This study examines the training and development program at Independent Apparels Ltd and its impact on employee job performance. The author conducted surveys and interviews to analyze the company's current training practices. While the study found a low positive correlation between training and performance, statistical analysis showed training did not have a significant effect on performance. The document recommends ways for the company to improve its training program, such as conducting more behavioral and leadership training, implementing performance reviews, and increasing interaction between management levels. Overall, the training program needs improvements to better develop employees and increase productivity.

1. “Training and development program and its
consequences on employee job performance”
(a study at Independent Apparels Ltd)
Mohammad jewel
Class ID:13302129

2. Introduction
Training is a process of assisting a person for enhancing his
efficiency and effectiveness to a particular work area by getting
more knowledge and practices
Manager should special attention for keeping up to date, core
function of HR.
In This presentation I will
discuss one of the core
functions of human resource
which is training, employee
performance, and how the
earlier affects the latter at
Independent Apparels Ltd.
Job performance:
A work performance that being
shown by people in terms of
expected quality and quantity of their
jobs.

3. Objectives

Measuring the training & development program and its
consequences on job performance of employees.
 Training & Development practice of independent apparels ltd.
 Limitation of T&D program of it
 Suggestion to improve if there any discrepancy come

4. Methodology
 Group discussion, participated in some internal training
session and doing some internal survey
 Primary sources: Direct conversation, internal survey,
training session, assignment given by HR admin.
 Secondary sources: Written document, company profile,
company website, company annual report, hard copy of
training file.

5. Independent Apparels Ltd.
 It was established in 1995 with a goal to be the leading name as the most
trusted trouser products manufacturing company. S-M-Abu Tayyub is the
director of it, which situated in 21/27, Baizid Bostami road,
nasirabad,Chittagong, Bangladesh. An 100% export oriented factory
 Its main buyers are: Starter, Russel, Danskin, Hind, Family Dollar, Layer,
Pro-player, Tapout, Euro Soccer . IFG group
 Strategic objectives : Exceeding customer expectation, Quality
Assurance, on time delivery and better workplace for employee and workers
 Departments: Production, cutting section, Sewing, Quality inspection,
Finishing, Store, Commercial & merchandising, HR department, IT etc.
 It has achieved Alliance, Gold certificate of compliance (WRAP )

6. Findings, Analysis & Discussion
 By studying many training file, I got 19 training program that are
exercising, some are following :
 Environmental Health and Safety Training (EHS)
 Personal Protective Equipment (PPE)
 Orientation Course of new workers
 Machine Safety Training
 Waste Management and Disposal training
 Fire Training
 Mid-Level Management Training
 First Aid Training
 Health and Safety Training for Pregnant Women
 Emergency Response Drill
 Rescue Policy, safety training
 Lay out training

7. Findings from
Research (survey)
 Due to time and financial restriction, for research survey I collected 40
respondents (workers and employees) response by using a
questionnaire.
 Null Hypothesis(Ho): There is no significance difference between Training &
Development and Worker’s Performance
 Alternative hypothesis(H1): There is significance difference between Training
& Development and Worker’s Performance
 By using SPSS software, it found that:
Correlation
 The value of r is 0.214 , which means a low degree but positive correlation. So
there is a little tendency for more efficient Training and development activities
will lead to high performance level
Coefficient of determination
 It found that 4.6% points fall in the regression line. This means that a poor fit
with this model, it means 4.6% variations in dependent variable Y are explained
by the independent variables present in this model .

8. Findings
Anova
 Since p-value is 0.184 is a lot more than 0.05 , so this result indicates
that there is no satisfactory difference between Training and
Performance. So it can reject the alternative hypothesis. So it can
said that Training and Development activities don’t have considerable
effect on the organization’s worker’s Performance.
 From this result, it can said that the factory training and development
program are no significantly effect on performance but there is
positive correlation 21.4% is related with training and performance.

9. Problems
 They fail to identify the specific needs of learners and for learners to
own their own development needs
 Constraints of time for preparation and participation in learning
events
 Lack of availability of resources for training
 Do not have Performance Appraisal system
 Less engagement of workers in training session
 Objectives set by trainers, rather than the learners
 Less interaction between top and mid level management
 Training officers are less than necessary

10. Recommendations
 Appropriate behavior and attitude increase the efficiency of both workers
and mid-level managers. So behavioral training should be arranged.
 Worker level employees should be given training on motivational aspect.
Monthly performance appraisal should be given to the workers. Feedback
should be taken from the workers through short quiz.
 Motivational and Leadership training should be arranged for mid and top
level managers.
 • Meeting should be arranged between top-level & mid-level managers to
increase the interaction among them which will help to know the real
situation of workers to the top level management.
 Mid-level employees should be recognized or awarded as per their
performance on yearly basis. It will motivate them on respectively works.
 Deployed proper Trainer for training program
 Exploring the reason that reduce the employee productivity

11. Finally though the result finds that there is low impact on training
program and performance, but the factory is trying their best to
develop their training program by creating training calendar and its
production capacity is increasing day to day.
I gathered many experienced from this internship program, i.e. diverse
information about training program, participating in training session,
first corporate presentation, compliance and safety issues, salary
payroll etc., as my supervisor gave me to work on Training program, I
worked on it and finally prepared a report.
Finally again I express my gratitude to my supervisor for the useful
comments, remarks and engagement through the learning
process of this internship. Thank you
Conclusion