation: Evalute training effect by evaluating trainees
performance over time.
37
According to the graph, that 100% of the respondents agree that the organization provide
training to the employees.
38
According to the graph, that 60% of the respondents give the information that Brac Bank
Limited use off the job training method and 40% respondents said that both training methods
are followed by the bank.
According to the graph, that 100% of the respondents agree that the organization provide
training to the employees.
According to the graph, that 100% of the respondents agree that the organization help to
motivate the employee in the training.
41
According to the graph, that 60% of the respondents agree and 40% of the respondents
strongly agree that training increase the productivity of employee.
6. Training program is necessary for every employee on the basis of their job.
42
According to the graph, that 100% of the respondents strongly agree that the training program
is necessary for every employee on the basis of their job.
43
According to the graph, that 100% of the respondents strongly agree that the training program
is necessary for this organization.
44
According to the graph, that 100% of the respondents strongly agree that the training program
is useful.
45
According to the graph, that 100% of the respondents strongly agree that the training
environment of your organization is favorable to employee.
46
According to the graph, that 80% of the respondents strongly disagree and 20% of the
respondents strongly agree that institute takes too much for training program.
47
According to the graph, that 60% of the respondents agree and 40% of the respondents
strongly disagree that training program of the organization is up to date.
48
According to the graph, that 80% of the respondents strongly agree and 20% of the
respondents agree that after the training employee do well in the work.
49
According to the graph, that 100% of the respondents strongly agree that the training process
helps to increase employee skills.
14. The trainer you have ever got is cooperating with all.
50
According to the graph, that 100% of the respondents agree that the trainer is cooperative
with all.
51
According to the graph, that 100% of the respondents agree that the training helps the
organization to reduce turnover.
16. To identify right employees for future training& development methods help the
organization.
52
According to the graph, that 100% of the respondents agree that the training and development
methods help the organization to identify right employees for future.
17. You are satisfied with the training and development method.
53
According to the graph, that 100% of the respondents said that they are satisfied with the
training and development method.
54
Chapter 5:
Major Finding
Findings:
55
56
Chapter 6:
Conclusion and Recommendations
Conclusion
57
Training and development is a necessity for both the trainer and the trainee. The trainer (the
company) would want to make its staff more efficient in this highly competitive world. It
would want its employees to know the latest trends and technologies and use them according
to the companys principles and objectives. The trainees (staff) view training and
development as a stepping stone for enriching their career and fulfilling their personal needs.
Training and development is another round of education for them, the knowledge from which
is to be applied later. So, its more of mutual necessity and agreement between the companies
and their respective employees when it comes to training and development.
Recommendations
The recommendations are made on the basis of analysis and findings are as follows:
1)
Brac Bank Ltd. should need to follow both on the job training methods & off the
training methods.
58
Chapter 7:
Annexure & Appendix
59
Bibliography
Gary Dessler tenth edition- Human Resource Management
From Wikipedia, the free encyclopedia.
Class lecture.
Annual Report 2014
Website:
www.google.com
www.wikipidia.com
www.bracbank.com
bankinfobd.com/banks/3/BRAC_Bank
https://www.scribd.com/doc/.../Report-on-BRAC-Bank-Limited-2010
https://bd.linkedin.com/company/brac-bank-ltd
helpline-customercare.blogspot.com/2011/11/brac-bank-help-line.html
http://www.businessdictionary.com/definition/development.html#ixzz3ioM7R
TGH
www.businessdictionary.com/definition/training.htm
dictionary.cambridge.org/dictionary/english/training
http://www.qarea.com/company/process
WWW.Wikipidia.Com
http://www.assignmentpoint.com/business/human-resourcemanagement/employee-training-and-development-on-brac-bank-limited.html
Appendix: Questionnaire
60
We are the students of BBA Program, Bangladesh University of Business & Technology
(BUBT).We are conducting a resource on the topic Training & Development system of
Brac Bank Ltd. We are assuring you that your information will be used exclusively for
academic purpose only & will be kept confidential.
Please write down the correct answer you think appropriate by tick ( ) in specific category &
answer on dash (-) area only. Your co-operation in answering the following questions will
highly appreciate. Thank you.
General information:
i.
ii.
iii.
iv.
v.
vi.
vii.
Name:
Gender: .
Education: .
Institute name:
Branch name: .
Designation (title):
Contact no.:
Closes questions
1) Your organization does provide you training.
1.
2.
3.
4.
5.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
5. Strongly Agree
11) Training program of your organization is up to date.
1.
2.
3.
4.
5.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
14) The trainer you have ever got is cooperating with all.
1.
2.
3.
4.
5.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
16) To identify right employees for future training & development methods help the
organization.
1.
2.
3.
4.
5.
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree
17) You are satisfied with the training and development method.
1. Yes
2. No
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