Letter of Transmittal

April 26th 2017

Dr. Anowar Hossain Bhuiyan,

Adjunct Faculty,

Department of Business Administration-General,

Bangladesh University of Professionals.

Subject: Submission of term paper on Training and Development program of

British American Tobacco

Sir,

This is my great pleasure to have the opportunity to submit the term paper on
the topic of Training and Development program of British American Tobacco of
British American Tobacco as part of my course studies. The term paper is
prepared based on the data collected from the HR department of BAT and also
on the analysis of related information collected from books and websites. We
sincerely hope and believe that these findings will be able to meet the
requirements of the course.

Therefore I would like to place this term paper for your kind judgement and
valuable suggestion.

Obediently yours,

Niloy Dev

BBA-06

B1506044

Section D
 Acknowledgement

I would like to express my sincere gratitude to my academic supervisor Mr. Dr. Anowar
Hossain Bhuiyan, Adjunct Faculty, HRM-3501, Bangladesh University of Professionals who
has given his valuable time and given me chance to learn something despite having their busy
schedule. Sir, your instructions are what gave a proper shape to this term paper. Thank you
for taking some of your valuable time in viewing my term paper and making all the necessary
corrections. It has truly been an honor completing the course under your supervision.

Secondly, I would like to thank the Assistant HR Manager to bestow all the information he
could have acknowledged. His assistance in preparing this term paper made it possible to
have in-depth knowledge of the whole procedure.
 Executive Summary

As a well renowned successful industry British American Tobacco has proved its standing in
counting prominent industries. It plays a great significant role in world economy. As we
know British American Tobacco is one of the largest multinational companies in the world
and has been operating for over 100 years more than 180 markets around the world.

British American Tobacco Bangladesh Company Limited is one of the largest private sector
enterprises in Bangladesh, incorporated under the companys Act 1913 on 2ndFebruary
1972.BAT has over the decades consistently invested in Bangladesh market through
Bangladesh Tobacco Company (BTC). Thus BTC has always been on the business of
manufacturing &marketing different brands that meet the standards found everywhere in the
world. British American Tobacco Bangladesh (BATB) is a profit generating multinational
company that started its Bangladesh operation in 1926. Since then, it has been the market
leader in tobacco business in our country.
Contents
Introduction ......................................................................................................... 6
Literature Review .......................................................................................... 7
Objectives of the study ................................................................................... 8
Methodology of the study ............................................................................... 8
Scope of the study .......................................................................................... 8
Limitations of the study................................................................................. 8
Human Resource Management........................................................................... 9
Human Resource Management of BATB ...................................................... 9
Training and Development ............................................................................... 11
Training and Development of BAT, Malaysia ............................................ 11
Training and Development program of BAT, Bangladesh ......................... 13
Training................................................................................................... 13
Employee Development Method ............................................................ 14
Training System of BAT Types of Training: .......................................... 15
Developed Skills...................................................................................... 16
Recommendations.............................................................................................. 18
Conclusion.......................................................................................................... 18
References .......................................................................................................... 19
Introduction

British American Tobacco is a leading tobacco group, with brands sold in around 180
markets. We employ more than 55,000 people and with over 200 brands in our portfolio, we
make the cigarette chosen by one in eight of the worlds one billion adult smokers.

Founded in 1902, our Group of companies traded through the turbulence of the 20th century,
including wars, revolutions and nationalizations. The Group was first listed in 1912, and
today we are one of the top 10 companies listed on the London Stock Exchange and feature
in the Fortune 500. We have also had a secondary listing on the JSE Limited in South Africa
since 2008.

BAT Bangladesh began its operations in the sub-continent in 1910 as Imperial Tobacco
Company Ltd. After the Partition, Pakistan Tobacco Company (PTC) came into existence
with its head office in Karachi in 1949. PTCs East Pakistan office at that time was situated in
Armanitola, Dhaka and ultimately moved to Motijheel, Dhaka. After independence,
Bangladesh Tobacco Company Pvt. Limited was formed in 1972 with British American
Tobacco holding majority shares. In March 1998, Bangladesh Tobacco Company changed its
name and identity to British American Tobacco Bangladesh pronouncing its common identity
with other operating companies in the Group. British American Tobacco Bangladesh is one
of the oldest and largest multinational companies operating in Bangladesh. The British
American Tobacco Group holds 65.91% share in the Company. The Government of
Bangladesh owns 26.57% through several of its agencies, while 7.52% is owned by other
shareholders.
Literature Review

Authors Objectives Study Area/ Research Key Findings Significant

(Years) Level Design Factors
Afreen To evaluate Bangladesh An overview How Employee
Mahmood the training of British employees training
(2015) process of American are benefited method,
BATB. Tobacco by the Development,
Bangladesh training Developed
and analysis process and skills.
of Training paves their
Process way through
the
organization.
Md. To enhance BAT, An overview How HRM Training
IstiakUddin the Bangladesh of the HRM practices employees,
(2013) knowledge practices and including Socialization
about the development socialization, process,
Human of employees training and Performance
resource of BATB development, review.
activities performance
practiced in appraisal
an prevails in the
organization organization
Objectives of the study

To enhance the knowledge about the Human resource activities practiced on training and
development of employees in an organization
To relate them with the concepts of the texts of the course Human Resource
Management

Methodology of the study

Both primary and secondary data have been collected for the purpose of the study.

Primary Data: The primary data are collected by following ways:

1. The primary data was collected by face to face interview with a former Assistant Manager
of HR Department.

2. Other informal ways.

Secondary Data: The secondary data are collected by following ways:

1. Web Sites

2. Group Instruction Manual & Business Instruction Manual

Scope of the study

By this case study we can relate the theories in books and compare the knowledge with the
sample companys human resource practices

Limitations of the study

Due to inexperience and lack of proper planning & feedback in time it was really difficult
to understand the procedure of collecting information.
Cost and time constraints did not allow for a more extensive data collection.
Some important information got omitted due to response biases and time constraints
Human Resource Management

Human Resource Department of an Organization plays a significant role for the entire
organization. The duties of HR managers are staffing right number of employee, acquiring their
services, and developing their skills through training and motivating them to their high level of
performance and try to sustain them in the organization and so on. Basically the HR manager
plays an important role in the organization. This position will be responsible for designing and
executing broad range of activities in the area of recruitment, training, implementation
monitoring and result oriented compensation and benefit in harmony with the company policy
and also support line manager in personnel services and industrial relation matter. This term
paper is based on the functions of HR manager, recruiting process and training & development
process as well. This report will help us to gain knowledge how HR manager recruit employee
in the organization and what are the difficulties they have to face and how they come up with
the problems. So we think this report will help us to achieve our goal.

Human Resource Management of BATB

BATB believes in the strength of human resource and uses the modern concept of resource
utilization. Every job description is carefully designed and modified under dynamic
environment. The company believes in the concept of best fit and trains and develops company
personnel as the key human capital of the company.

The Human Resource Department thus concentrates all its activities for the development of
human resource for the benefit of the company. The department also believes in maintaining
harmonious relationship between the management and workers all the times. The department
ensures that managerial development contributes to organizational development.

The departments various activities cover setting criteria for the selection procedures. Interview
techniques, training standards etc. According to the BAT policy guideline, the department
maintains the personnel through formulation policies on wages, fringe benefits, annual leave,
training calendar, provident fund, performance appraisal etc. Remuneration is managed
centrally and there is never any negotiation but settlement. It also settles with the trade union
for Long Term Agreement (LTA) between management and workers and the collective
burgeoning agents. The concept behind the industrial relations is always win-win situation.
As the competitive world is changing with the speed of light, Training and Development
becomes an integrated part to stay on the top. Thus BATB puts great importance to training
and development of managers and employees. The company has Technical Training Center at
the Dhaka Head Office, which organizes different training programs for its management people
around the year. As a subsidiary of BAT, BATB sends its managers for training to BAT group
of companies.

The HR process is carried out through the following four Guiding Principles.
1. Open Minded
2. Enterprising Spirit
3. Freedom through Responsibility
4. Strength from Diversity
Training and Development

Training & Development is any attempt to improve current or future employee performance
by increasing an employees ability to perform through learning, usually by changing the
employees attitude or increasing his or her skills and knowledge. The need for Training and
Development is determined by the employees performance deficiency.

The need of training and development can easily be understood by computing the following
equation:

Training & Development Need = Standard Performance Actual Performance

Importance of Training & Development

Helps remove performance deficiencies in employees

Greater stability, flexibility and capacity for growth in an organization
Accidents, scraps and damages to machinery can be avoided
Serves as effective source of recruitment
It is an investment in HR with a promise of better returns in future
Reduces dissatisfaction, absenteeism, complaints and turnover of employees

Training and Development of BAT, Malaysia

BAT, Malaysia provides the support employees need to forge their own path and the
opportunity to develop their own unique footprint. BATM recognises that getting the right
start is crucial to building a successful career. This is how they approach employees early
training and career development.

Induction

The induction gives the employees the opportunity to learn about our company, objectives,
products and markets.

First impressions count. The induction gives employees the opportunity to learn about our
Group objectives, products and markets. It introduces employees to their corporate guiding
principles and culture, the role of each function, and industry issues in your country.
Employees will also be acquainted with the products and how to market them.

Functional Development

Developing a base of excellence in the function into which employees have been recruited.
Functional development are the platforms on which employees develop a base of
excellence in their chosen function. BATM will clearly explain what they expect of the
employees. Then, with support from their personalized coach and mentor, employees will
set their objectives and work towards achieving them in order to meet the needs of the
business and their personal development.

Project Management
Developing managerial competencies needed in employees future roles.
The employees will develop essential project management skills with both formal training
and on-the-job experience. BATM provides the opportunities to take leading roles in projects
which truly impact and value-add to their business goals.
Business Awareness
Gaining an understanding of the overall business and appreciating the role played by each
function.
BATM also expects employees to develop business awareness, an understanding of the
business beyond their own functional and geographical area of responsibility. Planned cross
functional and cross market business assignments allow employees to gain exposure to best
practices of other functions & countries.
It doesnt stop there. BATM expect employees to question their existing ways of working
and to bring positive change to the business. BATM provides them with opportunities to
challenge practices, a receptive audience and the feedback employees need to build their
knowledge.
Leadership Development
Developing employees leadership capabilities through functional attachments, supplemented
by formal leadership training courses.
Leadership development is also included in functional attachments, supplemented by formal
leadership training courses. These capabilities will prove invaluable in employees future
management roles.
Performance Appraisal
Giving employees regular and constructive feedback to ensure that employees achieve the
defined standards for the Global Management Trainee Programme.
BATM monitors success through regular performance appraisals at pre-determined
checkpoints to accurately measure employees progress. BATM gives employees regular
and constructive feedback to ensure that employees are aware of the standards they should
aim for, and also that can tailor their development to their needs.

Training and Development program of BAT, Bangladesh

Training

A learning experience in that it seeks a relatively permanent change in an individual that will
improve his or her ability to perform on the job. To make training a success, a trainer should
take care of the following points:
Make learning meaningful.

Make skills transfer easy and

Motivate the learner

Employee Training Method

On-the-job Training: It means having a person learn a job by actually doing it.

Advantages:

Relatively inexpensive

Trainees learn while producing

No need off-site facilities

Drawbacks:

Low productivity while the employees develop their skills

The errors made by the trainees while they learn.

Apprenticeship Training: It traditionally involves having the learner study under the
tutelage of a master craftsperson.

Informal Learning: This learning process is not determined or designed by the organization.
But the organization may ensure it by creating a learning environment in the organization.

Job Instruction Training: Listing each jobs basic task, along with key points, in order to
provide step-by-step training for employees.

Lectures: The most simple and quick way to provide knowledge to large groups of trainees.

Simulated Training: It places the trainee in an artificial environment that closely mirrors
actual working conditions.

Development- Any attempt to improve current or future management performance by

imparting knowledge, changing attitudes, or increasing skills.

Any effort toward developing employees must begin by looking at the organizations
objectives. The objectives tell us where were going and provide a framework from which our
managerial needs can be determined.

Employee Development Method

Managerial On-the-Job Training: The development of employees abilities can take place
on the job. It includes:
Job Rotation: It involves moving a trainee from department to department to broaden their
understanding of all parts of the business and test their abilities.

Coaching Approach: The trainee works directly with a senior manager or with the person
they are to replace.

Action learning: Here the management trainees are allowed to work full-time analyzing
and solving problems in other departments.

Off-the-job Training:

It includes:

The Case Study Method: Here the manager is presented with a written description of an
organizational problem to solve in a discussion with other trainees.
 Management Game: The manager presented with a computerized decisions regarding but
simulated situations.

Outside Seminars: Many organizations now are using this popular method on various
aspects of business and management.

Behavior Modeling: It involves the Modeling-Role playing-Social reinforcementTransfer

of training.

Training System of BAT Types of Training:

Technical Training

Management Training

Safety Training

Occupational Health

General Training (Management, Accounts, Sale etc.)

Social Skill Training

Refresher Training

Workers Education Training

On-the-job Training Process

Identifying the training needs: What kind of training is needed for how many people to
what standard of performance the objectives of the training must be determined.

Analyzing the attitudes, skills & knowledge (ASK) of the job: Designing what has to be
learned.

Planning the training program & implementing it

The stages of the training

Recording the results

Providing the stuff and equipment

Evaluating the results

Deciding whether the training objectives have been met

Considering how they could have been met more effectively

Training Aids

The following training aids are generally used in training programs in BAT

Multi media

Overhead projector

Flip chart

White board etc.

Developed Skills

During the training and development process the employees acquire several soft skills which
can be of great value for progressing in corporate life.

Communication Skills

The employees had to communicate with a lot of people for different work purposes. At
first, they try to keep my communications strictly formal with everyone but it did not aid in
achieving the work objectives very well. Then, the employees learn to change the approach
of communication in accordance with the nature of the task in hand. The employees also
learn to emphasize on developing productive working relationships. This enables the to
establish a professional yet friendly mode of interaction within themselves and get the help in
different prospects

Multitasking

The employees had to do a lot of tasks simultaneously on their own. Although they struggle
a lot in the first few weeks, but soon they get used to multitasking and things get a lot easier.
 Flexibility

During the training and development process the employees are assigned in a project which
is designing training module. They had to work with confidential data. So the access was not
always easy. Thats why sometimes they had to surf internet a lot for external information.
They have to be present in meetings for collecting information. It teaches them to be
adaptable and flexible.

Composure

It teaches them to be patience and have self-control in every task they are assigned with.
Besides they also get a clear knowledge of being punctual and dedicated to time allotted for
finishing an assigned work.

In a nutshell, the training and development process of BATB influences and motivates the
employees in developing their skills through which they can adapt with the culture of the
organization.
Recommendations

BATB could have arranged Laboratory training as it helps in management commitment

and helps to acquire co-ordination
On the job training could be made more engaging with open Q/A sessions with a definite
slots and giving enough time to the employees
A session with the higher officials and the employees is very necessary to reduce the
hierarchy gap

Conclusion

In Indian sub-continent British American Tobacco Bangladesh (BATB) is the number one
tobacco company in tobacco industry of Bangladesh. As a leading company in tobacco
industry they always try to maintain the highest quality of their products. Their human
resource department is strong & treats their employees as an asset. So they try their best to
train and develop the skills of their employees. If we see their mission and vision it will be
clear, then. This has been possible due to skilled manpower by giving sufficient training and
development opportunities. BAT is continuously increasing its revenue as its employees
remain dedicated and motivated to their assigned work and find the working environment
friendly.
References

Dessler, V. (2010). Human Resource Management, 11/e (11/e Ed.). India: Pearson
Education India.
British American Tobacco, Malaysia
http://www.batmalaysia.com/group/sites/bat_7ryj8n.nsf/vwPagesWebLive/DO7SUKWC
?opendocument
Afreen Mahmood, BRAC Business School, BRAC University
http://dspace.bracu.ac.bd/xmlui/bitstream/handle/10361/7858/12104205_BBA.pdf?seque
nce=1&isAllowed=y
North South University, MBA HRM-601
https://www.coursehero.com/file/6366210/Report-BAT/
Istiak Uddin ADI, BRAC University, Internship Report, 2013
http://www.bizstudyportal.com/content/b/i/z/S/t/u/D/y/HRM/DEF/4/44HRM2012DEF0921174
234.pdf