Internship report on impact of training on employee performance a study on Ha-Meem Group

Impact of Training on Employee Performance: A Study on
Ha-Meem Group

Internship Report
on
Impact of Training on Employee Performance: A Study on
Ha-Meem Group
Submitted by
……………………………….
BBA Program-2017 (20th Batch)
ID No-…….
Supervisor
……………………………..
Assistant Professor
Department of Management
Faculty of Business Studies
University of Dhaka
28 February, 2018

Supervisor’s Forwarding
………………………………..
Signature
……………………………
Lecturer
Faculty of Business Studies
University of Dhaka

28 February, 2018
………………..
Lecturer
University of Dhaka
Subject: Submission of Internship Report
Dear Madam,
With due respect, I would like to express my immense pleasure to submit my internship report on
“Impact of Training on Employee Performance: A Study on Ha-Meem Group (Corporate
Office)” assigned by you for the fulfillment of the internship course.
I have tried my level best to collect all the relevant information and to include them in the report
for successful completion of the report as outlined. It is mentionable that the preparation of the
report has enabled me to a large extent to apply my theoretical knowledge into practical analysis.
I would like to express my heartiest gratitude for your kind co-operation and conscious guidance
in completion of the report in the given time.
With best regards.
Yours sincerely,
………………………………………
Name:
BBA Program-2017 (20th Batch)
Letter of Transmittal

BBA Roll No-2……..
Session: 2016-17
University of Dhaka
At the very beginning, I would like to express my heartfelt gratitude towards Almighty Allah who
has blessed me to complete the internship report with sound knowledge.
Secondly, I am grateful to my honorable supervisor,………., for her knowledgeable guidance,
constructive criticism, stimulating encouragement and instructions to carry out the internship as
well as to complete the report.
I am also grateful to Mr. Swapan Kumer Guha Magumder, DGM (HR), Corporate Office, Ha-
Meem Group for his kind permission to allow me to do internship for the duration of two months
in the Human Resource Department in Corporate Office of Ha-Meem Group. Moreover, I am
thankful to Mahbub Sarwar & Mahmud Muhit, Assistant Manager, HR, Corporate Office, Ha-
Meem Group for their co-operation during the internship program.
I would like to thank the HR team members who accompanied me throughout the internship
program for spontaneous assistance and sincerity in making my journey comfortable and easy.
Last but not the least, I am also thankful to all other employees who are working in Corporate
Office in Ha-Meem Group.
Acknowledgement

Table of Contents
Topics
Page
No.
Executive Summary………………………………………………………. viii-ix
Chapter 1: Introduction………………………………………….. 1-5
1.1 Background of the Study…….……………………………………… 2
1.2 Problem Statement…………….…………………………………….. 2
1.3 Rationale of the Study………….…………………………………… 2
1.4 Objectives of the Study……………………………………………… 2-3
1.5 Methodology of the Study……….………………………………….. 3-5
1.5.1 Working Flow Chart……….………………………………….. 3
1.5.2 Design of the Study………….………………………………… 3
1.5.3 Target Population……………..……………………………….. 3
1.5.4 Sampling Procedure…………………………………………… 3
1.5.5 Variables Covered……………………………………………... 3
1.5.6 Sources of Data……………………………………………….. 3

1.5.7 Method of Data Analysis……………………………………… 4-5
1.6 Scope of the Study…………………………………………………... 5
1.7 Limitations of the
Study……………………………………………...
5
Chapter 2: Literature Review…………………………………… 6-8
Chapter 3: Profile of Ha-Meem Group…………………………. 9-15
3.1 Historical Background………………………………………………. 10
3.2 Vision Statement…………………………………………………... 11
3.3 Mission Statement…………………………………………………. 11
3.4 Profile at a Glance…………………………………………………... 11
3.5 Units of Ha-Meem Group…………………………………………… 12-13
3.6 Important Buyers……………………………………………………. 13
3.7 Products of Ha-Meem Group……………………………………… 13
3.8 Sister Concerns……………………………………………………… 14
3.9 Organogram…………………………………………………………. 15
Chapter 4: Analysis and Findings………………………………. 16-32
4.1 Analysis of the Study………………………………………………... 17-31
4.2 Findings of the Study……………………………………………….. 32
Chapter 5: Conclusionand Recommendations…………………. 33-34
5.1 Conclusion………………………………………………………….. 34
5.2 Recommendations…………………………………………………… 34

Appendix
Questionnaire
References
List of Tables
Table No. Topics Page No
Table 4.1 Training Policy 17
Table 4.2 Advanced Training 18
Table 4.3 Training for Sufficient Duration 19
Table 4.4 Well-Planned Training Programs 20
Table 4.5 Performance Feedback from Line Manager 21
Table 4.6 Ability to Produce Quality Services 22
Table 4.7 Desire to Achieve Organizational Goals 23
Table 4.8 Speed of Delivery 24
Table 4.9 Effectiveness 25
Table 4.10 Efficiency 26

Table 4.11 Job Satisfaction 27
Table 4.12 Encouragement 28
Table 4.13 Attitude 29
Table 4.14 Knowledge Level 30
Table 4.15 Number of Skills 31
List of Charts
Chart No. Topics Page No.
Chart 4.1 Training Policy
17
Chart 4.2 Advanced Training
18
Chart 4.3 Training for Sufficient Duration
19
Chart 4.4 Well-Planned Training Programs
20
Chart 4.5 Performance Feedback from Line Manager
21

The success or failure of a company depends on the quality of its human resource. The company
which has a bunch of knowledgeable and skilled employees can be successful by achieving the
goals. Because of intensive competition, rapid technological change, development of new methods
and desire for improved productivity, employee current skills become obsolete with the passage
of time. Many companies are not aware of the positive impact of training on employee
performance. In this study my broad objective is to find out the impact of training on employee
performance. To find the impact I made a survey on the employee of Ha-Meem Group Corporate
Office. I prepared a questionnaire and surveyed over 19 employees by using convenience non
probability sampling technique.
Training plays a key role in enhancing employee skills, competencies, knowledge. Training is the
use of systematic and planned instruction activities to promote learning (Armstrong,2014).
Training acts as an avenue to personal growth and career advancement as promotion opportunities
can be easily availed to employees who may have had specific skills to handle greater challenges
(Alice KasauSila ,2014). Most of the previous studies provide the evidence that there is a positive
impact of training on employee performance. When employees are trained, their performance is
increased (Alice KasauSila ,2014; Wehnam Peter et al., 2014).
Executive Summary

This study has been made on the employees who are working in the Corporate Office of Ha-Meem
Group. Ha-Meem Group, a Bangladeshi garments manufacturer, is a leading supplier of RMG and
denim fabrics in abroad. The vision is to break through in the textile industry and making Ha-
Meem Group a leading wholesale clothing manufacturer and supplier in the world. It has many
production units like wove, wash, seater, laundry etc. Critical cargoes, high fashion denim jeans,
shirts are the products of it.
In my analysis part I used pie chart to show visual presentation of reply of the samples I covered
to find out the training policy. I used mean to show the impact of training on performance after
training. I used some indicators of performance like knowledge level, skills, effectiveness,
efficiency, speed of delivery etc. When the mean value was more than 3, I assumed that training
has positive impact on performance. Moreover, it indicates that most of respondents agree with
the statement. Standard Deviation showed the variance in feedback of the respondents.
After this survey and analysis of the study, it is clear that there is positive impact of training on
employee performance. The more the employee will be trained, the better performance they would
show applying their acquired skills, knowledge and effectiveness etc. Most of the employees think
that there has not a training policy applicable for all employees. Ha-Meem Group does not usually
arrange training in reputed training institute like BIM, Bdjobs etc. It does not have a well-planned
and properly scheduled training policy. Training is not arranged for sufficient duration so that
employees can clearly understand what is delivered in the training sessions. Line manager gives
performance feedback from time to time to inform employees so that they can understand their
level of performance after training.
To ensure effective training, it may be needed to solve the finding first of all. From the
questionnaire survey and little working experience, I found some lacking in the training policy of
Ha-Meem Group. Here I would like to recommend some suggestions that may be followed to
avoid the lacking. More quality and diversified training programs should be arranged at a regular
interval. Job related training should be arranged for example disciplinary training should be
arranged for employees who are working in Human Resource Department. Advanced training
session should be arranged by office fund in foreign or reputed institute like IBA (DU), IBM,
Bdjobs etc. If there are specific training modules by category, it would be more effective.

1.1 Background of the study
Ha-Meem Group, a Bangladeshi garments manufacturer, is leading supplier of RMG in USA and
European Countries. It has employed a large number of employees for the smooth production. But
it gives less care to train up its employees. To meet the global demand of RMG and to increase
earning, employee performance is the key factor for maximum production and for delivering the
order in time. The employee performance closely depends on effective training. Organizations
need to invest more on their employee to train up to make them knowledgeable and competent.
The 21st century workplace is a fast paced environment with new techniques, knowledge and
opportunities appearing and disappearing with the span of time. It is critical to keep employees
updated on the latest development in the respective field and so the only path to do that is by
providing training. Every organization needs well trained people to perform the activities that have
to be done. Sometimes employees become under qualified due to the changes of technology or the
development of new methods. When this is the case, it is required to raise the number of skills and
knowledge level of the employees.
1.2 Research Problem
The study is on the term “Impact of Training on Employee Performance: A Study on Ha-Meem
Group (Corporate Office)”.
1.3 Rationale of the study
This study will fill up the gap of finding out whether training contributes to improve employee
performance or not. Nowadays due to intensive competition, rapid technological change,
development of new methods and desire for improved productivity, employee current skills
become obsolete with the passage of time. To adapt with this change, employees should be given
proper job related training to remove their ignorance regarding the new job and new technology.
But still now many companies are not aware of the positive impact of training on employee
performance. This study may contribute to find out the impact of training on employee
performance whether training has a positive impact on employee performance or not. It will
generate some possible suggestions to introduce new types of training programs that would boost
up their current performance.
1.4 Objectives of the study
The objectives of the study have been demonstrated into two parts. These are as follows –
Broad Objective: The broad objective of the study is to find out the impact of training on
employee performance in Ha-Meem Group Corporate Office.

Specific objectives: The specific objectives are-
i. To identify the existing training programs of Ha-Meem Group
ii. To find out most used training methods in Ha-Meem Group that affect employee
performance.
iii. To find out the impact of training on employee performance.
iv. To recommend Ha-Meem Group regarding the training programs that will enable the
employee to show better performance.
1.5 Methodology of the study
1.5.1 Working flow chart:
Graph: Working Flow Chat
1.5.2 Design of the Study
The broad objective of the study is to discover the impact of training on employee performance.
The nature of the study suggests taking quantitative approach. It involves compiling statistics,
opinion survey and questionnaires and then examining the results to produce data-driven analysis.
1.5.3 Target population:
I have taken the target population for this study from the employees who are working in 16
departments i.e. HR, Audit, Admin, Accounts etc. in Ha-Meem Group corporate office.
1. Topics
Selection
2.Finding Data
Sources
3.Questionnaire
Design
4.Doing Survey
5. Data Analysis
6.Finding of the
Study
7.Preparation
of the ultimate
report

1.5.4 Sampling procedure:
Since there was an insufficiency of duration and some limitations, the sampling procedure was
quite simple. So, convenience non-probability sampling technique has been used for collecting
data. I have taken 19 samples randomly from different departments of the target population.
1.5.5 Variables covered:
The study would find out the impacts of training on employee performance. Training has been
treated as an independent variable and employee performance has been treated as a dependent
variable. Indicators of good performance are ability to produce quality services, behavioral change,
desired work speed, effectiveness, efficiency, job satisfaction, encouragement to do job, job
attitude, desired knowledge level, required skills. If these indicators change after training employee
performance will also be affected.
1.5.6 Sources of data:
Primary Sources:
 Questionnaire: The questionnaire consists of three main parts; Yes/No type questions to
know about training policy in Ha-Meem Group, Likert scale has been used to know the
employee performance level after training, open ended questions to find out employee
problems, recommendations regarding improvement of training program. There are 19
questions in the questionnaire for collecting data regarding impact of training on employee
performance.
 Face to face interview: Some employees are reluctant to give answer in questionnaire. For
collecting information from themselves, face to face interview is helpful.
 Observation: Observation throughout whole internship period, helped to find out
employee performance.
Secondary Sources
 Annual report 2017
 Websites of Ha-Meem Group to collect company profile.
1.5.8 Method of data analysis
Data analysis has been accomplished by applying statistical method.
 Tabulation

 Pie Chart: I have used pie chart to show visual presentation of reply of the samples I
covered.
 Arithmetic mean: Arithmetic mean has been used to find out the average of employee
performance after being trained.
 Standard Deviation:I used standard deviation to show the variation in feedback. The more
the value of standard deviation, the more there is variation in respondent feedback and vice
versa.
1.6 Scope of the Study
My study is limited in 16 departments of the corporate office of Ha-Meem Group. I have surveyed
on both the male and female those who were working there. In this study I tried to show the impact
of training on employee performance. To know whether there is structured, well planned and
advanced training programs in Ha-Meem Group Corporate Office I have prepared a questionnaire.
I used some indicators to measure the employee performance including ability to produce quality
services, behavioral change, desired work speed, effectiveness, efficiency, job satisfaction,
encouragement to do job, job attitude, desired knowledge level, have required skills etc. Some
findings would also come in the study regarding what training the employee got, what steps should
be taken to improve the training policy and what training programs they feel required.
1.7 Limitations of the Study
Although I gave intensive efforts to make the report comprehensible nevertheless, the following
limitations I faced:
1. To do a comprehensive study, it requires much time where I got only forty-five days which
was really insufficient.
2. I have surveyed over only 19 samples that were not enough to demonstrate the overall
scenario.
3. My target population was busy with their official jobs and hence they could not give me
proper feedback in some cases.
4. Some employees got scared to fill the questionnaire lest they should get fired from the
position they hold due to leaking confidential information that is against company policy.
5. There was a lack of in-depth knowledge and analytical ability for writing such report.

2.1 Training
According to Armstrong (2014), training is the use of systematic and planned instruction activities
to promote learning. Training is an aspect that is important for organization to get skilled and
capable employees for better performance, and employees will be then competent when they have
the knowledge and skills of doing the task (Neelam Tahir et al., 2014). Alice Kasau Sila (2014)
said that Training plays an important role in employee performance.
Training generates benefits for the employee knowledge, skills, ability, competencies and
behavior. It was also observed that training alters behavior of employees in a direction that will
achieve organizational goals and help to reconcile the gap between what should happen and what
is happening to increase the level of performance (Wehnam Peter Dabale et al., 2014)
2.2 Performance
The Business Dictionary defines performance as the general accomplishment of a given task
measured against preset standards of accuracy, completeness, cost and speed. Becker et al, (2011)
stated that employee’s performance is measured against the performance standards set by the
organization. Good performance means how well employees performed on the assigned tasks. In
every organization there are some expectations from the employees with respect to their
performance. When they perform up to the set standards and meet organizational expectations they
are believed good performers.
Performance is concerned with how well something is done (Armstrong, 2014). According to
Hersen (2004), job performance can be defined in terms of quantifiable outcomes of work
behaviors such as amount of sales, numbers sold and also in terms of behavioral dimensions which
may include work-related communication, decision making, problem solving among other skills.
Employee performance means using their skills, ability, experience and so forth, to perform the
assigned task required by their subordinate with effectiveness and efficiency (DuBrin, 2006)

2.3 Impact of Training on Employee Performance
Most of the previous studies provide the evidence that there is a positive impact of training on
employee performance. When employees are trained, their performance is increased. A number of
studies (Alice KasauSila ,2014; Wehnam Peter et al., 2014) have shown that the extent to which
employees are trained by improving their attitude, job satisfaction and service delivery have
greater impact on employee performance. To get response on whether training has impact on
performance Alice (2014) used three variables i.e.: attitude, job satisfaction and service delivery.
As a result, he found that training acts as an avenue to personal growth and career advancement as
promotion opportunities can be easily availed to employees who may have had specific skills to
handle greater challenges in those position (Alice KasauSila ,2014).
Training develops skills and competences to improve performance, it reduces learning time for
employees starting new jobs on appointment, transfer or promotion and training helps to reconcile
the gap between what should happen and what is happening to increase the level of performance.
Training is the only ways of identifying the deprived need of employees and then building their
required competence level so that they may perform well to achieve organizational goals (Wehnam
Peter Dabale et al., 2014)
All stakeholders, directors, senior managers, junior managers, line manager and the employees
should be involved in training as there is a positive impact of training on employee performance
to enhance employees’ knowledge, skills, ability, competencies and behavior (Wehnam Peter
Dabale et al., 2014)

Chapter-3
Profile of Ha-Meem Group

3.1 Historical Background
Ha-Meem Group is mostly renowned as
one of the leading supplier of readymade
garments and denim fabrics. The company
was built in 1984 by A.K. Azad. A. K.
Azad was born in a Muslim family. After
receiving his BSc program in Applied
Physics from Dhaka University, he
concentrated in business. The company
produces fashionable products and
possesses resourceful manufacturing
facilities in Bangladesh
Ha-Meem Group has acquired name and fame in home and abroad as big clothing companies in
Bangladesh. With the industrialization the continuous growth of this group is moving forward hand
in hand. Not only that, it is taking part in financial growth of the nation. For a long time, Ha-Meem
is exporting its products to USA and European Countries. Because of its successful history with
the world leading customers and buyers, Ha-Meem is the most valued and well famous
Bangladeshi garments manufacturer.
This Company produces 7 million pcs of woven garments per month with the assortment of infant
to adult in men and women. Today Ha-Meem Group employs around 57,000 workers and the
company is equipped with 26 garments factories, a unique Denim mill, Sweater factory,
Embroidery and Printing factory, Carton factory, Poly bag industry, Label factory, Jute mill,
Chemical formulation plant, Tea gardens, Transport company, News channel (i.e. Channel 24) and
a national daily Newspaper (i.e. The Daily Samakal). It’s overseas office in Hong Kong and China
gives fastest support in procurement of fabric and accessories. Own clearing & forwarding office
in every Bangladeshi port gives privilege of quick clearing and forwarding support

3.2 Vision Statement
Vision of Ha-Meem Group is to break through in the textile industry and making Ha-Meem Group
a leading wholesale clothing manufacturer in the world.
3.3 Mission Statement
Commit to provide one stop service with quality. In details it is committed to provide total service,
quality benefits through activities which will add value to the bond it creates with the employees,
customers and business associates in the growing textile and garments market of BD.
3.4 Ha-Meem Group at a Glance
Company Address 407, Phoenix Tower (4th Floor), Tejgaon I/A, Dhaka-
1215
New Address 387, Times Media Ltd (TML) Building,Beside
Channel 24, Tejgaon I/A, Dhaka-1208
Business Type Apparel Exporter & Manufacturer
Legal Status Private Limited Company
Nature of Production Woven, Denim, Washing Plant
Year of Establishment 1991
Year of Commercial Production 1992
Membership BGMEA, BKMEA
Trade Banks ShajalalIslami Bank Ltd
Standard Chartered Bank
Annual Turnover USD 400 Millions/ BDT 32 Billions
Export 100%
Total Number of Employees 57000
Minimum Salary BDT 7400 ( As par Labor Law 2006)

3.5 Units of Ha-Meem Group
3.5.1 Woven
26 woven factories are equipped with 300 production lines in six different locations.
Approximately 57,000 strong work forces are putting their combined effort in achieving their goal.
All the lines are balanced with auto trimmers and sophisticated machine to switch production
between complicated tops and bottoms like trouser, jeans, cargoes, skirts, shirts, jackets, ladies’
dresses etc. Auto cutting capability brings great efficiency in cutting. Ha‐Meem produces 70%
bottoms and 30% tops. Fabric wise 50% Denim and 50% non‐Denim. All the lines are maintained
2.5 AQL at factory level.
3.5.2 Sweater
Ha-Meem Sweater Factories have been set up in Ashulia and Zirani Zones. There are two units
consisting of 400 Jacquard Stall (German) machines and maintaining a capacity of about 4 lacs
pcs per month. It is now producing sweaters for the international brands like GAP, Aeon, Mango,
NewYorker, H & M etc. That’s It Knit Ltd (Zirani Bazar), That’s It Sweater Ltd ( Ashulia) are the
two sweater factories of Ha-Meem Group.
3.5.3 Ha-Meem Design Studio
Ha-Meem has a talented design team who are experienced designers from home and abroad. They
arrange presentation to buyers in USA and Europe. To achieve market trend a greater degree of
co-ordination is done with buyer’s designers. Designers visit different fairs like PV, Bread and
Butter, Tex World and always browse fashion sites like G.S.N.
3.5.4 Denim Mill
Ha-Meem is vertical in Denim. It has an installed capacity of over 4 million meters per month. It
is equipped with Picanol looms, Open-end Spinning, Flat Finishing, Mercerizing, Sucker Muller
Slasher-dyers and Wet Finishing processes on Morisson machines. A remarkable Rope dyeing unit
from Morison can produce high depth, pure indigo and other innovative shades adding value to
the impressive product portfolio. Ha-Meem has a high tech finishing and mercerizing set up. Ha-
Meem produces its own yarns from its own spinning mill with capacity 44 tons daily, with all
stages of in-house capability.

3.5.5 Laundry
The washing facility is one of the largest in BD. It can be compared with any top class laundries
of the world because it is equipped with the latest Italian machines as well as it has premium
facility. It is equipped with Tonello and Bohemian machines for dry processes, 3D flexible hanger
machine, auto vacuum crinkle, lazer, PP spray as well as many added each day. All the existing
washing plants have dry process capabilities with required equipment and can perform all kinds of
fashion wash like Hand brushing, PP Spray etc.It has a development centre facility in the washing
plant under a Professional Dyeing Master. It is mini lab which has different special equipment to
make initial samples. It has 7 Washing Plants with the capacity of 3 lacs pcs/day and can perform
all types of critical wash.
3.5.6 Embroidery, Printing & Accessories
Embroidery, Printing & Accessories were set up in 2012 to strengthen backyard linkage. The
Embroidery unit has enormous capacity with Japanese and Chinese machines. Screen printing
machines and tables are set up to print on woven, twill and knit, nylon, photo, rubber, digital print
to sublimations are done with 8 head auto machines, Standard glass & ready tables.
3.6 Important Buyers
The buyers of Ha-Meem Group are mostly foreigners. It sells to the world class buyer of USA and
Europe. These are Abercrombie & Fitch, American Eagle, Gap/Old Navy, Levi’s, JC Penny, PVH
(Calvin & Klein, Timberland, IZOD), KOHL’S, TARGET, VF (Nautica, Lee, Wrangler) Osh
Kosh, Walmart, Gymboree, Parry Ellis from USA and Next, H&M, Zara, Tesco, Mango, Lindex
from Europe.
3.7 Products of Ha-Meem Group
Ha-Meem Group produces all types of bottoms and tops. Some other products are
i. Critical cargos.
ii. Hi-fashion denim jeans.
iii. Outwear / jackets facility.
iv. Dress pants.
v. Laser finish / 3D whisker.
vi. Men’s shirts.

3.8 Sister Concerns
Sister Concerns of
Ha-Meem Group
1.Apparel Gallery Ltd
2. Artistic Design Ltd
3. Creative Collection Ltd
4. Creative Wash Ltd
5. Express Label & Embroidery Ltd
6. Express Washing & Dyeing Ltd
7. Ha-Meem Apparels Ltd
8.Ha-Meem Design Ltd
9. Modern Washing & Dyeing Industries Ltd
10. Next Collection Ltd
11. Nishat Central Ltd
12. Nishat Packaging & Printing Industries Ltd
13. Refat Garments Ltd
14. Refat Packaging & Printing Industries Ltd
15. Sajid Embroidery & Printing
16. That’s It Sweater Ltd
17. That’s It Garments Ltd
18. That’s It Knit Ltd
19. That’s It Sports Wear Ltd
20. That’s It Wear Ltd
21. The Daily Samakal
22. Channel 24

Chapter-4
Analysis and Findings

Analysis of the Study
From the survey of 19 samples, the results are summarized below by the application of table, pie
chart, statistical formulae.
Table 4.1: Training Policy
Does Ha-Meem Group has a training policy applicable to all of you?
Types of Feedback Frequency Percentage
Yes 8 42%
No 11 58%
Total 19 1
Source: Survey
Explanation
Table 4.1 and pie chart 4.1 show that 58% respondents replied “No” in case of training policy
application to all employees. On the other hand, 42% respondents replied “Yes”. It is clear that
Ha-Meem Group has not the training policy that is applicable for all employees.
Yes
42%
No
58%
Chart 4.1: Does Ha-Meem Group has a training policyapplicable toall
of you?
Yes No

Table 4.2: Advanced Training
Does it facilitate advanced training at reputed training institute?
Yes
5 26%
No
14 74%
Total
19 1
Source: Survey
Explanation
Table 4.2 and pie chart 4.2 show that 74% respondents replied “No” in case of question 2. On the
other hand, 26% respondents replied “Yes”. Since most of the respondents replied No, it does not
facilitate training at reputed training institute.
Yes
26%
No
74%
Chart 4.2: Does it facilitateadvancedtraining at reputed
training institute?
Yes No

Table 4.3: Sufficient Duration
Source: Survey
Explanation
other hand, 37% respondents replied “Yes”. So, 63% employees think that Ha-Meem Group does
not arrange training for sufficient duration
Does it arrange training for sufficient duration?
Yes
7 37%
No
12 63%
Total
19 1
Yes
37%
No
63%
Chart 4.3: Does it arrange training forsufficient duration?
Yes No

Table 4.4: Well- Planned Training Programs
Source: Survey
Explanation
other hand, 42% respondents replied “Yes”. As around 58% people replied No, it is found that the
training programs are not well planned.
Are the training programs well planned?
Yes
8 42%
No
11 58%
Total
19 1
Yes
42%
No
58%
Chart 4.4: Are the training programs well planned?
Yes No

Table 4.5: Performance Feedback from line manager
Source: Survey
Explanation
Table 4.5 and pie chart 4.5 show that 11% respondents replied “No” in case of giving performance
feedback by line managers. On the other hand, 89% respondents replied “Yes”. As around 89%
people replied Yes, so I think that line managers give performance feedback time to time.
Does your line manager give you performance feedback?
Yes
17 89%
No
2 11%
Total
19 1
Yes
89%
No
11%
Chart 4.5:Does your line manager give you performance feedback?
Yes No

Table 4.6: Quality Services
The value based on Mean is-
_ ∑xi fi ∑xi fi 77
X = ──── = ──── = ──── = 4.05
∑fi N 19
The Value of Standard Deviation is-
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
15.5
18
=√.86= 0.93
Explanation
It is seen that the mean value is 4.05 which is more than the standard mean value 3. It indicates
that the respondents agree with the statement. Moreover, the value of standard deviation is only
0.93. There is lower variance in feedback of the employees. It means that the feedback of every
employee is consistent. So, after training production of quality services have increased.
You can produce quality services after being trained.
Scale
xi fi fixi
-
(xi-x)
-
(xi-x)2
Strongly disagree 1 0 0 -3.05263 9.31856
Disagree 2
1 2 -2.05263 4.213296
Neutral 3
1 3 -1.05263 1.108033
Agree 4 13 52 -0.05263 0.00277
Strongly Agree 5
4 20 0.947368 0.897507
∑fi =19 ∑xi fi =77 15.54017

Table 4.7:Desire toachieve organizational goals
Explanation
It is found out from the mean and standard deviation value under Table 4.7 that the mean value is
4.16 which is more than the standard average value 3. It indicates that the respondents agree with
the statement that their desire to achieve organizational goals through doing job has increased.
Moreover, since the value of SD is only 0.963, so there is lower variance in feedback of the
employees. It means that the feedback of every employees is consistent.
Your desire to achieve organizational goals through doing your job has
increased after training.
Scale
xi fi fixi
-
(xi-x)
-
(xi-x)2
Disagree
2 0 0 -2.15789 4.65651
Neutral
3 2 6 -1.15789 1.34072
Agree 4 12 48 -0.15789 0.024931
Strongly Agree
5 5 25 0.842105 0.709141
∑fi=19 ∑xi fi=79 16.7036
X = ──── = ──── = ──── = 4.16
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
16.70
18
= √0.927 =.963

Table 4.8: Speed of Delivery
X = ──── = ──── = ──── = 3.89
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
14
18
= √0.778 =.882
Explanation
It is seen that the mean value is 3.89 which is more than the standard average value 3. It indicates
that the respondents are neutral with the statement that the speed of delivery is more than before.
Moreover, as the value of standard deviation is only 0.882, so there is lower variance in feedback
of the employees. It means that the feedback of every employee is consistent. So, the speed of
delivery may be more than before.
Your speed of delivery is more than before.
Scale
xi fi fixi
-
(xi-x)
-
(xi-x)2
Disagree
2 0 0 -1.89474 3.590028
Neutral
3 6 18 -0.89474 0.800554
Agree 4 9 36 0.105263 0.01108
Strongly Agree
5 4 20 1.105263 1.221607
∑fi=19 ∑xi fi =74 14.00277

Table 4.9: Effectiveness
X = ──── = ──── = ──── = 4.210
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
17.33
18
=√.962=0.981
Explanation
Table 4.9 and the above formulae show that the mean value is 4.21 which is more than the standard
average value 3. It indicates that most of respondents agree with the statement. Moreover, as the
value of standard deviation is only 0.981, so there is lower variance in feedback of the employees.
It means that the feedback of every employee is consistent. So, after training, effectiveness has
increased.
Training programs have increased your effectiveness.
Scale xi fi fixi -
(xi-x)
-
(xi-x)2
Strongly disagree
1 0 0 -3.21053 10.30748
Disagree
2 0 0 -2.21053 4.886427
Neutral
3 2 6 -1.21053 1.465374
Agree
4 11 44 -0.21053 0.044321
Strongly Agree
5 6 30 0.789474 0.623269
∑fi=19 ∑xi fi =80 17.32687

Table 4.10:Efficiency
Explanation
It is found from table 4.10 and above formulae that the average value is 4.16 which is more than
the standard average value 3. It indicates that the respondents agree with the statement that they
can accomplish the right job within minimum time. Moreover, as the value of standard deviation
is only 0.964, so there is lower variance in feedback of the employees. It means that the feedback
of every employee is consistent. So, after training, efficiency has increased.
Training programs have resulted in increasing your efficiency.
Scale xi fi fixi -
(xi-x)
-
(xi-x)2
Disagree
2 1 2 -2.15789 4.65651
Neutral
3 2 6 -1.15789 1.34072
Agree 4 5 20 -0.15789 0.024931
Strongly Agree
5 10 50 0.842105 0.709141
∑fi=19 ∑xi fi =79 16.7036
X = ──── = ──── = ──── = 4.16
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
16.70
18
=√93=0.964

Table 4.11: Job Satisfaction
X = ──── = ──── = ──── = 4.211
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
17.33
18
= √0.963=0.981
Explanation
It is seen that the mean value is 4.211 which is more than the standard mean value 3. Respondents
agree with the statement that their job satisfaction level has increased. Moreover, as the value of
standard deviation is only 0.981, so there is lower variance in feedback of the employees. It means
that the feedback of every employee is consistent. So, after training, job satisfaction level has
increased.
After being trained your job satisfaction level has increased.
Scale
xi fi fixi
-
(xi-x)
-
(xi-x)2
Strongly disagree 1
0 0 -3.21053 10.30748
Disagree 2
0 0 -2.21053 4.886427
Neutral 3
3 9 -1.21053 1.465374
Agree 4
9 36 -0.21053 0.044321
Strongly Agree 5
7 35 0.789474 0.623269
∑fi=19 ∑xi fi =80 17.32687

Table 4.12:Encouragement
X = ──── = ──── = ──── = 4.11
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
16.11
18
=√0.895=0.946
Explanation
It is seen that the average value is 4.11 which is more than the standard average value 3. It indicates
that the respondents agree with the statement that their encouragement to do job has progressed.
Moreover, as the value of standard deviation is only 0.946, so there is lower variance in feedback
of the employees. It means that the feedback of every employee is consistent. So, after training,
employee encouragement has increased.
Training programs have resulted in increasing your encouragement.
Scale xi fi fixi
-
(xi-x)
-
(xi-x)2
Disagree 2 1 2 -2.10526 4.432133
Neutral 3 2 6 -1.10526 1.221607
Agree 4 10 40 -0.10526 0.01108
Strongly Agree 5 6 30 0.894737 0.800554
∑fi=19 ∑xi fi =78 16.10803

Table 4.13:Attitude
Explanation
Table 4.13 and above formulae show that the mean value is 3.47 which is more than the standard
average value 3. It indicates the respondents are neutral. Moreover, as the value of standard
deviation is only 0.786, so there is lower variance in feedback of the employees. It means that the
feedback of every employee is consistent. So, after training, employee attitude has improved.
X = ──── = ──── = ──── = 3.47
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
11.122
18
=√618=0.786
Training Programs in Ha-Meem Group have improved attitude (i.e. you
don’t want to switch to other company).
Scale xi fi fixi
-
(xi-x)
-
(xi-x)2
Disagree 2 3 6 -1.47368 2.171745
Neutral 3 7 21 -0.47368 0.224377
Agree 4 6 24 0.526316 0.277008
Strongly Agree 5 3 15 1.526316 2.32964
∑fi=19 ∑xi fi =66 11.12188

Table 4.14: Knowledge Level
Explanation
From the above formulae and Table 4.14 show that the mean value is 4.05 which is more than the
standard mean value 3. It indicates that the respondents agree with the statement. Moreover, as the
value of standard deviation is only 0.928, so there is lower variance in feedback of the employees.
It means that the feedback of every employee is consistent. So, after training, knowledge level has
increased.
X = ──── = ──── = ──── = 4.05
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
15.5
18
=√0.861=0.928
Training program has increased your knowledge level about the job.
Scale xi fi fixi
-
(xi-x)
-
(xi-x)2
Disagree 2 1 2 -2.05263 4.213296
Neutral 3 3 9 -1.05263 1.108033
Agree 4 9 36 -0.05263 0.00277
Strongly Agree 5 6 30 0.947368 0.897507
∑fi=19 ∑xi fi =77 15.54017

Table 4.15: Number of Skills
Explanation
It is seen that the mean value is 4.16 which is more than the standard mean value 3. It indicates
that most of respondents agree with the statement. Moreover, as the value of standard deviation is
only 0.928, so there is lower variance in feedback of the employees. It means that the feedback of
every employee is consistent. So, after training, the number of skills has increased.
X = ──── = ──── = ──── = 4.16
∑fi N 19
SD =√
∑( 𝑋 𝑖 – 𝑋 )̅̅̅̅2
𝑁−1
= √
16.70
18
=√0.861=0.928
Training program contributed to increase your number of skills (i.e. decision making skills)
Scale xi fi fixi
-
(xi-x)
-
(xi-x)2
Disagree 2 1 2 -2.15789 4.65651
Neutral 3 2 6 -1.15789 1.34072
Agree 4 9 36 -0.15789 0.024931
Strongly Agree 5 7 35 0.842105 0.709141
∑fi=19 ∑xi fi =79 16.7036

Findings of the Study
After this survey and analysis of the study, some remarkable findings are summarized below:
a) Most of the employees think that there has not a training policy applicable for all
employees.
b) Ha-Meem Group does not usually arrange training in reputed training institute like BIM,
Bdjobs etc.
c) It does not have a well-planned and properly scheduled training policy.
d) Training is not arranged for sufficient duration so that employees can clearly understand
what is delivered in the training sessions.
e) Line manager gives performance feedback from time to time to inform employees so that
they can understand their level of performance after training.
f) After training, employees can produce quality services.
g) Their desire to achieve organizational goals through performing the assigned jobs
increases.
h) Training programs result in increasing their effectiveness and efficiency.
i) Training programs result in enhancing employees’ job satisfaction level and
encouragement.
j) They can acquire some skills after training like problem solving skills, decision making
skills.
k) Job related training programs remove their confusion regarding their job and hence they
don’t want to switch to the other companies.
l) Respondents got benefits from some training programs such as Induction Training,
English Learning Lesson, Basics that include policy awareness, general conduct &
etiquette, labor law, supervisory rule etc., disciplinary training, leadership unlimited, HR
Practice in Organization.

Chapter-5
Conclusion & Recommendations

5.1 Conclusion
This study has tried to find out the impact of training on employee performance. There is a positive
impact of training on employee performance. I made a questionnaire to find out the performance
of the employees of Ha-Meem Group Corporate Office. I used some indicators of employee
performance such as ability to produce quality services, behavioral change, desired work speed,
effectiveness, efficiency, job satisfaction, encouragement to do job, job attitude, desired
knowledge level, required skills. All the indicators were positively affected when the employee
got trained. From the study, it can be understood that training really improves the performance of
the employee being skilled and knowledgeable.
5.2 Recommendations
Trained employees show good performance. There is a positive impact of training on employee
performance. It means that the more the employees are trained up, the more they perform
effectively and efficiently. To ensure effective training, it may be needed to solve the finding first
of all. From the questionnaire survey and little working experience, I found some lacking in the
training policy of Ha-Meem Group. Here I would like to recommend some suggestions that may
be followed to avoid the lacking. These are given below:
 More quality and diversified training programs should be arranged at a regular interval
 Job related training should be arranged for example disciplinary training should be
arranged for employees who are working in Human Resource Department.
 Advanced training session should be arranged by office fund in foreign or reputed institute
like IBA (DU), IBM, Bdjobs etc.
 If there are specific training modules by category, it would be more effective.
 Continuous training to the existing employees based on- MS Excel, file management, email
writing
 Need to arrange some training in collaboration some training firm/ Consultancy
organization
 Fully equipped training wing should be established.
 Positive concern from top management and
 The company should make a proper policy on the training purpose and then enough support
should be provided to the concerned department to arrange training programs.
 Training budget should be increased
 Positive concern from top management
 Need to follow up after training performance.
 Besides the following training programs may be facilitated:
Green HR practice, Nonverbal communication training, professional etiquette, Team
Building behavior, leadership development, Departmental KRA (Key Result Area) based
training, PMS training etc.

Questionnaire about Training Impact on Employee Performance
Good Day!
This is Mohammad Kaium Munsi. I need to submit my internship report for completion BBA
program from Management Department in the University of Dhaka. For the reason above, the
following questionnaire has been developed in order to conduct a research on the impact of training
on employee performance of Ha-Meem Group. Please, note that the information provided will be
treated as confidential and will be used for academic purpose only.
Name: DOJ:
Department: Designation: Length of Service:
Please give a tick mark (√) which is appropriate to you.
1. Does Ha-Meem Group has a training policy applicable to all of you?
a) Yes b) No
2. Does it facilitate advanced training at reputed training institute?
a) Yes b) No
3. Does it provide training for sufficient duration?
a) Yes b) No
4. Are the training programs well planned?
a) Yes b) No
5. Does your line manager give you performance feedback?
a) Yes b) No
The following statements are forfinding your performance afterbeing trained.
Please give a tick mark (√) in any cell which is appropriate for your comment
Sl.
No.
Questions Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
1 2 3 4 5
6. You can produce quality services after
being trained.
7. Your desire to achieve organizational
goals through doing your job has
increased after training.
8. Your speed of delivery is more than
before.
9. Training programs have increased your
effectiveness.

10. Training programs have resulted in
increasing your efficiency.
11. After being trained your job satisfaction
level has increased.
12. Training programs have resulted in
increasing your encouragement.
13. Training Programs in Ha-Meem Group
have improved attitude (i.e. you don’t
want to switch to other company).
14. Training program has increased your
knowledge level about the job.
15. Training program contributed to
increase your number of skills (i.e.
decision making skills)
16. Write the name of training you receivedand rank them (i.e. in such order 1, 2, 3, 4, 5)
Sl.
No.
Training Name Rank
1
2
3
4
5
Open Ended Question
17. According to you, what steps should be taken for improving training policy?
18. According to you, are the existing training programs enough for improving employee’s
performance level and if not then suggest some trainings you feel required?
Thank you for your cooperation!

References
1. Armstrong, M., & Taylor, S. Armstrong's handbook of human resource management practice.
2. BECKER, B., & GERHART, B. (1996). THE IMPACT OF HUMAN RESOURCE
MANAGEMENT ON ORGANIZATIONAL PERFORMANCE: PROGRESS AND
PROSPECTS. Academy Of Management Journal, 39(4), 779-801.
http://dx.doi.org/10.2307/256712
3. Cite a Website - Cite This For Me. (2018). Ejbss.com. Retrieved 27 February 2018, from
http://www.ejbss.com/Data/Sites/1/vol3no1april2014/ejbss-1367-14-
relationshipbetweentrainingandperformance.pdf
4. Comprehensive Handbook of Psychological Assessment, Volume 4. (2018). Google Books.
Retrieved 27 February 2018, from
https://books.google.com.bd/books?id=eTHpF7yt_WYC&pg=PA375&lpg=PA375&dq=job+per
formance+defined+by+hersen&source=bl&ots=yc1CDrydp6&sig=tQhNqKn7uv1oxNhk2Rh18k
u-yHs&hl=en&sa=X&ved=0ahUKEwjr7aaU3MbZAhUFm5QKHUjoC-
UQ6AEILDAA#v=onepage&q=job%20performance%20defined%20by%20hersen&f=false
5. DuBrin, A., & Harper, A. (1997). Essentials of management. Toronto: ITP Nelson.
6. Dabale, W., Jagero, N., &Nyauchi, M. (2014). The Relationship between Training and
Employee Performance: The Case of Mutare City Council, Zimbabwe. International Journal Of
Human Resource Studies, 4(4), 61. http://dx.doi.org/10.5296/ijhrs.v4i4.6620
7. Group, H. (2018). Ha-Meem Group | Top Ranking Bangladeshi Clothing Manufacturer.
Hameemgroup.net. Retrieved 27 February 2018, from http://www.hameemgroup.net/
8. How has this term impacted your life?. (2018). BusinessDictionary.com. Retrieved 27
February 2018, from http://www.businessdictionary.com/definition/performance.html

Internship report on impact of training on employee performance a study on Ha-Meem Group

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

Similaire à Internship report on impact of training on employee performance a study on Ha-Meem Group

Similaire à Internship report on impact of training on employee performance a study on Ha-Meem Group (20)

Plus de Dhaka Power Distribution Company (DPDC)

Plus de Dhaka Power Distribution Company (DPDC) (20)

Dernier

Dernier (10)

Internship report on impact of training on employee performance a study on Ha-Meem Group