1.
Employee Training &
Development of Nagad
TEAM: MAVERICK
MD Mehedi Afnan 1631720030
M Waseef Imtiaz
Chowdhury
1711529030
Tasnim Islam 1911293630
Sumaita Alim 1911460630
Moshahab Aziz Alvee 1912870630
Afia Adeeba 2011911630

2.
Introduction:
To overcome the shortcomings of Nagad, the study will be
focused on the training and development component of
human resource management.
2

3.
Methodolgy
In the study, team Maverick gathered
Nagad's data using
• A qualitative approach.
• Secondary sources to conduct this analysis
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4.
Introduction to Organization and
Training & Development Need:
Company overview
Mission: Nagad intends to play a role as a one-step
destination baking service by partnering with the
whole financial service of Bangladesh
Vision: It aims to provide users with a hassle-free,
convenient service with many benefits related to
all the digitalized financial transaction activities

5.
Problems
identified :
1.Bad leadership Management
2.Working condition of the
employees is flawed
PRESENTATION TITLE

6.
Training Strategies:
Its’ purpose is to align with the organization’s goal and
solve the problems.
On the job
training
Every training content
in the working
environment has to be
well structured.
Simulation
Real Life experience
Case Studies
Inspection of the
problems of other
firms
Business Games
The opportunity to
conduct the real-life
business operations
in the form of
games.

7.
Who are the key stakeholders? How to deal
with them?
Managers: They need to be taught how to have an open mind or the goals along with the
training strategies will not ne aligned.
Employees: They should not be assigned to duties that are not possible to finish within a
short time or this might lead to inefficiency.
Customers: Customers are to be well informed about the company’s recent problems or else
there are chances of losing them because of the faulty service and miscommunication.
7
Third parties or retailers: Retailers or the third parties with bad convincing power will
not be able to grab the potential customers’ attention.

8.
Training intervention (Design and Delivery)
Design
Autocratic to inclusive culture
Skills development for time management
Delivery
Case study
Simulation
a. Managers and employee
b. Employees and customer
On the Job training ( OJT)

9.
Evaluating the success of the
strategy/intervention
A program will be used to do the evaluation separately :
1. Reaction outcome
2. Cognitive outcome
3. Skilled based outcome
4. Affective outcome
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10.
Findings and Analysis
Because Nagad is supported by the government, postal act, which
gave the postal department the authority to independently provide
financial services.
 Nagad benefits from higher transaction limits because it is beyond
the purview of the central bank.
Online shopping is becoming more and more popular in Bangladesh,
however Nagad does not offer any form of transaction service for
online shoppers, which is a major problem for the business.
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11.
Recommendations
• Lack of appropriate knowledge
• Focus on proper automation and
internet banking concepts.
• Train the staff on how to gather all
client complaints and address them.
• Training should be enjoyable
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12.
Conclusion
AFTER CONDUCTING ALL REQUIRED RESEARCH, NAGAD
SHOULD TAKE INTO CONSIDERATION OUR
RECOMMENDATIONS, WHICH WILL RESOLVE THEIR ISSUES
AND ALLOW THEM TO INTERACT WITH EACH EMPLOYEE.
ACCORDING TO THE ANDRAGOGY HYPOTHESIS, WORKERS
WILL COMPLETE THEIR TASKS EFFICIENTLY AND WITH GOOD
TASK MANAGEMENT.

13.
Thank you

14.
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