An Analysis of Training and Development Practices of The German Technical Institute & Cyber City

Introduction:
Training refers to a planned effort by a company to facilitate employee’s learning of jobs

related competencies. These competencies include knowledge, skills, or behaviors that
are critical for successful job performance.
The goal of training is for employees to master the knowledge, skill, and behaviors
emphasized in training programs and to apply them to their day to day activities. The
same goal is established by the HR of The German Technical Institute and Cyber City to
develop the skills of its employees, so that they can master in Training profession.
The German Technical Institute and Cyber City is one of the successful Institutes in
Bangladesh which is executing its Training business from 18 years successfully. The
Institute is equally successful with the Training business and developing skillful Training
professionals by implementing proper HR practices being the pioneer of the other
Institutes of Bangladesh. The Institute put tremendous efforts on their training department
to train the employees best.
An effective training system of aInstitute reflects effectiveness of an organized Human

Resource practice of that Institute. Training is a continuous process for the employees of
The German Technical Institute and Cyber City and the development of the employees is
the culture of the Institute. To support this statement The German Technical Institute and
Cyber City has its own training institute to serve their employees better with a closely
monitored way. The training includes all the traditional, modern trainings that are needed
for the Training activities to carry on by the employeeswell structuredtrainings are
offered to the employees to ensure the highest development of the employees those
participates. The training also includes and modifies according to the change of Training
needs everyday to cope up with the contemporary world.
An analysis of Training and Development Practices of The German Technical Institute & Cyber City
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Chapter:1
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1.1 Rationale of the study:
I am proposing this topic because the information on employee training of The German
Technical Institute and Cyber City is accessible for me from the Branch and corporate
offices. And as a HR student I need to work on such a topic which is directly related with
my subject of study, so I’ve chosen training and development process of The German
Technical Institute and Cyber City.
As I want to be HR professional in future so, I think the learning from this topic will
provide me some real life ideas and knowledge on designing a Training program in future
for the employees working in Training sectors. The proposed report will also help the
Master of Business Administration to have an overall training report of an organization
and the report can be shown to the HR students so that they can gather idea from the
report and enrich their knowledge with the practical knowledge.
1.2 Research Question:
Employees are working hard to satisfy customers and they are qualified for the service.
So I would like to know:
 Whether they are satisfied with HR practices and what are the HR practices
Employee ofThe German Technical Institute and Cyber City?
 What is their perception on management?
 What is the process of Employee Training and Development ofThe German

Technical Institute and Cyber City?
 What is the maximum time for theTraining and Development and their external
or internal factors of Training and Development?
 What Training and Development process is required for the position to get
sanctioned from the top management?
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1.3 Objectives of the study:
General objective:
The general objective of this report isto:
 To identify the overall HRM practices of The German Technical Institute and
Cyber City.
 To analyze the present Training and Development processes ofThe German
 To give some recommendations regarding the Employee Training and
Development of processes ofThe German Technical Institute and Cyber City.
Specific objectives
 To determine the steps involved with Training and Development of processes.

 To determine the roles of Training and Development of processes.
 To identify the types of question which are asked inTraining and Development of
process.
 To forecast the effectiveness of Training and Development of processes.
1.4 Scope of the study:
The report deals with the Training and Development of processes in terms of theoretical
point of view and the practical use. The study will allow learning about the Training and
Development issues, importance, modern techniques and models used to make it more
efficient. The study will help to learn the practical procedures followed by the leading
organizations. Moreover the study will help to differentiate between the practice and the
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theories that direct to realize how the organization can improve theirTraining and
Development of process.
1.5 Limitations:
The present study suffered from certain limitations noted below.
 Fears to disclosure:The German Technical Institute and Cyber Cityhas many
secret policies & business strategies for the organization which is very much
related with Training and Development processes but as their strong privacy the
Human Resource Department was not willing to disclosure the confidential
information which could be very much useful.
 Time Limitation:The German Technical Institute and Cyber City all HR
activities are being handled by few employees that’s why it was really very
difficult for me to meet with her for knowing the relevant information.
 Lack of information:Lack of website information to reach on any nice ending
which could be helpful.
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Chapter:2
2.1 Sources of Data:
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To make the report more meaningful and presentable two sources of data and
information’s have been used widely.
 Primary sources of data

 Secondary sources of data
Primary sources of Data:

The primary information collected through face to face interview, as a part of internal
compliance audit in The German Technical Institute and Cyber City, observation, and by
participation in the Training and Development process as well as direct observation &
informal discussion.
Secondary sources of Data:
The secondary information collected from website, magazine, journals, books and some
other relevant sources.
Both primary and secondary data has been used to generate this report. Primary data
sources are scheduled survey, informal discussion with professionals and observation as
well. The secondary data sources are different published reports of The German
Literature review
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According to the Michel Armstrong, “Training is systematic development of the
knowledge, skills and attitudes required by an individual to perform adequately a given
task or job”.
According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills
of an employee for doing a particular job.” (Source: Personnel Management, McGraw
Hill; 6th Edition, 1984)
The term ‘training’ indicates the process involved in improving the aptitudes, skills and
abilities of the employees to perform specific jobs. Training helps in updating old talents
and developing new ones. ‘Successful candidates placed on the jobs need training to
perform their duties effectively’.
According to Asha (2007)49, the need for training and development can be emphasized
in various work situations, such as in harnessing skills for existing jobs, planning out
one’s future job profile, elevating employee’s performance and so on. The training and
Development function in an organization has gained a lot of importance due to
advancement in technology and changes in market force.
According to Stavrou, et al.,(2004)48stated the main goal of training is to provide, obtain

and improve the necessary skills in order to help organizations achieve their goals and
create competitive advantage by adding value to their key resources.
According to Obisi (2001)46, Training is a process through which the skills, talent and
knowledge of an employee is enhanced and increased. He argues that training should take
place only when the need and objectives for such training have been identified.
According to Karthik, R. (2012)54 Training objectives tell the trainee that what is
expected out of him at the end of the training program. Training and development
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objectives are of great significance from a number of stakeholder perspectives; Trainer,
trainee, designer, evaluator
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Chapter:3
3.1Training and Development:

Training:
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Training usually involves educational or inspirational activities designed to improve
knowledge, skill, and performance at the individual level. Training basically refers to a
planned effort by a company to facilitate employees‟ learning of job related
competencies. The competencies include knowledge skills, or behaviors that are critical
for successful job performance.
Development:
Development is a process by which the employees develop their skills, behaviors,
attitudes, actions, and other abilities with continuous trainings or learning, that are
needed to perform in an organization effectively and smoothly.
A successful development process delivers appropriate change in individual

behavior, attitudes, and activity directly related to organizational goals and
measurable results.
3.2 Discussion of Training and development:

The goal of training is for employees to master the knowledge, skill, and behaviors
emphasized in training programs and to apply them to their day-to-day activities.
Recently it has been acknowledged that to gain competitive advantage, training has to
involve more than just basic skill development.
Many companies have adopted this broader perspective, which is known as high leverage
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training. High Leverage training is linked to strategic business goals and objectives, uses
an instructional design process to ensure that training is effective and compares or
benchmarks the company’s training programs against training programs in other
companies. The ultimate objective of employee training and development is to create
intellectual capital who can contribute to the organizational development competing
against market rivals.
Figure: Training and development Process.
In organizations training and develop program works as a transforming process, by the

process new unskilled employees enters into the organization get proper training and they
develop themselves as skilled employees. a effective training and development program
can ensure motivation, commitment to the trained employees at the same time those
motivated employees takes to lead to be competent in the market to serve the
organization their best for the organizational development.
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3.3 The Training Cycle
 Establishing the skill requirements and the subsequent training needs of the
workforce.
 The design of the most suitable events and most effective training methods for
your organization.
 Delivery of the training with additional support for any open learning aspects.
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Training and Development
Training for Individuals: Some training is designed only for the individuals, for
thosethe employees are individually responsible for their own development.
Training for teams: Trainings served for teams, when team performance is necessary.
Training for organizations: organizational training that may contain creating fair
andproductive organizational environment, developing knowledge sharing culture inside
the organization.
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Chapter:4
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4.1 Overview of The German Technical Institute and Cyber City
To light up the spirit of 21st century, The German Technical Institute and Cyber City set
off its training of success “Service First” in 2005 to stand out from the crowd as a
distinguished service provider. Service to The German Technical Institute and Cyber City
is meant not only for clients but also for the community, not only for gain but also for
governance and not only for delivery but to ensure dynamism, discipline and
accountability.
The German Technical Institute and Cyber City is incorporated in Bangladesh as

Training company on June 10, 2005 under Companies Act.1994. Bangladesh Institute,
the central Institute of Bangladesh, issued Training license on June 17, 2005 under
Training Companies Act.1991. The German Technical Institute and Cyber City launched
its formal activities of Training business on 26 October, 2005. The Office of The German
Technical Institute and Cyber City is located at Savar, one of the fast growing
commercial and business areas of Dhaka city.
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4.2Objective of The German Technical Institute and Cyber City
(Mission & vision)
Vision of the Institute
The Institute has clear vision towards its ultimate destiny - to be the best amongst the top
training institutions.
Mission of the Institute
 To be the most caring and customer friendly of services provider creating

opportunities for more people in more places.
 To aggressively adopt technology at all levels of operations and to improve

efficiency and reduce cost per transaction.
 To ensure a high level of transparency and ethical standards in all business

transacted by the Institute.
 To provide congenial atmosphere which will attract competent work force who
will be proud and eager to work for the Institute.
 To be socially responsible and strive to uplift the equality of life by making

effective contribution to national development.
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4.3Values ofThe German Technical Institute and Cyber City
Service First:
For TrainingInstitute“Service First” is not just an abstraction it really does mean it. It
holds a prime and central focus in the Institute’s operation. It believes discharge of quick
and quality service is the hallmark for Training standard.

Easier Training:
TrainingInstitute has made day-to-day Training easier than ever through state of the art
facilities. The Institute tends to create a friendly atmosphere for the customers to feel free
and go easy with Training. TrainingInstitute divides its clientage into least possible
individuals to impart the best attention and its tailor made services to meet special needs.
Better Relationship:
As TrainingInstitute forms bondage with its valued clients, so the Institute develops it
into a sustainable end. A good understanding with the customers while carrying out
business transactions, help the Institute perceives their goals and thus, enable the Institute
to respond pro-actively to their financial needs.
Assured Confidentiality:
Since The German Technical Institute and Cyber City deals in business in the form of
financial loss or gain, its solemn promise remains intact with interest of its clients so
much so that all Training transactions are done in a confidential and professional manner.
Good Corporate Governance:

The dynamic Board of Directors of The German Technical Institute and Cyber City hails
from different disciplines of business and industry at home and abroad. They are well
respected in the society for their contribution. The Institute is equipped with a highly
competent management team who has long experience in domestic and international
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Training. The Institute upholds and strictly abides by good corporate governance
practices and is subject to the regulatory supervision of Bangladesh Institute.
Corporate Citizenship:
The German Technical Institute and Cyber City is a compliant Institute and it pays due
taxes. The Institute is eager to inspire eco-friendly investment. The Institute is also an
abiding citizen in terms of all laws, rules, norms, sentiments and values of the land.
4.4Strategies of TrainingInstitute
Be Pro-Active:
TrainingInstitute makes conscious endeavor to elevate the life and activities. There is no
place for fun in Reactive Management. TheInstitute learns to anticipate and act.
Begin with the End in Mind:
The every action of The German Technical Institute and Cyber City corresponds to its
goal. The Institute sets its goal from what lies behind and beyond it and what lies within
it. TrainingInstitute begins in earnest to finish in time to pursue that goal.
Put First Things First:

TrainingInstitute makes a choice for things that make an upbeat difference. Things that
matter most are not put at the mercy of things that matter least
Think Win-Win:
Win-win is a frame of mind and heart that constantly seeks mutual benefit an all human
interactions. In this philosophy, The German Technical Institute and Cyber City wants to
see all parties an optimistic winner. A forward looking planning helps the Institute to
engage in a win-win relationship.
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Seek First to Understand and Then Be Understood:
The Institute prizes its ability to communicate over all other values. Most of the time,
TrainingInstitute patiently hears people more than it is heard. It seeks first to understand
how the Institute is expected- then it positions itself as befittingly as it can.
Synergy:
The effect of a combined whole is always greater than the sum of individual parts. The
relationship which the parts have to each other is a part in itself. TrainingInstitute
believes, every part is important and each can contribute. The Institute works together
with others to build a team work that result in a better success.
Care and Share Alike for the Society:

TrainingInstitute cares for the feelings, needs and experience of the society and shares its
interests equally. The Institute tries hard to provide for the less privileged and has-knots
to ensure a better society and a more prosperous Bangladesh. It is an honor, duty and
privilege for the Institute to be able to serve the nation in more ways than just providing
Training services.
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5.1 Data analysis and discussion
DATA ANALYSIS
Number of Employee: I survey to 17 students of The German Technical Institute and

Cyber City (Savar branch),
where 10 of them are male and 7 of them are female.
Table 1
Number of Employees According to Gender
Gender No.
Male 10
Female 7
Figure 1
Number of Respondents According to

Gender
41%
Male
Female
59%
Analysis: From the above illustration I can clearly see that, 59% of the respondents
were male and 41% of the respondents were female
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Table 2
Showing Type of Training Undergone By Employees
TYPE NO. OF RESPONDENTS PERCENTAGE
ON JOB TRAINING 6 35%
OFF JOB TRAINING 9 53%
BOTH 2 12%
TOTAL 17 100%
Figure 2
Types of Training Undergone By Employees
12%
35%
On Job
Off Job
Both
53%
Concept: On job and off job training both are important while training an
employee.Sometimes on job training becomes more effective for the employees because
employees get more experience and practical example from this training than off job
trainings.
Analysis: From the above illustration I can see, the off job training figure is 53%, offjob is
35 % and both is 12%. TrainingInstitute Limited focuses on off job training mostly rather
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than on job training.
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Table 3
Showing The Response of Employee The Trainings Time Effectively
RESPONSE NO. OF RESPONDENTS PERCENTAGE
AGREE 4 24%
STRONGLY AGREE 13 76%
NEUTRAL 0
DISAGREE 0
STRONGLY DISAGREE 0
TOTAL 17 100%
Figure 3
0% Training Time Effectively

0%
0%
24%
agree
strongly agree
Neutral
Disagree
Strongly disagree
76%
Concept: Training time must be effectively of the traineesif the training time cannot
effectively of trainees then the organization cannot successfully implemented their plan.
Analysis: as I can see from the above illustration, 76% employees strongly agree the
training time more effectively and 24 % employees agree, they also think the training
timeeffective.
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Table 4
Ability To Apply The Knowledge Learned From Training

AGREE 5 29%
NEUTRAL 0
DISAGREE 0
STRONGLY DISAGREE 0
TOTAL 17 100%
Figure 4
Ability to apply the knowledge learned from
Training
0%
29%
Strongly agree
agree
Neutral
Disagree
Strongly disagree
71%
Concept: Employees are expected to implement their learning got from the training intheir
practical work. If an employee become unable to apply his/her learning in the job, what
he/she got from the training then the ultimate benefit from the training is basically nothing.
An employee should be able to apply his knowledge in the job what he has learned from
the training to enrich his effectiveness toward the job.
Analysis: The illustration shows us that 71% employees strongly believe that they will
beable to apply the knowledge learned from the trainings and 29% agrees with the same
statement.
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Table 5
Training Objective For Each Topic Was Identified And Followed
STRONGLY AGREE
AGREE 9 53%
NEUTRAL 5 29%
DISAGREE 3 18%
STRONGLY DISAGREE 0
TOTAL 17 100%
Figure 5
TRAINING OBJECTIVE FOR EACH TOPIC WERE

IDENTIFIED AND FOLLWED
10
6
9
4
5
2 3
0 0 0
Strongly agree Neutral Disagree Strongly
agree disagree
Concept: To deliver a fruitful training to the employees, a trainer should ensure that
thetraining objective for each of the topic were identified and followed and the trainees
must support the trainer to do so. It needs both efforts to meet the objective and to identify
the objective of overall training.
Analysis: From the above illustration I can see 9 employees among 17 employeesagree the
training objective for each topic were identified and followed and 5 employees neutral and
3 employees disagree with the statement.
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Table 6
The Training contents were organized and easy to follow
STRONGLY AGREE
AGREE 4 24%
NEUTRAL 10 5%
DISAGREE 3 18%
STRONGLY DISAGREE 0
TOTAL 17 100%
Figure 6
The Training contents were organized and easy

to follow
0%
18%
24% Strongly agree
agree
Neutral
Disagree
Strongly disagree
58%
Concept: To make the training more easy and communicative, the training content mustbe
easy, organized and more structured. Trainees could not concentrate and the training will
not become effective, if the trainees cannot follow the training contents easily and get
stuck with the unorganized training material content.
Analysis: From the above illustration I can see the 24% employees agree that thetraining
content were organized and easy to follow, while 58% remain neutral and 18% disagrees
with the statement.
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Table 7
The Material Distribute Was Pertinent And Useful

AGREE 12 71%
NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL 17 100%
Figure 7
THE MATERIAL DISTRIBUTED WAS
0%
PERTINENT AND USEFUL
0%
0%
29% Strongly Agree

agree
Neutral
Disagree
Strogly Disagree
71%
Concept: The training material enables the trainees to understand the training
easily.Trainees can take idea or can make themselves correct with the help of those
materials. The training materials should be easy and useful to the trainees to they can
understand the topics easily.
Analysis: As I see from the above illustration 71% employees thinks that the
trainingmaterials were useful and pertinent and 29% employees strongly agrees that the
materials were useful to them. The answer is positive regarding the training program.
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Table 8
The Trainers Were Knowledgeable
STRONGLY AGREE
AGREE 12 71%
NEUTRAL 5 29%
DISAGREE
STRONGLY DISAGREE 0
TOTAL 17 100%
Figure 8
THE TRAINERS WERE KNOWLEDGEABLE
14
12
10
8
6 12
4
5
2
0 0 0 0
Strongly agree Neutral Disagree Strongly
agree disagree
Concept: Training is delivered by the trainer; in this sense the trainer must
beknowledgeable to serve the knowledge. If the trainer is not knowledgeable then the
trainees cannot get good training from the training program. The transfer of knowledge
from trainer to trainee becomes impossible. To conduct a good and effective trainingthey
must be knowledgeable.
Analysis: From the above illustration I can see 12 employees agree that the trainer
wasknowledgeable and 5 employees remain in neutral answer.
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Table 9
The Quality Of The Instruction Was Good
STRONGLY AGREE
AGREE 17 100%
NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL 17 100%
Figure 9
THE QUALITY OF THE INSTRUCTION WAS GOOD
0%
Strongly agree
agree
Neutral
Disagree
Strongly disagree
100%
Concept: The outcome of the training depends on the quality of the instruction. If
thequality of the instruction from the instructor is better than the trainees can understand
the topics discussed in the training. To ensure a fruitful and effective training the quality of
the instruction must be better.
Analysis: From above illustration I can see all 17 employees of The German Technical
Institute and Cyber City agreethey quality of the instruction of the training programs were
good.
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Table 10
The Trainer Met TheTraining Objective
STRONGLY AGREE
AGREE 9 53%
NEUTRAL 5 29%
DISAGREE 3 18%
STRONGLY DISAGREE
TOTAL 17 100%
Figure 10
THE TRAINER MET THE TRAINING OBJECTIVE
0%
18% 0%
Strongly agree
agree
Neutral
53%
Disagree
29% Strongly disagree
Concept: The trainer must meet his/her training objective by delivering necessary
lecture,communicating with the trainees, sharing knowledge, giving examples. Trainees
cannot get good knowledge regarding the training if the trainer is not effective who doesn’t
meet the training objective.
Analysis: From the above illustration I can see 53% employees of The German Technical
Institute and Cyber Cityagree theytrainer met the training objectives, 29% remains neutral
and 18% doesn’t think the trainer met the training objective.
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Table 11
Class Participation And Interaction Were Encouraged

AGREE 9 53%
NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL 17 100%
Figure 11
CLASS PARTICIPATION AND INTERACTION
0% WERE ENCOURAGED
0%
0%
Strongly agree
agree
47%
Neutral
53%
Disagree
Strongly disagree
Concept: Effective training includes feedback and good communication between

thetrainer and the trainee. To make the training more effective by the equal participation
the trainer must encourage the trainees with class participation and interaction.
Analysis: From the above illustration I can see, 53% employees agree that
classparticipation and interaction were encouraged in the training class and 47% strongly
agrees with the statement.
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Table 12
Adequate Time Was Provided For Questions And Discussions

AGREE 10 59%
NEUTRAL 3 18%
DISAGREE
STRONGLY DISAGREE
TOTAL 17 100%
Figure 12
ADEQUATE TIME WAS PROVIDED FOR

0%QUESTIONS AND DISCUSSIONS
0%
18% 24% Strongly agree

agree
Neutral
59% Disagree
Strongly disagree
Concept: Adequate time should be distributed for the question and discussions after
thetraining session. This helps the trainees to make themselves clear about the training and
they can solve any problems with discussions.
Analysis: From the above illustration I can see 58% employees agree, 24% stronglyagree
that adequate time was provided for questions and discussions after the training session.
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Table 13
Examples, Visual Aids Used
STRONGLY AGREE
AGREE 9 53%
NEUTRAL 8 47%
DISAGREE
STRONGLY DISAGREE
TOTAL 17 100%
Figure 13
EXAMPLES, VISUAL AIDS USED
0%
0%
0%
Strongly agree
agree
47%
Neutral
53%
Disagree
Strongly disagree
Concept: To make the training more attractive, informative, interesting trainers shoulduse
example, visual while they give training in front of the trainees.
Analysis: From the above illustration I can see 53% of the employees agree thatexamples,
visual aids are used in the training sessions and 47% of the employees answer as neutral.
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Table 14
How Do You Rate The Overall Training
EXCELLENT
GOOD 17 100%
AVERAGE
POOR
VERY POOR
TOTAL 17 100%
Figure 14
HOW DO YOU RATE THE OVERALL TRAINING
0%
Excellent
Good
Average
Poor
Very Poor
100%
Analysis: The illustration shows that 100% employees think that the training that
TrainingInstitute offers to its employees are good.
An analysis of Training and Development practices of The German Technical Institute and Cyber City Page35
Table-15
Employee Satisfy For Applying Systems DuringTraining
NO. OF
RESPONSE RESPONDENTS PERCENTAGE
STRONGLY AGREE
AGREE 9 53%
NEUTRAL 5 29%
DISAGREE 3 18%
STRONGLY DISAGREE
TOTAL 17 100%
Figure 15
EMPLOYEE SATISFY FOR APPLYING

SYSTEMS DURING TRAINING
0%
18% 0%
Strongly agree
agree
Neutral
53%
Disagree
29% Strongly disagree
Concept: Employee satisfies for applying systems during the training program.The
trainer must delivering necessary lecture,communicating with the trainees, sharing
knowledge, giving examples
Analysis: From the above illustration I can see a 53% employee agrees system of
training program, 29% remains neutral and 18% disagree.
Table-16
Employee Getting Benefits During The Training Program

AGREE 12 71%
NEUTRAL
DISAGREE
STRONGLY DISAGREE
TOTAL 17 100%
Figure 16
Employee Getting Benefits During The
Training Program
0%
0%
0%
29% Strongly Agree

agree
Neutral
Disagree
71% Strogly Disagree
Concept:Employee getting benefits during the training program.Trainees can take

idea or can make themselves correct with the help of those materials. Employee
can get different types of benefit running the training program.
Analysis: As I see from the above illustration 71% employees agree to getting
benefits during the training program and 29% employees strongly agree to get
benefits during the training program. The answer is positive regarding the training
program.
5.2 Output of the Study:
 It will help to find out the Hypothetical training and development Process
ofThe German Technical Institute and Cyber City.
 The study will help for the organization to develop models & apply them
effectively in their future trainingprocess.
 The study will help me to identify the type of problems that the Institute
usually faces when they recruit & it will all the way of overcome the
problems.
 The study will help me in real life what kind of Human Resource training
and development processes the organizations.
 The study will help my course Supervisor teacher to evaluate my study and
give me important suggestions which will help me in my professional life.
 The study will help the organization The German Technical Institute and
Cyber City to know their lacking & opportunities as it is a researched based
study.
6.1 Training Activities of The German Technical Institute and
Cyber City
The German Technical Institute and Cyber City always focuses great emphasis on
training and development of its employees. That’s why The TrainingInstitutehas its
own training institute with a dedicate HR people who are arranging trainings for
the employees. The German Technical Institute and Cyber Citybelieves that only
employees must provide better service if they are trained well. The HR department
wants to ensure a dedicated team of well trained employees who can serve the
customers as well as the Institute by their expertise. Different types of trainings are
offered to the employees according to the Institute rule. Most of the trainings are
regarding Training activities and the trainings are well structured.
6.2 Trainings that are offered from The German Technical

Institute and Cyber City:
Basically The German Technical Institute offered a basic course on computer and it
contains with English and Bangla typing, Microsoft word, Excel, PowerPoint and
Internet browsing. The Institute also offered Graphics Design and it contains with
Adobe Photoshop, Illustrator, Light room.
6.3 Methods ofTraining that The German Technical Institute and
Cyber Cityfollow:
The German Technical Institute and Cyber Cityfollows both the on the job and off
the job training methods for its employees.
On the job training:
Job Rotation: In The German Technical Institute and Cyber Cityemployees move
to various positions in the organizationin an effort to expand their knowledge,
skills, and abilities.
Assistant–To positions: Employees at The German Technical Institute and Cyber

Citywith potential sometimes workunder successful managers often in different
departments of the Institutes; this helps the assistant to get successful virtues from
his superior. This helps a lot to get an informal but most effective training.
Committee assignment: committee assignment can allow the employee to share

decision making, to learn by watching others and to investigate organizational
problems. The German Technical Institute and Cyber Cityarranges committee
assignments for its employees and the Institute allows its employees to express
their best toward the organizational development by individual potential.
Off the job training:
Lecture course and seminar: The German Technical Institute and Cyber
Cityarranges trainings for its employees atits own training institute. The trainers
use lecture courses and seminar to train the employees.
6.4 Employee overall Training records
The German Technical Institute and Cyber Cityalways believes that IT has a great
contribution in the activities of Human Resource department. So the Institute tries
to keep the entire employee training related information for proper recording
reporting.
The German Technical Institute and Cyber Cityuses Orbits HRD solution
developed by software giant Oracle to record all the HR related activities of the
Institutes. Both the employees and HR personnel can view the training information
according to their accessibility. Privileged HR managers or administrators can add,
delete, and modify training related data on the system.
All the trainings that HR department has designed for the employees are set in the
system and when which employee will get the training on what subject are also set
in the system. Employees get information regarding the training program they need
to participate on specific date. Orbits the HRD system developed by Oracle works
as a complete Training Matrix forThe German Technical Institute and Cyber City.
The system shows employees training according to the serial number, branch,
designation of the employees and types of training with course detail it also show
the organizer name with specific code. The training course duration, place of the
training program, training starting date and end date also shows in the system. All
employees have the ID and password to log on to the HRD system to view the
training update of the individual. Employees also get email from the HR
department for any kind of training inquiry regarding the HRD system.
6.5 Training Model Followed by the Training Department ofThe
German Technical Institute and Cyber City:
Among the training models the training department of The German Technical
Institute and Cyber Cityfollows Faculty Model to deliver training to its employees.
Directors of
trainings
Special Traditional IT Sales
Training Trainings Trainings Trainings
Training specialty areas
Figure: Faculty training model
In Faculty model the training department is headed by a director with a staff of
experts who have specialized knowledge of particular topic or skill area. These
experts develop, administer and update training programs.
The HR department of TrainingInstitutefollows this model to train its employees.

In this process the trainers hired by develops, administrates and update the training
programs and serve the training to the employees. In this model the it trainer are
responsible for only it trainings and Training trainers are responsible for
Trainingtrainings.
Identifications of the problems
There were some problems in the organization along with all the good qualities.
Sometimes I found it was very challenging to work due to competition in the
market many problems has arise most common problems in the system software
named Institute which needs lots of information to self update. There are other
problems which I faced in a daily basis that is given below:
 Only Savar Branch of TrainingInstitute Limited has been considered for the
study.
 Time was not enough for conducting this type of research.
 The sample size does not represent the total population.
 Samples were selected conveniently. All weights given are judgmental.
 The whole study was conducted by one person there is chance of having
error in any stage of data collection, data entry, data organizing, data
sorting, data testing, data presentation, interpretation of result etc.
Recommendations:
After analyzing the overall study and findings we can observe that though The
German Technical Institute and Cyber City is doing well in almost every field,
some major aspects should be taken in consideration continuously to beat the
competitors in all aspect of its operation.
The German Technical Institute and Cyber Cityshould take the following
recommendations into consideration which are given below:
 The German Technical Institute and Cyber City should arrange other
trainings (managerial trainings, English speaking/reading/writing training,
quick customer service trainings, etc) rather than only traditional
Trainingtrainings for its employees.
 Training time for specific trainings need to be expanded.
 The German Technical Institute and Cyber Cityshould arrange on job
training rather than off job training.
 The German Technical Institute and Cyber Cityneeds to hire more skillful
trainer to deliver the training.
 No need analysis is done for the employee before trainingThe German
Technical Institute and Cyber Cityshould implement need analysis for its
employees.
 The HR department should find out why employees think outside institution
trainings are more useful than in house trainings.
 The German Technical Institute and Cyber CityHR department should take
ideas regarding designing the training session from the employees based on
their experience.
Conclusion
Institutes are highly competitive in Bangladesh. The success of one Institute

depends on the better service from the Instituteers to customers. Successful training
and development can develop highly trained Instituteers in the Institutes, who can
serve the customer well, and can achieve customer satisfaction for the organization,
by proper training and development process employees become more efficient and
can contribute well in the organization in every work. Well structured and
constructive training can ensure competitive advantage by the employees for the
organization. So this is the right time for the HR departments of Bangladeshi
Training sectors to start effective training and development programs for the
employees by implementing effective Human Resource Management.
References:
Books:

 Bratton and Gold, 2007, P- 239 Leading, Managing and Developing People,
3rd edition by Gary Rees and Ray French Published by the CIPD.
 “Fundamentals of Human Resource Management”, 3e text Noe,
Hollenbeck, Gerhart and Wright. (ISBN: 0073381470 Copyright year:
2009).
 “Human Resource Management” (The Strategic Perspective) John B.
Miner & Donald P. Crane.
 Human Resource Management and Industrial Relations – Dr. Abdul Awal
Khan and Dr. M.A Taher
 Strategic Human Resource Planning- Kenneth J. McBey& Monica Belcourt
(2nd Edition)
 Training and development by Ray French and Sally Rumbles
Websites:
 http://trainingInstituteltd.com/pbl/
 http://strategichrinc.com/services/training-development/
 http://managementhelp.org/training/
 https://www.inc.com/encyclopedia/training-and-development.html
 http://www.lessonly.com/types-of-training-methods/
Questionnaires:
I from Master of Business Administration, Daffodil International University, is

conducting a research on HR functions as a requirement of MBA (HRM) program.
I need your valuable opinion about HR functions of your organization. The
information you will provide will be used for educational purpose only and will be
kept confidential. Thank You.
Approximately how many people are employed in your organization? (Please

mention in numbers)
In total Male Female
Approximately how many employees have received training within the last 5
years? (Please mention in numbers)
Approximately how many employees have received promotion within the last
5 years? (Please mention in numbers)
Approximately what proportion of the annual payroll costs is currently spent

on training and development? (Please mention in numbers)
a. b. Don’t know
What are the sources of your training? (Please mention in numbers)
a. Internal b. External
How many people you training from internal sources? (Please mention in
numbers)
a. Transfer
b. Promotion
c. Demotion
d. Retired
e. Others
How many people you training from external sources? (Please mention in
numbers)
a. Job Agency
b. Educational institution
c. Employee Reference
d. Internet Ads
e. Others
Number of people selected in last 5 years? (Please mention in numbers)
Quality of organizational offerings.
 Reputation
 Benefits package
 Salary scale
 Learning opportunities
 Potential for advancement
 Corporate culture
 Geographic Location
 Global presence
 Innovation
 Vacation time
 Technological sophistication
 Work schedule
 Child care options
Please mention the priorities in your organization for Training and

Development.
a. Strategic skills/competencies
b. Leadership
c. Culture/Strategic awareness
d. Strategic alignment
e. Strategic integration
f. Other

An Analysis of Training and Development Practices of The German Technical Institute & Cyber City

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Introduction:

Training refers to a planned effort by a company to facilitate employee’s learning of jobs

An effective training system of aInstitute reflects effectiveness of an organized Human

1.2 Research Question:

 What is their perception on management?

 What is the process of Employee Training and Development ofThe German

The general objective of this report isto:

 To determine the steps involved with Training and Development of processes.

 To forecast the effectiveness of Training and Development of processes.

1.4 Scope of the study:

2.1 Sources of Data:

 Primary sources of data

Primary sources of Data:

Secondary sources of Data:

According to Stavrou, et al.,(2004)48stated the main goal of training is to provide, obtain

3.1Training and Development:

A successful development process delivers appropriate change in individual

3.2 Discussion of Training and development:

Figure: Training and development Process.

In organizations training and develop program works as a transforming process, by the

The German Technical Institute and Cyber City is incorporated in Bangladesh as

Vision of the Institute

Mission of the Institute

 To be the most caring and customer friendly of services provider creating

 To aggressively adopt technology at all levels of operations and to improve

 To ensure a high level of transparency and ethical standards in all business

 To be socially responsible and strive to uplift the equality of life by making

Good Corporate Governance:

Put First Things First:

Care and Share Alike for the Society:

Number of Employee: I survey to 17 students of The German Technical Institute and

Number of Respondents According to

TYPE NO. OF RESPONDENTS PERCENTAGE

ON JOB TRAINING 6 35%

OFF JOB TRAINING 9 53%

Types of Training Undergone By Employees

RESPONSE NO. OF RESPONDENTS PERCENTAGE

0% Training Time Effectively

Ability To Apply The Knowledge Learned From Training

RESPONSE NO. OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 12 71%

RESPONSE NO. OF RESPONDENTS PERCENTAGE

TRAINING OBJECTIVE FOR EACH TOPIC WERE

RESPONSE NO. OF RESPONDENTS PERCENTAGE

The Training contents were organized and easy

RESPONSE NO. OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 5 29%

29% Strongly Agree

RESPONSE NO. OF RESPONDENTS PERCENTAGE

THE TRAINERS WERE KNOWLEDGEABLE

RESPONSE NO. OF RESPONDENTS PERCENTAGE

THE QUALITY OF THE INSTRUCTION WAS GOOD

RESPONSE NO. OF RESPONDENTS PERCENTAGE

THE TRAINER MET THE TRAINING OBJECTIVE

RESPONSE NO. OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 8 47%

Concept: Effective training includes feedback and good communication between

Adequate Time Was Provided For Questions And Discussions

RESPONSE NO. OF RESPONDENTS PERCENTAGE

STRONGLY AGREE 4 24%

ADEQUATE TIME WAS PROVIDED FOR

18% 24% Strongly agree

RESPONSE NO. OF RESPONDENTS PERCENTAGE