Vous êtes sur la page 1sur 9

BANGLADESH INSTITUTE OF MANAGEMENT (BIM)

(Ministry of Industries)
4, Sobhanbag, Mirpur Road, Dhaka
www.bim.org.bd

Post Graduate Diploma in Human Resource Management


(PGDHRM)

(Academic Year-2015)

Term Paper Proposal


on
PERCEPTION OF EMPLOYMEES REGARDING
FORMAL AND INFORMAL TRAINING

Name of the supervisor Submitted By


Mohammad Sayeedur Rahman Ms. Jupitar Behum
Management Counsellor Roll: DH15007
Bangladesh Institute of Management Evening Batch-I
(BIM)

December 2015
Contents (Sample) Page

Letter of Transmittal 0
0
1.0 Introduction/ Background 0
2.0 Importance of the study 0
3.0 Objectives 0
Broader Objective 0
Specific Objectives 0
4.0 Key Variables 0
5.0 Scope of the Study 0
6.0 Methodology of the Study 0
Sampling 0
Source of Data 0
Data Collection Tools and Techniques 0
Study Area (Location) 0
0
7.0 Time Frame 0
PROPOSAL

1. Title of the Study: Perception of employees regarding formal and


Informal Training.

2. Importance of the study:

Training is the planned Human Resource Intervention that is designed to enhance the
determinants of individual job performance. Training is related to the skills an employee
must acquire to improve the probability of achieving the organizations overall business
and academic goals and objectives. It offers to employees may assist with reduction of
anxiety or frustration, which most employees have experienced on more than one
occasion during their employment careers.

There are two types of training, one is Formal training and the other is informal training.
These two terms refer to the dissemination or acquisition of knowledge in our
organizations. Formal learning occurs through a controlled and structured approach on a
broad-based institutional level. Informal learning happens more spontaneously between
groups of people.

To survive in highly competitive business environment organizations are focusing on


capitalizing its human recourses. These resources are very difficult to imitate and
combination with other resources also help to gain edge over competitors. As a
Participant of BIM in the course of PGDHRM, I acquired knowledge in different types of
subject, which is actually theoretical knowledge in different types of subject, but it is an
opportunity to implement the theoretical knowledge, practical and also to work in field
level. The main importance of this study is to produce knowledge that can be applied
outside a practical setting. The purpose of the study is to apply the tools, techniques of
research and knowledge of human resource management.

3. Objective of the study:

The main objective of our study is to understand perception of employees regarding


formal and Informal Training and relationship of two most important perceptions of
training with affective commitment. These perceptions of training include perceived
availability of training and perceived supervisor support for training.

Specific objective: The specific objective of the study will be:


Perception of employees regarding formal and Informal Training.
The extent of perceived availability of training impact on affective commitment.
The extent of perceived supervisor support for training impact on affective
commitment.
The extent of affective commitment impact on employees turnover intention.
To search the association among training perceptions and making human resources
vital, useful and purposeful.

4. Scope of the study:


The study is specifically limited to perception of employees regarding formal and
Informal Training at Dhaka. The study is basically an indicative in nature and intends to
be of practical importance to the human resource department and other who are working
in this sector. The basic concentration of the study is on process of understand
relationship of two most important perceptions of training with affective commitment.
These perceptions of training include perceived availability of training and perceived
supervisor support for training. I also concentrate on the extent of affective commitment
impact on employees turnover intention and the association among training perceptions
and making human resources vital, useful and purposeful. There has been an effort to
learn the employees point of view on the strength and weakness of their organizations
policy regarding training.

5. Methodology:

This term paper aims to study the perception of employees regarding formal and Informal
Training and impact of training perceptions. Data will be collected through structured
questionnaire, organization visit, group discussion, personal interview. Data will collect
from Customer services sector of Dhaka. The reasons to choose these sectors are that they
frequently provide training to their employees for providing best service to consumer.
Methodology will be followed to prepare this paper are given below:

a. Phase- I:

1. In the first phase theoretical study will be carried out to understand the training and
its types, factors associated with employees training, its impact, perception of
employees regarding training and impact of training perceptions on affective
commitment and ultimately relationship with employee turnover intentions.

b. Phase- II:

1. With the theoretical understanding some employees will be interviewed with


selected questionnaire to know their level of the perception of employees
regarding formal and informal Training and impact of training perceptions on
affective commitment and ultimately relationship with employee turnover
intentions and making human resources vital, useful and purposeful.
2. Personal care service organization named Persona Group will be visited to learn
about organizational structure, functions, policy and strategy of training, impact of
it on the performance of the employees. I will also try to understand the impact of
training perceptions on affective commitment and ultimately relationship with
employee turnover intentions.
3. Focus group discussion and personal discussion will be conducted with the target
employees for the discussion in connection with the impact of training
perceptions on affective commitment and ultimately relationship with employee
turnover intentions and the other issues.
4. Some employees will be interviewed to know their level of satisfaction in their
training policy and strategy.

6. Sampling:

For the convenience I will select one leading personal care service provider organization
in this study. Though one organization may not reflect the all customer care organizations
employees training perceptions but it will be attempted to present a clear picture of the
specific organization.

7. Sample Size:

The sample size for the study will not be large one. I will try to set the sample size to 25
with representation of the management and field level employees concerned.

1. Sampling Scheme:

Having fixed up sample extent, sample size and sample units, I will take 07 days to
complete the task of collection information. All possible personnel Persona Group of the
sample extent will be taken into the plan to survey. Due to time and resource constraints
it will be 25 in total.

2. Source of Information:

Both primary and secondary data will be used to reach a convincing result;

a. Primary Data:
Primary data will be collected through Structured Questionnaire, Personal
Interview and Focus group Discussion.

b. Secondary Data:
Secondary data collected from the head of HRD of the organization by physical
observation and record review.

3. Data Processing Method:

Collected data will be coded and verified. Moreover data will be processed by making
consistency checking with the help of computer and relevant knowledge on the subject as
well as the knowledge and application of statistical tools.

4. Study/Work Plan/ Activity Schedule:

This study will be accomplish between 25th November to 31st December 2014, the study
duration is six weeks-

ACTIVITIES 1st 2nd 3rd 4th 5th 6th


week week week week week week
LITERATURE
REVIEW
QUESTIONAIRRE
DESIGNING
PRETESTING OF
QUESTIONNNAIRE
DATA
COLLECTION
DATA ANALYSIS
REPORT WRITING
PRINTING &
SUBMISSION

Survey Questionnaire
Perception of Employees regarding Formal and Informal Training.
Please feel free to fill the questionnaire. This is prepared to fulfill academic research
purpose only. These information would not be disclosed anywhere.

Name: _________________________________ Designation: ___________________

Academic Qualification: ____________________ Age: _________ years.

Sex: a) Male b) female

Sl Questions Strongly Disagree Neutral Satisfied Very


Disagree Satisfied
No
1. I have any training program in my organization
2. I have received formal/informal training
3. Presentation, organization, delivery
4. Knowledge and command of the subject after
training
5. Stimulation of an open exchange of ideas,
participation and group interaction
6. Helping me taking practical steps in the jobs field
7. Use of audio-visual or other training aids
8. Presenting questions, facts or problem during
training session
9. Allowing the person to respond
10. Providing feed back on the accuracy of answer
11. Training session have enough familiar experience
12. Effectiveness of training in the work
13. Develop knowledge, skills, values and belief
14. Create creative abilities, talent, aptitude
15. Training make competent
16. Making Human Resource vital, useful and
purposeful
17. Develop employee career path
18. Supervisors/team leaders support employee efforts
to learn outside the job (e.g., conferences, cont.
education, and membership in trade or profession
org.).
19. High priority is given to providing appropriate
training.
20. Overall, how satisfied are you with the training you
have received at the agency
21. provides its employees with good opportunities to
undertake in-house job-specific training
22. Provides it employees with good opportunities to
learn general skills and knowledge inside the
organization which may be of use to me in my
career
23. My manager supports my participation in training
and development programs
24. manager believes advising and training as one of
his/her major job responsibilities
25. I really feel that this organizations problems are my
own
26. I often think of quitting my present job
27. I may not have a good future if I stay with this
organization
28. I may not have a good future if I stay with this
organization
29. Key element for solving problem
30. Employees receive the training necessary to do their
jobs
31. Employees receive needed training about new
technologies
32. Training opportunities are unfairly allocated across
employees or work units.
33. Strength of training
34. Weakness of training

Bibliography or References:
1. Mr. S.A. Haq (First Edition) Personnel/Humane Resource Management 1981
2. Fisher Cynthia D ., Schoenfeldt Lyle F ., Shaw James B ., (Third Edition),

Human Resources Management -1997


3. Lunthans Fred (Eight Edition), Organizational Bahaviour-1998
4. HR and Admin. Manual of [Persona Group].
5. Hand Notes during Class Lecture