Tanvir Nasif

Training programmes are designed, developed and implemented in organisations to enhance employees’ capacity. Training is conducted to improve knowledge, skills and attitude of employees, by which an organisation can undertake new challenges and generate more revenues.
 Human recourse development (HRD) team in every organisation is solely responsible for analyzing training needs, designing the programme and arranging training sessions. The job is not an easy task now-a-days.
There are several factors an HRD team needs to take into consideration prior to making any plan. At the initial level, most important task is to identify long term potential employees, who can lead and are competent to work in higher positions.
We are emphasizing on long term potentiality, because in Bangladesh job switching tendency is very high. Many employees start to look for another job after every one- and-half year to two years. A company may invest a lot of money for training of a particular employee. However, the employee may leave the company after completion of training. Therefore, investing in a short-term employee is not a smart idea. Additional amount of investment will be required to train a new employee for the same job. At the same time, valuable business time will be lost to redo the process. It will create additional constraint for project type of tasks, especially where time of project completion cannot be extended.
 Training programmes not only concentrate on future development, but also minimise existing performance gap to achieve yearend objective of the firm. Employees’ knowledge, skills and attitude need to be analyzed properly to identify deficiency level.
Also, the right person has to be selected for the right training programme. Sending employees for random training programme may not help to minimize performance gap, rather, it may create additional constraints. There is a possibility that the wrong person is attending the wrong training, whereas he/she may already be an expert on the topic. Employees may need  specialised training programmes, which may help them to survive. If existing performance gap can be balanced through the training programme, then automatically the firm will be benefited in the long run.
Budget is always a major constraints in implementing training plans. But days are changing now. Globally, many companies are realising the importance of training and development. Expenditure on employee development is now significant for multinational and local firms. Organisations need to consider training as future investment, instead of spending money. Well- trained employees will be more competent, compared to all other competitors. Surely, it will help the company to sustain for long in the industry and expand business rapidly.