Internship Report on

“Learning & Development: A Strategy for Developing Employees”

 Department of Business Administration

Learning & Development: A Strategy for Developing

Employees

Internship Report Submitted to the Department of Business Administration to Fulfil the

Degree of Bachelors of Business Administration.

Prepared for
Laila Zaman
Assistant Professor
Department of Business Administration
East West University

Prepared by
Afnan Ahmed Akib
ID: 2017-1-10-064
Major in Human Resource Management
Declaration

I hereby declare that,

1. The internship report submitted in my original work while completing a degree at
East West University.
2. This Report never has been, and never will be reproduced for any other BBA course
or any other purpose.
3. This report does not contain material previously published or written by e third party
except this appropriately cited through full and accurate referencing.
4. I have acknowledge all of the main sources of help.

Student’s Full Name & Signature:

________________________________________
Afnan Ahmed Akib
ID: 2017-1-10-064

Supervisor’s Full Name & Signature:

________________________________________
Laila Zaman
Assistant Professor, Department of Business Administration
East West University.
Letter of Transmittal

Laila Zaman
Assistant Professor
Department of Business Administration
East West University
Aftabnagar, Dhaka-1212, Bangladesh

Subject: Submission of internship report on “Learning & Development: A Strategy for

Developing Employees”.

Dear Ma’am,

As a requirement for the completion of an internship at Bengal Group of Industries under the
BBA program of East West University. I would like to submit my internship report titled
“Learning & Development: A Strategy for Developing Employees”. I have completed my
10 week internship period in Bengal Group of Industries, Starting on 23rd October 2022.

I sincerely hope that this report fulfills the objectives and requirements of my internship and
that it finds your acceptance. I have attempted be best to finish the report with the essential
data and recommended proposition in a significant compact and comprehensive manner as
possible.

I am grateful to you for your guidance and kind cooperation at every step of my endeavor on
this report. I shall remain deeply grateful if you kindly take some pen to go through the report
and evaluate my performance.

Sincerely yours.

_______________________________
Afnan Ahmed Akib
ID: 2017-1-10-064
Department of Business Administration
East West University
Date:

Acknowledgement

I would like to express my utmost gratitude and wholehearted appreciation to all those who
helped me and provided me with the opportunity to complete and present this report.
First of all, I would like to thank my honorable faculty supervisor, Laila Zaman, Assistant
Professor, Department of Business Administration, East West University for providing me
with the opportunity to observe and analyze such an interesting topic for her supervision,
relentless guidance and invaluable advice whenever needed.
I would also like to thank my team in Bengal Group of Industries, without whose constant
tutoring; I would not be able to relate my academic knowledge to my work life. I have
collected a lot of practical experience during three months which may now link to my
theoretical knowledge, and with the correct supervision of Mst. Sohel Saedatun Easmin
Ma’am (Deputy Manager, HR, BGI), my honorable supervisor & Md. Shamin Hossain Sir
(Assistant Manager, HR, BGI), it would not have been feasible for anything to happen. I offer
my deepest thanks for being patient with me and for helping me to make this report during all
my internships.
I want to thank Hasan Taiab Imam Sir, (Group Head, HR, BGI) for providing me with a
chance to contribute to his famous organization.
 Table of Contents
Executive Summary............................................................................................................................viii
1.0 Introduction...................................................................................................................................1
1.2 Objective of the Study...............................................................................................................1
1.2.1 Broad Objectives................................................................................................................1
1.2.2 Specific Objectives.............................................................................................................1
1.3 Methodology..............................................................................................................................1
1.3.1 Primary Data Sources.........................................................................................................1
1.3.2 Secondary Data Sources.....................................................................................................1
1.4 Scopes and Limitations..............................................................................................................2
2.0 Literature Review..........................................................................................................................2
3.0 The Organization...........................................................................................................................5
3.1 History of Bengal Group of Industries.......................................................................................5
3.2 Timeline of Bengal Group of Industries....................................................................................5
3.3 Concerns of Bengal Group of Industries..................................................................................10
3.3.1 Garment Hangers and Accessories....................................................................................10
3.3.2 Building Materials............................................................................................................10
3.3.3 Flexible Packaging............................................................................................................10
3.3.4 Food & Beverage..............................................................................................................10
3.3.5 Garments...........................................................................................................................11
3.3.6 Media & Entertainment.....................................................................................................11
3.3.7 Plastic House Ware...........................................................................................................11
3.3.8 Renewable Energy............................................................................................................11
3.3.9 Real Estate........................................................................................................................11
3.3.10 Trading & Distribution...................................................................................................12
3.4 Mission, Goals & Values.........................................................................................................12
4.0 HR Division of Bengal Group of Industries.................................................................................13
4.1 HR Organogram of Bengal Group of Industries......................................................................14
4.2 HR Functions of Bengal Group of Industries...........................................................................15
5.0 Job Description............................................................................................................................15
6.0 Lesson Learned from Bengal Group of Industries.......................................................................16
7.0 Learning & Development Functions of Bengal Group of Industries............................................16
7.1 Training Need Assessment......................................................................................................16
 7.2 Designing Training Program....................................................................................................17
7.3 Budget.....................................................................................................................................17
7.4 Target Audience......................................................................................................................17
7.5 Objectives of Training.............................................................................................................18
7.6 Delivery Style..........................................................................................................................18
7.7 Developing Training Program.................................................................................................18
7.8 Venue.......................................................................................................................................18
7.9 Implementation........................................................................................................................18
7.10 Evaluation..............................................................................................................................19
8.0 Findings.......................................................................................................................................20
9.0 Recommendations.......................................................................................................................21
10.0 Conclusion.................................................................................................................................21
REFERENCES:...................................................................................................................................22
Executive Summary

This report will give brief ideas about my internship program at Bengal Group of Industries.
Every major element of my work experience during my internship program has been covered
in this report.
It may give a better understanding of the Bengal Group of Industries, their businesses, the
timeline of the organization, its organizational structure, etc., in this study. Also, I talked
about my work experience there as well as some of my specific duties in this report.
The Bengal Group of Industries began their journey in 1969 by forming Bengal Plastics Ltd.,
the country's first plastic processing business. Bengal Group is currently one of Bangladesh's
biggest producers of plastic. Today, however, they engage in more than only plastics. They
have successfully expanded their operations throughout the years into electronic media,
estate, chemicals, papers, foods, metals, and renewable energy.
My report includes information regarding the job description I performed at Bengal Group of
Industries, specifics about the area in which I worked, and careful evaluation of the training
program offered by Bengal Group of Industries Human Resource Division.
The development of the organization and training are top priorities for the Bengal Group of
Industries. They consistently work to improve their staff members' effectiveness and
productivity. The training and development activities were completed by the HR Department
of the Bengal Group of Industries, and this process is ongoing. The training and development
process which us used by Bengal Group Industries is seamless. It was in line with what I had
studied in my courses. They are similar in many ways. After working with them I discovered
that they really care about their employees. To help employees become more productive and
better people, management always seeks to give them good training.
It concludes with my primary conclusions regarding the Bengal Group of Industries' Learning
& Development program
1.0 Introduction
To gain knowledge, it is important for all the BBA students to work in any organization for at
least three-month internship; and after the internship period, the student must prepare an
internship report.
The report is being prepared under the supervision of my supervisor. This report contains
information about Bengal Group of Industries and their Learning & Development program
which gives an idea about the company & their training & development process.

1.2 Objective of the Study

Every task has primary and secondary objectives; without an objective, the task is
meaningless. The following are the objectives for completing this report:

1.2.1 Broad Objectives

The primary goal of this report is to explain the practices of HRM in Bengal Group of
Industries and give detailed information about their Learning & Development program.
Furthermore, realistic information about BGI is gathered during the focused area.

1.2.2 Specific Objectives

1. To recognize the types of training and development practices.
2. To examine the Bengal Group of Industries' training and development system.
3. To assess the performance of Bengal Group of Industries employees in terms of
training and development.
4. To provide some suggestions to solve the problems.

1.3 Methodology
This report requires various types of data and documents. Data and documents gathered from
various sources, including:
 Primary Data Sources
 Secondary Data Sources

1.3.1 Primary Data Sources

Data for this report was gathered from a variety of primary sources. I gathered information
from employees and various departments within the Bengal Group of Industries.

1.3.2 Secondary Data Sources

 Organization’s website & other websites

1
1.4 Scopes and Limitations
The research is completely based on my practical work experience. This report greatly helped
my understanding of an organization's environment. It was an impossible task for me to learn
everything about all activities because it was such a large sector with such a short time frame.
Limitations that have been faced while preparing this report are:
 Due to time limitation, the study could not be made more comprehensive.
 Due to a lack of time, there is no opportunity to visit other concerns.

2.0 Literature Review

Personnel Training and Development (J P Cambell, 1971).

Training and development for employees involves so many components, including computer-
assisted education, meet-ups for CEOs and their wives, and instruction in fundamental work
practices for those who are considered to be the hardest-core unemployed. It covers a huge
range, and some subjects get little consideration. Very molecular investigations of issues like
acquisitions and transfer issues in search for training and idea learning are at one risky.

Designing Training and Development Systems (Tracey, William R, 1992).

The designing training and development system is intended for managers of human resources
development (HRD) and training and development practitioners in the public or private
sector. It may also be helpful to those in charge of creating instructional materials or
assessing the success of training and development initiatives. It includes understanding the
dimensions of training and development, difficulties, and issues; adopting a systems approach
to training and development; executing a development strategy; evaluating training and
development needs; collecting and analyzing job data; creating criterion measures; creating
evaluative instruments; writing training objectives; selecting a delivery system; selecting and
sequencing content; and selecting and using training strategies and media.

Training and Development Strategy and Its Role in Organizational Performance

(Abdus Sattar Niazi, 2011)
The FMCG business has always benefited from the objectivity of training and development
and its ongoing learning process, but it has since evolved into more of a general social trend,
underscoring the necessity for organizations to foster a learning culture as a social obligation.
Numerous studies conducted in the past have demonstrated the strong links that exist between
various training and development strategies and various organizational performance metrics.
Training and development is strategically positioned and directly advances the aims and
objectives of the organization's business. It is more effective to deliver training using new
technologies and adjusting to creative training methods, such as PI (programmed
instructions), computer/simulated games, role acting, and audio/visual aids, which are all
widely employed in the training curricula today. These more modern approaches, when
paired with more traditional approaches like lectures, conferences, movies and videos, and
case studies, offer efficient ways to conduct training and education in particular contexts.

2
Synergogy: A New Strategy for Education, Training and Development (Mouon, Jane
Srygley, Blake, Robert R, 1984)
Synergogy is a novel approach to education and training, and the foundations, methodology,
and applications are examined. Members of small teams can learn from one another through
regulated encounters thanks to the synergistic approach. After studying education in the
context of interpersonal interactions, the authority-obedience model of teaching is examined
in regard to how it might obstruct student learning. The implementation of four fundamental
learning designs—structures in which students instruct one another—is investigated. A
variety of applications are illustrated via case studies, including academic and industrial
contexts where safety education is the topic. The use of synergy to impart factual knowledge,
improve attitudes, and develop skills is highlighted. In addition to discussing the
consequences of synergy for the future of education, training, and development, the function
of the learning administrator is taken into account. Transcripts of interviews with experts who
have used the designs in commercial and academic settings are also included. There are
offered sample worksheets, quizzes, and charts.

Training and Development: Communication and the Multigenerational Workplace

(Strawser, Michael G, 2021)
Communication professionals should concentrate on generational disparities as a subset of
their communication training efforts, particularly those who lead training and development
workshops. There are ten best practices to address generational differences in business: Know
the topic, Strat with theory, Make the communication connection, Survey the generations,
Become familiar with popular press experts, Tie generational differences into your research
agenda, Familiarize yourself with talent optimization, Know the business and communicate
your market value, Publicize your efforts, Start at home.

Role of Training and Development Practices in Implementing Change (Maheshwari,

Shwera, Vohra, Veena, 2018)
Given the shifting organizational environment and high failure rate of change
implementation, implementing change successfully is crucial. Employee skill development is
made possible by training and development strategies, which facilitate successful change
implementation. Studies addressing the role performed by these methods in bringing about
change are few, nevertheless. The goal of this study is to examine the role that training and
development techniques play in bringing about change and to pinpoint the elements that
contribute to their efficacy. Given the contextual character of these activities, it is thought
crucial to conduct research while taking transformational/large-scale change into account. To
analyze and contrast these behaviors across various organizational contexts, a multiple case
study design is used. Seven propositions, four themes, and ten categories that characterize the
role of training and development techniques in achieving change were developed as a result
of the findings and were discussed under the four topics of purpose, design, process, and
effectiveness.

3
The Science of Training and Development in Organization (Eduardo Salas, Scott l.
Tannenbaum, Kurt Kraiger, Kimberly A. Smith-Jentsch, 2012)
Each year, organizations in the United States alone spend billions of dollars on training.
These training and development activities enable organizations to adapt, compete, excel,
innovate, produce, stay safe, provide better service, and achieve their objectives. Training has
been used successfully to reduce errors in high-risk settings such as emergency rooms,
aviation, and the military. Training is also important in more traditional organizations. These
organizations recognize that training allows them to stay competitive by constantly educating
their workforce. They recognize that investing in their employees produces better results.
However, training is not as simple as it appears. There is a training science that demonstrates
that there are correct and incorrect ways to design, deliver, and implement a training
program.

Training and Development Handbook (Craig, Robert L, Bittel, Lester R, 1967)

The handbook includes materials for the sophisticated manager of a large training staff as
well as the fundamentals of training for the beginning or part-time trainer to provide a broad
reference source from the perspective of the employer organization for those responsible for
developing human resources in any organization. Apprentices to top executives are all trained
at various levels. The following chapters are included: the evolution of training, determining
training needs, the learning process, testing for training and development, training evaluation,
job instruction, coaching, the lecture, conference methods, case method, role playing,
programed instruction, human relations laboratory training, management games, related
reading, correspondence study, training aids, supervisor development, management
development, vocational and technical education, training facilities.

4
3.0 The Organization
3.1 History of Bengal Group of Industries
Bengal Group of Industries began its journey in 1969 with the establishment of Bengal
Plastics Ltd, the country's first plastics processing company. The Bengal Group is currently
one of Bangladesh's leading plastics manufacturers. Their activities are no longer limited to
plastics. Throughout the years, we have successfully expanded our businesses in electronic
media, real estate, chemicals, paper, food, metal, and renewable energy.

3.2 Timeline of Bengal Group of Industries

1969
Mr.Morshed Alam initiated operations with a single hand-operated plastic injection molding
machine in a rented ground in old Dhaka.

1971
After Bangladesh's independence in 1971, it began full-scale production of Jute and Textile
Spare Parts, which were previously imported from India and Europe.

1978
Plastic household wares such as a jug, plate, and other plastic domestic wares are
manufactured.

1980
Bengal Adhesive and Chemical Products manufactures adhesives for a variety of industrial
applications, including the wooden furniture industry, the shoe industry, the lather industry,
and others.

1981
Bengal Plastic Industries Ltd. has been registered as a limited company with the Joint Stock
Company in Dhaka, Bangladesh.

1991
Plastic Apparel Hangers were introduced in Bangladesh for 100% export-oriented garment
industries exporting to the United States and the European Union.

5
1993
Coca-Cola Export Corporation, Atlanta, Georgia, USA, has approved the production of
Molded Bottle Crates for Coca-Cola in Bangladesh.

1994
Batts Inc., Michigan, USA, became the licensee manufacturer, which was later acquired by
A&E Products Group LP-a TYCO International Limited Company.
A&E Products Group is the world's largest apparel hanger manufacturer, with more than 50
distribution centers in 28 countries.

1995
Bengal Overseas Corporation Ltd. imports and exports a variety of goods to and from
Bangladesh. It now successfully represents leading global industrial brands such as Rinnai
Japan, Cornelious UK, Crown Cork & Seal USA, Videojet USA, and Linnex USA in
Bangladesh.

1998
Became a licensee of Scheoller Wavin System, Germany, the world's leading manufacturer
and designer of Bottle Crates for Coca-Cola, Pepsi-Cola, and other major soft drinks, with
licensees and production partners in over 50 countries.
Morshed Alam, the company's founder, was named a CIP (Commercially Important Person)
by the Government of Bangladesh (GOB) for his contributions to the economy.

1999
Developed into Bangladesh's largest plastic processing plant, with 72 injection molding
machines ranging in capacity from 250 tons to 1600 tons and consuming more than 250 tons
of raw materials per day.
Initiated a US $5 million expansion plan for the installation of the single largest production
facility at Zerabo, Savar, Dhaka - 15 kilometers from the Dhaka International Airport - with
20 acres of land area and 120,000 square feet of production area, as well as 36 units of
Injection Molding Machines, four film extruder machines, and a set of printing and
converting machines for manufacturing garment hangers, poly bags, packaging tapes, and
strapping bands. The plant was finished in April of 2000.

2000

6
For US $2 million, Bengal Build-up BD Ltd. purchased a Chinese plastic factory (Build-up
Plastics BD Ltd.) with 12 injection molding machines in Dhaka Export Processing Zone,
Bangladesh.
Mr. Jashim Uddin, Director of the Company, has been designated as a CIP (Commercially
Important Person) by the Government of Bangladesh (GOB).

2001
Power Utility Bangladesh Ltd. is an energy company that will contribute to meeting the
country's fastest growing demand for electricity by constructing power plants in strategic
locations throughout Bangladesh.

2002
Bengal Poly & Paper Sack Ltd. is a PP Woven Sacks manufacturing industry in Tongi,
Gazipur, Bangladesh, with a capacity of 200,000 different types of woven sacks. By
supplying high-quality woven sacks, the company meets the needs of the cement, fertilizer,
and poultry/fish feed industries. Bengal Plastic Industries Ltd. was awarded ISO 9001:2000
certification for its quality management system and ISO 14001 certification for its
environmental management system. Bengal Plastic is Bangladesh's only company with both
certifications.

2003
Molded Furniture was added to the production fleet by producing 12 different types of plastic
chairs, 4 different types of plastic tables, and other large molded products. Bengal Corrugated
Carton Industries Ltd. - a packaging unit with a daily capacity of 50,000 pieces of cartons of
various sizes to supply the entire Group companies. It now meets the entire demand of our
sister companies.

2004
Rahmania Biscuits & Bread Industries Ltd. was purchased. A biscuit manufacturing plant in
Noakhali, Bangladesh. The plant can produce soft biscuits at a rate of 500 kg per hour.
Romania Food & Beverage Ltd. was later renamed.
Hamilton Metal Corporation Ltd. is a manufacturer of metal hooks and clips for other Group
companies' apparel hangers. The plant includes four bending and forming machines as well
as a fully automatic electroplating line. Installed capacity for producing 500,000 metal hooks
and 800,000 metal clips per day.

2005
Polycord Ltd. was acquired, a flexible packaging unit in Savar, Dhaka that produces various
packaging materials for the food and beverage, pharmaceutical, detergent, and other
industries.

7
Bengal Windsor Thermoplastics Ltd., an injection-molding unit in the Dhaka Export
Processing Zone, has been certified by ISO 9001:2000 for its quality management system
(QMS).

2006
Bengal Concept & Holdings Ltd. launched the 20-story Bengal Tower at Motijheel, Dhaka
City's financial hub, with a land area of 12,000 square feet and a total caste area of 184,000
square feet, including three basement car parking levels.
2007
Acquired National Television Ltd., (RTV) - a Bengali satellite television station broadcasting
24 hours news and programs contents with a foot print in Asia, Middle East, Australia and
New Zealand. It is also available on Dish Network in the United States on channel 805.

2008
Bengal Plastic Industries Ltd. received the DHL-Daily Star Award, and Bengal Polymer
Wares Ltd. received ISO 9001:2008 and ISO 14001:2004 certifications for their quality
management and environmental systems, respectively.

2009
For 2007-2008, Bengal Plastic Industries Ltd. received the National Export Trophy (Gold).
Bengal Polymer Wares Ltd. re-launched house ware products under the Bengal brand,
offering 160 SKUs across 17 categories. More than 200 distributors distribute the products
throughout the country, and the company exports to India, Myanmar, Canada, the United
Arab Emirates, the European Union, and the United States.

2010
Bengal Group received the Superbrands Award for exceptional performance. Superbrands is
an unbiased brand arbitrator. It promotes branding discipline and honors exceptional brands
from around the world. Romania Food & Beverage has been awarded ISO 22000 certification
for its food safety management system.

2011
Bengal Plastic Pipes Ltd. - to manufacture various sizes of uPVC and HDPE pipes, as well as
uPVC doors and door profiles. In April 2011, the company began commercial operations.

2012
Xenergeia International Limited was purchased and renamed Bengal Renewable Energy
Limited.

8
2013
Under the Securities and Exchange Commission (Amendment) Act of 2012, Bengal Windsor
Thermoplastics Ltd. was listed as a public limited company on the Dhaka Stock Exchange
and the Chittagong Stock Exchange.
Bengal Hotels & Resorts Limited: The Bengal Group of Industries and Swissôtel Hotels &
Resorts have signed an agreement to build "The Swissôtel Dhaka."

2014
Designer Jeans Ltd. A Bengal Group of Industries began large-scale expunction.
Bengal Cement Limited was formed.

2015
Bengal Melamine Ltd., Hamilton Mold & Engineering Ltd., Bengal Retails Ltd., Linnex
Electronics Bangladesh Ltd. were all formed.
Bengal Plastics Limited issued commercial papers to obtain short-term financing and
successfully repaid its debt.

2017
This project was taken on by Bengal Group of Industries in 2017 for Bengal LPG Ltd., which
would start operating in May 2021.

2018
"Bengal Cement" began its voyage in 2018 with the tagline "Strength with Durability."

2020
Bengal Commercial Bank Limited received a banking license from Bangladesh Bank on 23rd
February, 2020 making it the country's fifth (5th) generation listed commercial bank. In 2021,
BCBL formally began its adventure.

9
3.3 Concerns of Bengal Group of Industries
3.3.1 Garment Hangers and Accessories
Bengal Plastic Industries Ltd.
Bengal Plastics is one of the region's largest garment hanger manufacturers. Every day, they can
produce over 2 million pieces of plastic garment hangers. They are an ISO 9001:2008 and ISO
14001:2004 certified company for quality management systems (QMS) and environmental
management systems (EMS). Bengal Plastics is a licensee manufacturer of Mainetti, the world's
largest hanger manufacturer with over 50 distribution centers in over 28 countries.

Bengal Windsor & Thermoplastic Ltd.

Bengal Windsor was founded in 2004 in the Dhaka Export Processing Zone (DEPZ) to
manufacture garment hangers and accessories for export. The plant is outfitted with large injection
molded parts.
Machines and multi-cavity molds for increased productivity. We have taken the initiative to
increase capacity by doubling production. It is a public limited company that will be listed on both
the Dhaka and Chittagong Stock Exchanges once the Security and Exchange Commission approves
it (SEC).

3.3.2 Building Materials

Bengal Plastic Pipes Ltd.
Bengal Plastic Pipes Ltd. manufactures versatile, cost-effective uPVC pipes and fittings that are
suitable for a wide range of piping applications. Our uPVC pipes and fittings are corrosive
resistant, have smooth interior walls, are non-contaminating, and can withstand high pressures. UV
resistant uPVC pipes and fittings are also available. We have several dozen extrusion lines ranging
in size from 20 mm to 500 mm.

3.3.3 Flexible Packaging

Bengal Ploy & Paper Sack Ltd.
Bengal Poly & Paper Sack is one of the country's largest PP woven bag manufacturers. We design
for renowned and premium cement manufacturers such as Scan, Holcim, Lafarge, Emirates, and
others. We also meet the packaging needs of a variety of local businesses, including poultry feed,
fish feed, fertilizer, and commodity packaging.

3.3.4 Food & Beverage

Romania Food & Beverage
Rahmania Biscuit & Bread Factory Ltd. was acquired by the company in 2004. With three fully
automated hybrid oven lines in the production fleet, Romania is now the most valued and quality
biscuit brand. Our product line includes 20 different types of biscuits, including brisk, as well as
various snacks such as vermicelli and egg noodles.

10
3.3.5 Garments
Designer Jeans
Designer Jeans has been producing high quality apparel since 2006, and we have built a reputation
in the industry that few others can match. Our customers recognize our superiority. We also
support the commitment to quality and excellent output.

The company has a well-equipped Stitching Division and a Landry Division that produce a wide
range of woven bottoms. These include all types of pants, shorts, skirts, and dresses made of 100%
cotton, cotton spandex, or a blend of the two. They also make value-added products such as pin
tucks, picoting, printing, beads, and so on. All orders are planned through the product planning and
control and industrial engineering departments to ensure proper product quality and timely
shipment of orders.

3.3.6 Media & Entertainment

RTV
It is a national television channel that airs a variety of programs.

3.3.7 Plastic House Ware

Bengal Polymer Wares Ltd.
The company sells housewares, furniture, industrial supplies, and stationary items.

3.3.8 Renewable Energy

Power Utility Bangladesh Ltd.
Power Utility Bangladesh Limited began its journey in early 1998 by generating more than 3 MW
of power to meet the energy needs of the Bengal Group of Industries. The company then
concentrated on mitigating the country's current energy crisis and expanding its operations in the
renewable energy sector. The company is making significant efforts to provide electricity to
underprivileged people in remote areas while also meeting industrial demands. With its
revolutionary growth, it has established itself as a well-established entity in the solar energy sector,
leading the country's transition to green energy.

3.3.9 Real Estate

Bengal Concepts & Holdings Ltd.
A new generation of real estate development and construction firm founded to provide high-quality
real estate products. The company is a forward-thinking organization founded on the philosophy of
equal access to shelter for all segments of our society. Our architectural consultant, construction
contractors, and personal customer focus demonstrate our dedication to the project and our
partners. A skilled team of professionals contributes to quality building management, which

11
includes real estate development, high-rise buildings, residential, commercial, and shopping malls.
Providing efficient service to its buyers today means more opportunities to serve them in the
future.
3.3.10 Trading & Distribution
Bengal Overseas Corporation Ltd.
Bengal Overseas Corporation Ltd. (BOCL) is a multi-faceted organization within the Bengal
Group of Industries that engages in a variety of activities. It is one of the leading and largest
trading houses in Bangladesh, specializing in the import and export of various products,
equipment, and machinery. It has been conducting commercial activities in both the public and
private sectors for over a decade. Bengal Overseas has expanded its reach globally over the years.
It has previously represented progressive and leading international manufacturers in promoting and
marketing their products in this territory.

3.4 Mission, Goals & Values

Mission: To continuously work toward meeting stakeholders' and customers'
expectations through superior quality, service, and sustainability.
Goals: Simply becoming the greatest at what they do is their Goal.
Values: For the benefit of both the company and its employees, Bengal Group
of Industries has established core values. These principles are incorporated into
the company's mission and values statement and serve as the foundation of the
organization's identity and a manual for how the organization should operate.
They values are:
 Innovation
 Collaboration
 Integrity
 Quality
 Performance

12
4.0 HR Division of Bengal Group of Industries

Bengal Group of Industries believes in the power of the entire workforce working together.
Bengal Group of Industries' Human Resource Division has a comprehensive policy and
procedure in place to implement best practices while keeping legal and ethical considerations
in mind. The primary goal of the human resource division is to familiarize employees of The
Bengal Group of Industries with organizational policies and procedures. It provides specific
operational guidelines with the goal of maintaining the expected standards.
The HR division also provides specific guidance on the valuation, evaluation, rewarding, and
long-term benefits of the organization's employees. It paints a clear picture of the expected
standards. Employees learn about their current status, growth, and value addition in the
organization.

13
4.1 HR Organogram of Bengal Group of Industries

14
 4.2 HR Functions of Bengal Group of Industries
I. People & OD: The administration of Bengal Group of Industries' total talent is a
responsibility of the People & OD Team. They are responsible for finding people,
hiring, onboarding, retention, and other duties.

II. Operations: An HR operations employee's job duties include confirmation of

employment, transfers, promotions, discontinuations, and pay increases. All
operational responsibilities, such as inquiries and operational decisions related to
talent management, are carried out when an employee is hired and continue until that
person leaves.

III. Learning & Development: Training and organizational growth are top priorities for
the human resources department. They constantly strive to produce fresh concepts for
enhancing the corporate workplace so that workers will enjoy their company. They
place a lot of emphasis on training staff members to increase their effectiveness and
efficiency.

IV. Total Rewards: The Bengal Group of Industries considers this to be one of its most
crucial HR duties. They keep track of salary packages, attendance records, leave
requests, incentives, accolades, and other supervision and non-monitory benefits in
this capacity.

V. Employee Relations & Culture: The Bengal Group of Industries’ organizational

culture and values are essentially shaped by the Culture team's efforts. They promote
a positive working connection between managers and employees, as well as between
employees and management, by developing and implementing policies that are
followed by the workforce.

5.0 Job Description

As a part of my educational requirement I had the opportunity to work in The Bengal Group
of Industries for three-month. During my internship program I was assigned for the following
jobs:
I. Assist in developing training module.
II. Assist in organizing training program.
III. Assist in maintain the training database using HRIS.
IV. Assist in preparing training bills.
V. Assist in preparing training materials like: printing certificate, vehicle requisitions,
module photocopy, printing participation list, buying stationaries etc.
VI. Assist in preparing glimpses and captions of training for social media posts.
VII. Assist in call the training participant to inform about the training.
VIII. Assist in distributing certificate to the trainee.

15
6.0 Lesson Learned from Bengal Group of Industries
After joining The Bengal Group of Industries, the organization provided me some trainings
for developing my skills. The lesson I have learned from the trainings are:
I. Employee Induction Training: In this session I have learned about the organization in
details and learn about the organizations rules & regulations. I also learned about the
organizations policies & values in this training session. This training helps me know
about the organization in detail.

II. Office Etiquette & Personal Grooming: In this session I have learned about the
corporate culture and behavior. I have learned about what should I do and what I
should not do as an employee in the office.

III. MS Office (From Basic to Intermediate): In this two days long training session, I
have learned so many new things about MS Word, MS PowerPoint & MS Excel.

IV. Time Management: In this training I have learned about how to keep to do list to
conduct my task on time and manage my time to according to importance of the task.

V. CV Writing & How to Face Interview Board: In this training session, I have learned
about how properly prepare my CV for corporate job. I also learned about how to
face the interview board for a job.

7.0 Learning & Development Functions of Bengal Group of

Industries

7.1 Training Need Assessment

The Bengal Group of Industries typically undertakes three stages of training needs analysis.
These three levels are organizational, task, and individual. And for the inspections,
they talked to the board of directors, studied the prior records, and conducted observational
data of their supervisors.
 Organizational Level: An investigation of the needs of the business or other factors
that warrant the training. What does the company as a whole want to achieve? Who
made the decision that training must be performed, why a training session is viewed
as the suggested solution to something like a business problem, and what the
organization's history is with regards to employee training and other kinds of support
are the key questions that this analysis seeks to address. Bengal Group of Industries
attempted to determine at this level how well the training program will assist our
business in achieving its objective and generating more money.

16
  Task/ Work Level: A review of the tasks being conducted successfully. This analysis
of the task at hand and the necessary conditions for carrying it out. This study,
sometimes referred to as a task analysis or job analysis, aims to identify the primary
responsibilities and necessary skill level. This makes it more likely that the training
that is created will include relevant references to the job's content. Bengal Group of
Industries analysis their employee’s performance on their task or job to identify their
training needs.

 Individual Level: Analysis of prospective students and teachers participating in the

process. This analysis provides critical answers to the questions of who will receive
the training, their level of prior knowledge, their preferred learning style, and who
will deliver the instruction. Do the personnel have the necessary skills? Do
modifications to rules, practices, software, or equipment call for or require training?
Based on the collected data, the organization founds the exact training needs,

7.2 Designing Training Program

They included the findings from the analytical phase as they were creating the training. An
outline of the full training program might be thought of as designing. The typical learning
objectives that make up the design portion outline what trainees should be able to achieve
after completing the training and how these objectives will be measured. The goals should be
in line with the information, abilities, and attitudes that were determined to be necessary
throughout the study. They also decided whether the training will be conducted online, in a
classroom, or through a hybrid approach. To assist in the development of the training, they
might also produce storyboards throughout the design phase.

7.3 Budget
In addition to the real cost of training, time costs should also be taken into account. What is
the cost to the company if employees are in training for four hours and are unable to do their
jobs as a result? The real cost of the supplies, snacks, and other expenses is kept on a
spreadsheet along with the indirect costs, including people's time. As a result, they decided to
hold the training session over the weekend (Friday and Saturday). They also creates budget
for two-day training session that takes into account expenditures for supplies, refreshments,
and other expenses like paying the venue.

7.4 Target Audience

The initial action taken by the organization is to identify its target audience. This goes beyond
just their names or the name of the last group you'll be working with, though those are also
good places to start. But simply being aware of the group's name is insufficient. The bottom
line is that they would be able to train their audience more effectively the more they
understood about them. They therefore made an effort to get the respond to the questions
inquiries regarding our target market.
 Who will they train? This includes names, if accessible, or at the very least the
specific group (students, individuals with disabilities, instructors, etc.) with whom

17
 they intend to collaborate. They may not always know the answer, but they often have
a good guess.

 What is their history? This will include information about the individuals' political
views, educational background, and religion, to name a few. They also obtained
background data on our targeted audiences, such as their level of education, religion,
etc.
 What kind of pre-training will they require? It should be very clear when promoting
the training if there is information (or certification) that people require before
enrolling. Before the session, they provided them with some reading material.

7.5 Objectives of Training

There are some major objectives for training employees: Increase the employee’s awareness
level. Boost an employee’s proficiency in one or more of their areas of specialization.
Increase the motivation for someone to do their work successfully.

7.6 Delivery Style

What training delivery method is the most efficient? Additionally, it's critical to remember
that most individuals don't learn best by PowerPoint; rather, they learn in a variety of ways,
including audio, experiential, and visual. What kinds of icebreakers, conversations, and
exercises they use to make the training as participatory as possible in perspective of this?
Employees will enjoy the training because of role-playing and different types of activities.
Online movies, stories, and other interactive media are frequently used by trainers in their
training sessions. This makes it possible to accommodate various learning styles and also
makes the instruction more engaging.

7.7 Developing Training Program

The objectives and other materials they produced during the design phase are used in the
development phase to flesh out the framework and create the training program. In this stage,
the training curriculum was created based on the knowledge, abilities, and attitudes of the
trainee.

7.8 Venue
For conducting the training sessions the organization has two training room. One is located
on 12/A, road:30, Gulshan-1, and the other one is located on Bengal Square, Tejgaon. The
organization also conduct trainings other than those training room. They conduct trainings on
organizations various factory. Also they conduct training in various places like BRAC CDM.

7.9 Implementation
The delivery phase is the generic term for the implementation phase. Whether the instruction
takes place online, in a classroom, or through another approach, the organization actually
delivers the training program to the learners at this phase. In this stage of the process,
employees really carry out the training that they developed and designed.

18
7.10 Evaluation
In this phase the trainee gives feedback based on the whole training session. It includes:
rating trainer, what specifically the trainer do well, recommendations for the trainer, rating
content and structure of the training, what can be improved, rating the coordinator, what
trainee like about the training, what kinds of training they need in the future etc.

19
8.0 Findings
After completing the training program at Bengal Group of Industries, I have found the
following findings:
 The internship program of Bengal Group of Industries runs by Bengal Learning &
Development Academy.
 Lack of trainers for training.
 All the training program planned at the beginning of the year.
 The different department uses different servers, as a result the data of the organization
is not centralized.
 As part of its efforts to establish Modern Human Resource Management, the Bengal
Group of Industries Ltd incorporates both HR managers and line managers in all of
their processes.
 There are only two employees are in the learning & development department, so
sometimes it gets difficult to keep eyes in all the sides.
 There are some problems in their performance appraisal methods.
 The employees are hired form external sources in the organization.
 Pay structure is not up to the mark.
 There are lack of training facilities.
 The working environment is not up to the mark.

20
9.0 Recommendations
After completing the training program at Bengal Group of Industries, I can recommend the
followings:
 Hire more trainers for different types of training program.
 If the training program planned twice or thrice in a year, it can be more beneficial for
both trainers and trainee,
 If all the department and concerns uses the same server to store their data, it will be
beneficial for all the departments and for the organization.
 The organization can hire more employees in learning and development sector. It will
help them to complete their task effectively and efficiently.
 The organization can upgrade their performance appraisal system to reduce employee
turnover rate.
 The working environment can be improve.

21
10.0 Conclusion
Training and development is the lowest priorities on most of the organization’s priority list. It
is normally arranged on the demand of HR department. But the value of training and
development is great according to the organizational perspective. By providing training, the
employees can gain new skills, enhance their previous skills, increase their performance,
increase their productivity and become a great leader by gaining training. Some organizations
thinks train their staffs is a waste of money and time. Because they think their staff can gain
skills by doing the job. Other firms believes that by providing significant amount of training
will increase their employees skills which will helps to develop their organizations
productivity. Bengal Group of Industries is one of them. If Bengal Group of Industries did
not train their employees; the employees would be untrained, confused and unsuccessful. By
providing successful training they become beneficial in both employer and employee
perspective. The learning and development department of Bengal Group of Industries
continuously monitor their employees and regularly provide trainings to increase their
employees and company’s value. They always assess their previous training and if there any
flaws, they immediately tries to correct them in there next training. I observe that, The Bengal
Group of Industries actually cares for their employees. They always tries to train their
employees in new ways. Although there are some problems in their environment and
company polices; if they are able overcome with that it will makes Bengal great!

22
REFERENCES:
 Campbell, J.P., 1971. Personnel training and development. Annual review of
psychology, 22(1), pp.565-602.
 Tracey, W.R., 1992. Designing training and development systems. AMACOM,
Division of American Management Association, 135 West 50th Street, New York,
NY 10020..
 Niazi, A.S., 2011. Training and development strategy and its role in organizational
performance. Journal of public Administration and Governance, 1(2).
 Mouton, J.S. and Blake, R.R., 1984. Synergogy: A New Strategy for Education,
Training, and Development. Jossey-Bass Inc., Publishers, 433 California Street, San
Francisco, CA 94104.
 Strawser, M.G., 2021. Training and development: Communication and the
multigenerational workplace. Journal of Communication Pedagogy, 4, pp.96-102.
 Maheshwari, S. and Vohra, V., 2018. Role of training and development practices in
implementing change. International Journal of Learning and Change, 10(2), pp.131-
162.
 Salas, E., Tannenbaum, S.I., Kraiger, K. and Smith-Jentsch, K.A., 2012. The science
of training and development in organizations: What matters in practice. Psychological
science in the public interest, 13(2), pp.74-101
 Craig, R.L. and Bittel, L.R., 1967. Training and development handbook.
 www.bengalgroup.com
 www.bdquery.com
 www.pipes.bengalgoup.com
 www.windsor.bengalgroup.com
 www.researchgate.net

23