Employee training and development and human resources policy and practices in The Daily Star

Abstract

This is an internship report that has been written on the basis of a four months internship experience in the Daily Star, the biggest circulation English daily newspaper in Bangladesh, published on 14 January 1991. The report overlaps on two interwoven aspects of an organization employee training and development and the human resource policies and practices of the organization. The entity was first established by people such as Syed Mohammad Ali and Mahfuz Anam and is now a major multimedia organization comprising about 500 staffs in various roles like editorial, production, HR, finance, sales and marketing. The first section of the report outlines the work experience, role, my input and findings from my job placement in the HR & Admin Department. The second part offers a quick introduction to the organization, its vision, mission, management structure, recruitment and selection system, compensation system, training and development programs, performance appraisal system, HRIS and its competitive positioning. The last part concentrates on employee training and development practices and HR operations in general. The overall vision of low-level employees (n = 45), Drafters from 7 departments, is that they felt very confident in their editorial competency (4.92) and very competent in their multimedia competency (4.48). Knowledge of compliance standards (2.56), tools for workflow organization (2.64) and the digital adaptability (3.22) were each areas of identified gaps. The top three training requirements were crisis management (4.64), communication skills (4.58) and AI tools (3.60). The report suggests that HR practices at the organization can be enhanced by introducing systematic TNA processes, increasing AI and digital learning modules, making compliance training mandatory, and enhancing the training evaluation process.