Learning and development division of BRAC Bank Limited: training need assessment
MetadataShow full item record
BRAC Bank Limited. (BBL) is the most dynamic bank now in Bangladesh. BRAC Bank Limited started its journey on the 4th of July 2001 originating from its source BRAC – Bangladesh Rural Advancement Committee. BRAC is known as the one of the most successful NGO in the world. Mainly, BRAC Bank originated due to successful story of BRAC microfinance. Today BRAC Bank is considered as third generation bank extending full range of banking facilities by providing efficient, friendly and modern fully automated on-line service on a profitable basis. One major area of the HRM function of BBL is particular relevance to the effective use of human resources is Learning and Development. In this paper there is a complete discussion about the current training process, training design and preparation of training, list of training, and mentioned and discuss major area of training and Feedback of employees. And finally work on the process of Training Needs Assessment. By following these processes they providing training on Job Specific Skill, Soft Skill, Technical Skills and Managerial Leadership Skills based Training. The company has particular standard that they need to maintain for each session conducted. However every time it becomes difficult to evaluate the outcome of Training Needs Assessment of each employees by using rating or scoring process from the trainings and also it is not possible to numerically express the improvement of knowledge, skill and behavior that are use deliver through trainings. As a result in this paper an assessment is shown from Descriptive Method. The existing process of BBL does to match point to point with this descriptive method but it is serving the reason efficiently and cost effectively. However in the upcoming existence current training function will need alteration according to the business need, as a result this assessment may help them for further improvement. . Training is necessary to ensure an adequate supply of staffs that are technically and socially competent and capable of career advancement into specialist department of management position. There is, therefore, a continual need for the process of staff development and training fulfill part of this process.