Training Design
Process of ACI Ltd.
Group-07
Name ID
Kaniz Fatama Mim 23243404007
Soyeda Munmun Mehrin Chaity 23243404024
MD Nazmul Hasan 23243404033
Jowash Sawn Owi Chiran 23243404034
Syeda Munmun Mehrin Chaity
ID: 4024
Company Profile
Established 24 January 1973
Company Type Public
To enrich the quality of life of people through responsible application of knowledge,
Mission
skills and technology
Vision Endeavor to attain a position of leadership in each category of its businesses.
Values Quality, Customer focus, Fairness, Transparency
Business Units Pharmaceuticals, Consumer brands, Agri-business, Logistics Limited.
Employee count 11,077
Objective of the Study
The objective of this paper is to know about the training design process of ACI Limited.
MD Nazmul Hasan
ID: 4033
Methodology
Research Type: Descriptive Research
Primary Source: Interviewed an employee of the company
Secondary Source: 1.Website of ACI Limited
2. Articles and Journals
3. Reports related to research topic
MD. Riyaz
Training Executive
Learning and Development
Department
ACI Limited
Jowash Sawn Owi Chiran
ID: 4034
Training Design Process of ACI Ltd
Creating a Developing
Needs Learning an Evaluation
Assessment Environment Plan
Selecting Evaluating the
Training Method training Program
Training Design Process( For Sales and non sales Person)
Training needs assessment
● There are 3 methods used for employee training need assessment such as survey, Face to Face interview and
observation for employees for both sales and non sales person.
● After find the gap HR arranges many training programs to boost up the employee motivation to work. On the
other side, newly joined employees does not need any need assessment at an initial stage.
Creating a Learning Environment
● After joining, new sales employees , they have orientation program on overall organization and talked about
foundation courses on Sales career, communication, Software Knowledge, Product knowledge, Relationship
with customer and Adaptability in new environment.
● Next, assessing employees need by different method, HR and training department organized various learning
program and also employees can willingly choose various courses like Prospecting, empathy, Negotiation and
conflict, Persuasion, Mini selling skill, , Emotional intelligence, Territory Management, Critical thinking etc.
● Non sales person gets an orientation program to get familiar with the working environment, culture,
own department, reporting boss and subordinates , all activities are provided by HR department.
● Other 3 trainings are provided by training department- living with values, transformation to
professional and MS Excel fundamental level.
● Mandatory course for non sales employees- 1. Functional, 2. soft skill, 3. IT
Functional Skill
● Vat tax management - Finance Department
● Bangladesh HR and Labor Law Practices– HR Department
● Strategic sourcing – Commercial Department
Soft skill
● Effective communication and MS Outlook
● Time and Priority Management
● Problem solving and Decision Making Skill
● Growth mindset : The Psychology of Success
IT Skill
Mastering v-lookup
Adobe photoshop basic level
Canva basic level
● To creating well learning center, they have a well accommodated training consists of 50 peoples
with digital platform both sales and non sales person. Sometimes, sales department training is
being conducted on area distribution center to avoid the collation with non-sales person training.
● Organization has own trainer for different training session. Sometimes it outsources the trainer
from outside of the company with high skill and most experience. The training material is a too
confidential to share outside.
● The training center is well equipped with the necessary instrument. It is a multimedia training
center that allows the visual training.
Developing an Evaluation Plan
● They use different training evaluation method such as-
Pre and Post Training Exam
Skills Demonstrations
Surveys and Questionnaires
Interviews and Focus Group Discussion
Case Studies and Simulation
● By using both exams and supervisor feedback, the HR department gets a more comprehensive
picture of training effectiveness. Exams assess knowledge acquisition, while supervisor feedback
helps assess the transfer of knowledge and skills to the job.
● To design overall training program, HR department make cost benefit analysis, it costs for non
sales employee 7,000/- to 8,000/-Tk and for sales employee 4,000/- to 5,000/- Tk.
Kaniz Fatama Mim
ID: 4007
Selecting Training Method
● Training department uses traditional and E-Learning method for employees.
● Face to face interaction with employees about training activities, course, training need and
satisfaction also take suggestions on how to do better or added different module in training session.
● They use E-learning platform such as taking session on Zoom platform for instant meeting, provide
PDF and training module also save all data in cloud based.
● VR is being utilized for effective training at 30 distribution centers, saving time and money by
eliminating the need for trainers to physically visit these centers.
Evaluating the Training Program
● The department uses two method to collect feedback from sales and non sales employees They
uses-
Survey
Some questionnaires are being provided about all training programs are arranges by department and
the participant provide the answer in graphical rating scale like agree, neutral, disagree and strongly
disagree.
Interview
The questions are related to the training module. Participants are allowed to give their opinion about
the training session, feedback and improvement of trainer, training module, technology, market based
training activities, personal growth and advancement basis etc.
Challenges
Availability of Training Center
Unclear Training Needs
Recommendation
● The training department should emphasize on onboarding training as well as industry specific
skills and familiarity with new technologies.
● Sales people needs more training in communication, decision making and marketing skills to
acquire new customer, sell target product and tech knowledge like deal CRM tools.
● Identify skill and knowledge gaps and arranged small training modules for the specific areas also
given extend time for newly joind employees.
● Quiker identification of need assessment for those who need training in immediate basis and
continuous feedback.
● Avoid unecessary repetition of training and identify pre requisite training program for each
department or individuals need.
Thank You
