American International University-Bangladesh (AIUB)

Developing an Employee communication Skill management training Program for

Confidence group

A training program
Submitted to
Mr. A.K. Nazmul
Director BBA Program
&
Senior assistant professor
Faculty of business administration

Submitted by
No
1.
2.
3.

Name

ID
11-19398-2
11-19435-2
11-19416-2

Rahman, Farzana
Mili, Mansura akter
Mitu, Mehebuba Tabassum

Date of submission
24.7.2014

Letter of Transmittal

To,
A.K Nazmul
Senior assistant professor
Faculty of Business Administration
American International University Bangladesh (AIUB).

Dear Sir,
It is our great pleasure to submit the Report titled Employee communication skill management
program on confidence group that you assigned us a partial requirement of the course Training
and Development. We are thankful to you for allowing us the opportunity to do that on this
topic.

We will always be available for any supplementary interpretation or clarification that may
require. This report definitely gives us an exceptional experience that will be in use in the future.

We hope that our research will live up to your expectations and will throw light on the issue.

Sincerely,

Signature

Rahman, Farzana

11-19398-2

..

Mili, Mansura Akter

11-19435-2

..

Mitu, Mehebuba Tabassum 11-19416-2

..

Table of contents

Background of the Organization

Introduction
Rationale for selection the training program
Expected benefits to be derived from the training program
Limitation

Training Design process

Conducting needs assessment

Ensuring employees readiness for training
Creating a learning environment
Ensuring transfer of training
Developing an evaluation plan
Selecting training method
Monitoring & Evaluating the program

Training Program design for Employees

Conclusion
Reference
Appendix

Background of the Organization

This report was prepared as a course requirement of Training & Development. Given the
preference to choose a specific aspect of training, the group selected Confidence group
for improving efficiency through team building training as a case and conducted the
assessment.
In 1991, the journey had begun with the name called Confidence Cement Limited. By
holding a vision throughout the business merged into larger entity called CONFIDENCE
GROUP. Now the organization is one of the top most conglomerates in Bangladesh
involved in manufacturing innovative mid-tech tech engineering products with all its
excellence. The organization largely believes in contributing to the development of the
nation and it is evolving accordingly with all its strength and vision.
CONFIDENCE GROUP owns 8 different SBUs: confidence group keeps on delivering
its promises maintaining the best quality product range such as cement, paint, power
generation, spun pre-stressed concrete (SPC) Poles. Galvanized telescopic steel poles,
machineries, gear-box for water pumps, screws and fasteners, steel lattice towers,
portable steel bridge, pole fittings and hardware, telecommunication etc.
The group includes different wings of specialized business entities to produce different
category products. Each and every of them are highly competent to operate the assigned
activities.

Introduction to the training programTraining is a reason behind employees job satisfaction. It helps to make a job more
pleasant for an employee. Training always works as a key to make employees attentive or
potential. An organization human resource department should always have some plan to
motivate employees by training. When a human resource department has trained their
employees then they find their employees more active in their duties.
Communication is often defined as the sharing of information, feelings and ideas. In the
business world, exchanging information is essential for a company's success, and there
are many different avenues available to communicate with employees and customers.
With the advent of social media, the number of communication options has exploded.
The training program we are going to develop will be basically employee communication
skill management in Confidence group, which is one of the top most conglomerates in
Bangladesh involved in manufacturing Innovative Mid-tech Engineering Products with
all its excellence.

Rationale for selection the training program:

Our Report is about the Employee communication Skill management.
Employee communication Skill management refers to that how employees communicate
with their coworkers as well as with their boss and by this how employees improve their
relationship with other coworkers and able to improve their performance in the workplace.
This training will help the company's employees how good communication helps them to
improve their performance .This training program will include all about:

To ensure that employee and their coworker have access to information

that they need to do their job well.

To promote consistency, keeping everyone on the same page when it

comes to procedures and work rules.

To ensure better quality, when everyone is communicating, mistakes and

errors are avoided and standards met.

To ensure greater safety, supervisor explains safety hazards and

precautions, and employees can alert coworkers to hazards.

To increase customer satisfaction which is essential for keeping the

organization competitive and profitable?

Expected benefits to be derived from the training program:

Employee communication Skill management is much more important thing in corporate
life now days. The main objective of this training session is to teach the basics of
effective communication in the workplace. At the end of the training session, employees
will be able to identify the benefits of effective communication; recognize obstacles to
effective communication; enhance their communication skill; and communicate more
effectively on the job.

Limitations anticipated:

The report may be cant cover up all the issues regarding employee
communication because of unconsciousness and conventional thinking.

executive.

there will be a problem of communication between us and the HR

Lack of experience may have negative impact as we are not directly

connected with that particular person who will provide us the information.

HR executive may not want to share all the information regarding their
training required areas because its shows their weakness towards us.

Training Design process

In Training Design Process there consist seven steps. Below here is describing all the steps
briefly-

Conducting needs assessment

Before developing any training program it is necessary to conduct needs assessment. We have
completed this step to find out whether training is necessary or not in Confidence Group and if
yes then who should be given training and what tasks should be included in the training. We
talked to their Human Resource Manager. Through the Interview and the observation we found
out that they are facing some problems. Their employees facing communication gap with each
other. They want to Increase their working Speed. To increase the working Speed we suggest
them about Employee communication skill management program for their company. To design a
Training Program for Confidence Group, we analyzed three things.
They are-

Organizational Analysis
Person Analysis
Task Analysis

Organizational Analysis: We asked their HR Manager weather the Organization is Flexible

to provide the Training or not. We found that providing Training is a tradition for
Confidence Group, they are very much flexible to provide training to their employees.
Person Analysis: From our observation we found that managing department needs the
Training. Sometime, they are facing to communicate with others so the working process
became much slower many times.
Task Analysis: With the support of the company and both organizational and person
analysis. It is necessary to review and classify what tasks are needed to improve their
communication skill which can help them to perform better to fulfill all targets all goals in
time. We have decided to train them How to communicate with each other to improve their
communication skill.

Ensuring employees readiness for training

After doing the initial part of the training design process we individually informally interviewed
the employees about their attitudes and behavior towards the training program. They all were
very excited. Since the expected outcomes of the training program will be very effective for the
company. We asked them about the Communication skills, they already know about some ways
that they can improve their communication skill but they didnt know how to transfer it to their
workplace.
Attitude and Motivation
We suggest that managers need to ensure that employees motivation to learn is as high as
possible. It can be done by ensuring employees self-efficacy and work environment
characteristics. Supervisor should also consider input, output, consequences and feedback
because these factors influence motivation to learn.
Basic Skills
We found out that the employees have the basic skills to learn. They have courage to say what
they think but they dont have that confidence in them. But they have all these abilities to learn.

Creating a learning environment

Next, we talked to the superior authority about creating a learning environment in the
organization. We showed them some examples like Grameenphone & Square etc. They are the
top companies of Bangladesh. They all have got learning culture in the organization. A good
learning environment boosts up training. The meaningfulness of training is enhanced through
creating a learning environment. Learning environment is very important for training to be fully
successful.
We want to include these:
Objectives
Trainees training objective must cover three components:
1. Statements of what trainees are expected to do, performance or outcome.
2. Statements of quality or level of performance that is acceptable.
3. Statements of the conditions under which the trainees are expected to perform the desired
outcome.
Meaningful material
To enhance the meaningfulness of trainees training content, the message should be presented
using concepts, terms, and examples to trainees. Also, the training context should reflect the
work environment in which the training occurs.
Practice
Most of the training will happen during the job period. That will help them to complete their
invoices at time and learn how to do work timely.
Feedback
Feedback is about how well trainees are able to meet the training objectives. To be effective,
feedback should focus on specific behaviors and be provided as soon as possible after the
trainees behavior.
Observation of others
Trainees learn by observing and imitating the actions. For being more effective, the desired
behaviors or skills need to be clearly specified. These need communities of practice, which are
groups of employees who work together, learn from each other, and develop a common
understanding of how to get work accomplished.
Program administrator
As Confidence group are maintaining different period to work, training coordination is one of
most important aspect of training administration. Training administration refers to coordinating
activities before, during, and after the program.

Ensuring transfer of training

"If after the training the training is not practiced then what is the benefit of the sacrificed
opportunity cost?In order to ensure this support, help and co-operation of the colleagues,
peer and manager will be needed. So we talked with them and tell them to be positive
towards the program. Most of them wanted to know about the subject matter of the program.
We briefly describe them about the program, subject matter, benefits of the program. They
ensured us about helping the trainees.
1. Manager support: Managers will provide support trainees of their training session. They
can provide support by following thingsa) A goal identifying what training content will be used and how it will be used
b) Strategies for reaching the goal, including needed.
c) Strategies for getting feedback (such as meetings with the manager)
d) Expected outcome.
2. Peer support: transfer of training will be enhanced by creating a support network among
the trainees.

Developing an evaluation plan

This step will give Confidence group an opportunity to decide whether the training is
successful and whether more training is needed or not. For this to work, the objectives that
we set out for the training need to be clear.
There are three main key points to develop an evaluation plan1. Identify the learning outcomes: We identified the leaning outcomes which are they will
be much more efficient, increase in delivery skill and also the profit of the organization
will increase in the long run.
2. Choosing evaluation design: Asking question to supervisors and trainers which will
consists 3 parts training content, instructors effectiveness, and general.
3. Plan cost benefit analysis:
Venue cost: As the training program will arrange during the job time so there is no venue
cost.
Training cost: mainly the training will take 10000 taka for the main trainer. Supervisor
will take a benefit from it.
Training materials: Products name, Computers & other essential material needed. This
will take 4000 approximately for training program.

Selecting training method

Since the basics of communication skills will be taught to the employees we will need a
projector and trainees will seat on a Traditional arrangements. There are total 34 trainees
for the training. The trainer will be from outside the organization who is expert on
Employee communication skills. For this we have talked to the manager for supporting us
in making this arrangement and he has given us word to help us.

Monitoring & evaluating the program

Last but not the least monitoring and evaluating the program. The Program will be 1days
having both practical learning. The HR Manager will visit in a regular basis in order to
monitor the program. We have talked to him and he will be pleased to monitor the program.
A floor boy should be placed outside the room if something is needed during the program.

Training program outline for employees

Time

Day 1

10:00 10:20

Introduction

10:20 10:40

Objectives

10:40 11:00

Case Study

11:00 11:10

Break

11:10 11:20

Video

11:20 11:40

Discussion

11:40 12:40

Practice & ques. Ans session

12:40 2:00

Review & conclusion

Conclusion
The performance of employees in an organization is the most important factor behind its success.
A project may have all the necessary resources and even more but it will sudden fail if the people
involved in conducting it are not equipped with the required skills. This is a standard case for
newly recruited officials and thus to prevent an impending failure the employees or personnel
must be properly trained so that they are capable of catering to the needs of the organizational
operations. This training will make the employees effective and efficient enough to be fit for
confidence group and achieve the desired output.

References:

http://confidencegroup.com.bd/
www.google.com
www.wekipedia.org
http://www.wikihow.com/Develop-Good-Communication-Skills
Employee Training & Development by Raymond A Noe

Appendix:

Questionnaire
Confidence group:
Employee Communication skill management.
Questions that asked to the HR manager of the company:
1. What are companys mission, vision and goal?
2. Why you think that Employee communication skill management will be helpful for your
company?
3. In market what's your company's competitive advantage?
4. In market, which companies are your competitors?
5. Do you want Employee communication skill management training program for your
company in present or future?
6. Now, without this training program what type of lacking your company facing?
7. What's your existing employees think about this kind of training program?
8. Do you think that you have much scope to establish this training program in your company?
9. What's your prediction about how much the training program will cost for your company?
10. What do you think about the effectiveness of this training program?
11. What do you think about the barriers to establish the training program?
12. Before training is there any prerequisite for employee?
13. Do you have the enough equipment?
14. If there any motivational tools?
15. Is there any feedback process?
16. Do you prefer an internal or external trainer?
17. In which level you are focusing for the training?
18. How do you link your goals with training program?
19. How do you monitor the program?
20. How do you plan for cost- benefit analysis?