Training and Development As A Tool For Improving Basic Service Delivery Employees A Study On Pro
Training and Development As A Tool For Improving Basic Service Delivery Employees A Study On Pro
On
Training and Development as a Tool for Improving Basic
Service Delivery Employees: A study on Progressive Life
Insurance Company Limited.
Prepared by :
Nargis Akter
ID 13-1-33-411-004
MBA
School of Business
Bangladesh Open University
Contact Number :01731011827
Project Guide:
Submitted through :
Md. Tarikul Islam
MBA- Marketing (DU)
Co-coordinator MBA Program
Dhaka Study, Centre,, BOU
1.0Research Proposal Title:
Training and Development as a Tool for Improving Basic Service Delivery Employees: A
study on Progressive Life Insurance Company Limited.
2. Introduction:
This report is prepared for fulfilling the course requirement of MBA program. As the
classroom discussion alone, cannot give proper picture of real business situation, there
for it is as opportunity for the student about real life situation through this program,
Dissertation program is very essential for every student, especially for the student of
Business Administration, which helps them to know real existing situation . For this
reason a student take dissertation program at the last stage of the MBA degree. This
report is about “Training Development of Progress Employee: A study of Progressive
Life Insurance Co. Ltd. Study on this topic because, HEM activities very important in
business organization become successful one without a sound HRM activities on the
other hand PLICL. Is the best Bangladesh. The org. can attain the goal by the
performance of the employee. The investor should have the right knowledge to
operate the employee. The appropriate training method can make the employee
effectively and efficiency. Because on the training period the employee will learn
what will he job life.? On the training period employee can achieve the knowledge
about his work style.
Employee training and development Nisha (2009) notes the need for, and
appreciation of employee training and development and contends that it ensures that
the organization functions according to promulgated government regulations and has
skilled competent staff, this is supported by Marquardt et al. (2000) who highlight that
employee training and development are playing an increasingly important and
strategic role in the economic success of the U.S. organizations which recognize that
they now operate in a new global economy, an economy that involves the use of
advanced technology and increased responsiveness to customer needs. Netting (2000)
adds that employers should develop training or learning paths for employees based on
criteria such as their status, title, or job description.
Service delivery
Palmer (1998) contends that services are described by their distinctive features. These
are: intangibility, inseparability, variability (heterogeneity), perishes ability and the
inability to own a service. The above characteristics apply to all services regardless of
the type of service offered. Intangibility implies that the services cannot be touched or
tested and inseparability means that the time of production and time of consumption
are very close, or that these happen simultaneously. Hellenes (2003) explains that
variability infers that services are rarely the same because they involve interactions
with people. Lamb (2004) perceive of a service as a result of both human and
mechanical effort focused on people or objects. In the context of this study, services
refer to the efficient and effective provision of basic services that the selected
municipality should provide to its citizens. Matarirano (2005) elaborates by stating
that services are deeds, performances or efforts that cannot physically be possessed.
An associated study, of the relationship between the quality of employee training and
development on service delivery, was also done by who investigated the determinants
and impact of training on company performance of Malaysian status companies.
Zulkifli and Duasa (2008) found that Malaysia status companies train significantly
more and provide better quality training than their local counterparts. However, they
also noted that the magnitude of the training provided was largely determined by,
amongst other things, the companies’ previous worker turnover rates.
Insurance sector is one of the strongest economic sector in our country. Insurance
provides necessary fund for executing various programs underway in the process of
economic development. For running the Insurance sector and developing the country’s
economic growth Training & Development a vital role. Proper man in a proper place
can bring a success. By selecting a proper person, Training & Development is played
a vital role.
Selection of the topic: The topic of the study was assigned by my supervisor.
Before assigning the topic it was discussed with me so that, a well organized
internship report can be prepared.
Identifying data sources: Essential data sources both primary and secondary
are indentified which will be needed to complete and work out the study. To
meet up the need of data, primary data are used and study also requires
interviewing the official and staffs were necessary.
Collection of data & analyze: Primary data are collected by using
interviewing technique. The report is an exploratory research and for
qualitative survey open ended question was ask to the Organization official and
with all qualitative information collected through sources need to analyze
according to my goal.
Final report preparation: On the basis of the suggestions of our honorable
faculty advisor some corrections were made to present the paper in this form.
SOURCES OF DATA
Conducting any research requires both the primary and secondary data
Primary Sources:
Through face to face conversation and discussion with the employees of
Human Resource Division about their training procedure, usefulness and the
process.
Practical desk woks and observation under the guidance of HRD helps me to
gathered data.
Relevant files study as provided by the concerned officers helps me to get
knowledge.
Books related to courses such as “Human Resource Management on Training
& Development program” has been used as theoretical source of information.
Secondary Sources:
Internal Sources: Annual report of PLICL-2015 helps me a lot to gain data’s,
Different manuals and files of PLICL-2015.
External Sources:
Data is collected from Different books and periodicals related to the various
Training & Development program and most importantly online makes
externally source able.
8. Time Schedule :
Total time required for the report preparation was three months. The details time
schedule is given below:-
Report correction 10 d ay s
9. Chapter outline :
The study will be assigned towards analyzing Recruitment and selection process of
PLICL. To highlight the main issues, the whole research work will be divided into the
following chapter.
Chapter one deals with the background of the study, statement of the problem, rational
of the study, Objective of the study, Methodology, Time schedule of the study and
limitation of the study.
Chapter two deals with the profile of PLICL stating the PLICL at a Historical
Background, Mission, Vision, . Business Model, Business Model Strategy, Objectives,
PLICL core values, Project Profile, Major Products.
Chapter four deals with analysis and finding stating Introduction, Training and
Development System of PLICL, Process of Training and Development, Procedure of
Training need assessment, Training Methods, Trainers.
Chapter five deals with SWOT Analysis, Strength, Weakness, Opportunities, Threats,
Findings, Conclusion and Recommendations, Major Findings, Conclusion.
References:
website:
Website: www. Progressivelifebd.com,
E-mail progressive& bd.com,
Service Book/ Rules of Progressive Life Insurance Company Ltd.