Effectiveness of AKIJ Food and Beverage Ltd.'s Training & Development Process

Abstract

Training development process, being essential for human resource development process, is gaining its popularity day by day. The study focuses on the effectiveness of training program of a reputed organisation of Bangladesh. This report's preparation was primarily focused on Akij Food and Beverage Limited's training and development program. It is very difficult compare the scenario between theory- and practice-based research in terms of the parallels and differences between the studies, the report discovered throughout my internship program. Therefore, the study encountered certain obstacles. The training and development strategies used by the AFBL are fully covered in this study. The report includes all relevant information regarding training and development process of AFBL. This report is divided into five chapters. The first chapter of this study deals with introduction of the report, objectives for the report, practice and model of training and development program. The second chapter of this study deals with organizational background, mission and vision of the company, company profile. The third chapter of this study deals with methodology of the report, data collection process, types of data. The fourth chapter is about the different types of analysis and findings on survey of employee, KPI and management interview. The fifth chapter discusses the conclusions and recommendations which made after examining the entire report. The sixth chapter of this study deals with appendix and references. The main findings of the study are as follows: The report discovered that employees are more inclined to participate in training sessions, Employees are satisfied the quality of training programs, AFBL training sessions can meet the gap between employees and job task, The T&D program affecting positively in the annual turnover amount of AFBL. Some recommendations of the study are: To encourage staff to attend training sessions, AFBL should enhance the number of incentives based on attendance, The training program's quality should receive more attention from AFBL. They ought to appoint more capable outside resource people, AFBL should evaluate their employee by their KPI rather not evaluate by only work experience timing, AFBL can start a reward system for T&D program topper, AFBL must held responsible for their employee for a lower KPI & lower annual turnover.