American International University-Bangladesh (AIUB)

FINAL DRAFT INTERNSHIP REPORT ON

Training & Development Process of Human Resource for

International Projects

An Internship Report Presented to the Faculty of Business Administration in Partial

Fulfillment of the Requirements for the Degree of Bachelor of Business Administration

Supervised By:
Ahmed Reyad Chowdhury
Submitted By:
Nath, Rajarshi
ID # 07-07613-1
Major: INTERNATIONAL BUSINESS (I.B)
Date of Submission: 2/5/2010

FINAL DRAFT INTERNSHIP REPORT

ON:

Training & Development Process of Human Resource for International

Projects

Mr. R. Tareque Moudud

Director, Office of Placement and Alumni (OPA)
American International University- Bangladesh
Banani, Dhaka.
Subject:

Submission of the intern report.

Dear Sir,
It is a great pleasure for me to submitting the report to you entitled by Training &
Development Process of Human Resource for International Projects as The T&D is an
essential part of Construction Firms all over the world. The T&D System is used in a
Company to increase the performance and efficiency of the individuals and the Firm as a
whole.
It has been a great pleasure for me to work on this report as it provides many opportunities to
gain insights about the Training & Development Process of Human Resource for
International Projects of Pubali Construction .
So, I would like to thank my course instructor & supervisor Ahmed Reyad Chowdhury,
Faculty of Business Administration, for assigning me such practical based report that make
young learner like me to get acquainted with the practical arena. Finally, I also believe that
this report will satisfy you.
Sincerely yours,

_____________________
Nath, Rajarshi
ID: 07-07613-1

Letter of Endorsement

The Internship Report entitled Training & Development Process of Human Resource for
International Projects has been submitted to the Office of Placement & Alumni, in partial
fulfillment of the requirements for the degree of Bachelor/ Masters of Business
Administration, Major in International Business Faculty of Business Administration on
May 1st 2010 by Nath, Rajarshi; Id #07-07613-1. The report has been accepted and may be
presented to the Internship Defense Committee for evaluation.
(Any opinions, suggestions made in this report are entirely that of the author of the report.
The University does not condone nor reject any of these opinions or suggestions).

______________________
Ahmed Reyad Chowdhury
Faculty of Business Administration
Internship Supervisor

Acknowledgement
By the cordial mercy of God, now I am able to submit my report to our honorable sir Ahmed
Reyad Chowdhury . I strongly believe that it would not be possible preparing such a report
without Almightys grace.
Now I would like to thank our honorable sir Ahmed Reyad Chowdhury for his keen efforts
and invaluable guidance, helped me to understand Training & Development Process of
Human Resource for International Projects, different concepts, its implementation and impact
on organization, which facilitated the successful completion of the report.
This acknowledgment will remain incomplete if I do not thanks to those people who helped
and being corporate with us specially Ahsanul Kabir Sidduiqe (Director) My Supervisor , Mr.
Azad (Manager & Trainer) & Mr. Shahinur (Finance) for helping me to find necessary
information regarding the report.
I would also like to express gratitude to my university faculty members. They should be
remembered because they produced the platform of our knowledge.
Finally, I am grateful to the other employees and officers of Pubali Construction for their
help and valuable advice. Again, I like to thank our honorable teacher for giving us such a
chance in completion of the report

Finally, I like to say that, I have prepared this report from my own experience. I am ready to
accept my unwilling errors and omission, which belong to me.

Executive Summary
The report is prepared to determine the Training & Development Process of Human Resource
for International Projects of Pubali Construction. Pubali Construction

have strong and

effective training department, which work for adopting the new technology, operation
process, marketing strategy. Therefore, it is great to evaluate the training and development
process of the Pubali Construction. Through this report, a clear idea is generated about the
training and development process, the methods used for training and development, the
training and development evaluation process, the organization's view toward its necessity and
its contribution to the organizations & success plus how they measure the results of training.
Therefore, I can draw a sharp line of the issue toward its impact of he total human resource
management department and overall the total operation and efficiency of the

Pubali

Construction, especially in the HR Department.

Here I tried my level best to show Training & Development Process of Human Resource for
International Projects

and integrate the total process with the functions of the Human

Resource Management Department, after that I focused on the issue towards the contribution
to other department and at last its contribution towards the efficiency and competitiveness of
Pubali Construction.

Table of Contents
Contents
Letter of Transmittal
Letter of Endorsement
Acknowledgement
Executive Summary

Page
I
II
III
IV

INTRODUCTION

CHAPTER ONE
1.1Introduction
1.2 Scope of the study
1.3 Background of the study
1.4 Objective of the study
1.5 Methodology
1.6 Limitation of the study
HISTORY OF PUBALI CONSTRUCTION LIMITED (PCCL)
CHAPTER TWO
2.1 History of Pubali Construction
2.2 Pubali Construction in Bangladesh
Pubali Construction map
2.3 Present situation of Pubali Construction
TOPIC ANALYSIS & DISCUSSION
CHAPTER THREE
3.1 The organizational structure of Pubali Construction
TRAINING & DEVELOPMENT IN CONTRUCTION SECTOR
CHAPTER FOUR
4.1 Meaning the definition of the training & development

1
2-5
6-8
6-8
9
10
11
12
13
14
15
15
20
21-25
27
28

4.2 Training process

4.3 Training as a system
4.4 The reason of employee training & development

29
30
30

TRAINING & ITS INSTRUCTION DESIGN FOR INTERNATIONAL PROJECTS:

CHAPTER FIVE
5.1 Training at Pubali Construction
5.2 Level and Form of Training in Pubali Construction
CHAPTER SIX
6.1 Pre Training Definition
6.2 Steps of Pre-Training in Pubali construction
6.2.1Conducting Needs Assessment
6.2.2 Ensuring Employee Readiness for Training
CHAPTER SEVEN
7.1 Training Definition
7.2 Steps of Training in Pubali Construction
7.2.1 Creating a Learning Environment
7.2.2 Selecting Training Methods
CHAPTER EIGHT
Post training
CHAPTER NINE
Development in Pubali construction
CHAPTER TEN
Major findings
CHAPTER ELEVEN
Recommendations
CHAPTER TWELVE
Conclusion
Appendix
Bibliography

34
35-36
37
38
39
39
39-41
41-42
43
44
44
44-45
46-49
50
51-53
54
55-56
57
58-60
61
62-63
64
65
iii-viii
Ix/x-xi

CHAPTER ONE

1.1 INTRODUCTION
Pubali Construction is one of the best Construction Company in Bangladesh. Through its
strong brand image company make, it has been able to provide innovative services to the
people of a developing country such as Bangladesh. They offer a huge range of Emplacement
and services to its People, which have contributed to the overall reputation and success of the
Company. I have chosen the Training & Development Process of Human Resource for
International Projects as the topic of my internship report. Pubali Construction started its
business in Bangladesh in 1986, opening its first branch in Dhaka. The company increasingly
invested in people, technology and premises as its business grew in relation to the country's
thriving economy. At present, the company has one Head office in Dhaka & two-branch
office in U.A.E. Extensive knowledge of the market and essential expertise in a wide range
of financial services are companys strength. The Companys main ability to build business
opportunities for corporate and institutional clients at home and abroad. Continuous
upgrading of technology and control systems has enabled the company of offer new
construction services.
In order to provide best services the company is very much concerned about the employees,
because good employees can ensure good services. In addition, for that every company needs
to establish good HR practice.
high record in which we are held today bears testimony to the measure of success, we have
been able to achieve. Bangladeshi manpowers has gain subsequent reputation for their
excellent services as they are:

Abundant and ready availability.

Well-qualified and experienced technical personnel.

Sincerity, reliability and dependability.

Very economical and cost effective.

A large number of Bangladeshi workers have worked abroad, have experience ofPubali
International is a concern of Pubali Construction Limited who is a pioneer in construction
industry both in U.A.E and in Bangladesh.

ABOUT FOREIGN PROJECT:

The procedure how Foreign project gets by Pubali Construction L.L.C are describing below:
1. The Samsung Companies Project Director Mr. Lee including 2 nos. of other high
management officials went to visit in Bangladesh to investigate Pubali Construction
Companies capability to procure skilled & capable Engineers , Foremen ,workers etc.
including verify the companys financial capacity.
2. In Bangladesh Pubali Company arrange an interview for all different categories of
Manpower in his office & interviewed by Samsung Project Director & high officials &
selected a total 350 nos of staffs & workers who are Capable, Smart & well
experienced for this Palm Jebel Ali Project & then allow them to come to Dubai under
Samsung Companies Visa.

3. In Bangladesh, Pubali Company before the arrangement of the interview by Samsung

Corporation trained up all the different categories of workers such as Carpenter, Welder,
and Rigger. Steel fixer, Plumber, Mason & common Laborers in his own construction
workshop during 3 months.

4. Samsung Corporation has arranged accommodation, food & Transportation Site to

Camp & Camp to Site for all workers.

5. Monthly minimum Basic salary & overtime of the workers has been fixed by the
Samsung Construction & Engineering company according to U.A.E Law & after
completing the Project works Pubali company has to be pay to the workers Annual
leave 30 days salary per one year completion & 21 days Gratuity per one year
completion of the project works including One way return air ticket fare.

Agency Appointed:
To meet the requirements of the Bangladesh Ministry Expatriate Welfare & Overseas
Employment, a foreign employer needs to prepare the following documents:
DEMAND LETTER:
A formal letter issued by the employer addressing PUBALI INTERNATIONAL with full
details of category-wise number of workers, monthly salary, contract period, working hours
and all possible facilities i.e. accommodation, food, medical, air passage etc.
POWER OF ATTORNEY:
A letter issued by the employer authorizing PUBALI INTERNATIONAL to act on behalf of
the employer in recruiting demanded workers and to carry out all necessary formalities

related with the respective Embassy and the related agencies of the Government of
Bangladesh
CONSULAR LETTER:
This letter is also issued by the employer addressing the Consulate General of the respective
Embassy (mainly K.S.A.) intimating him regarding the appointment of PUBALI
INTERNATIONAL as employers agent and their authorization to act on employers behalf
to carry out all visa formalities with the Embassy, by mentioning the visa no. and its issue
date.

PUBALI CONSTRUCTION SERVICES STREAM

(Service Stream of Foreign project shown in Detail)

Pubali Company

Pubali Construction

Pubali International

Pubali Builders

Project Manager

Adminis
tration
Manage
r

QA/QC
Manager

Safety
Manager

Construction
Manager

Planning
Manager

1.2. Scope of the Study

The report contains a broad description and analysis of the overall Training and Development
process in Foreign Projects of Pubali Construction. As Training and Development, process is
an indispensable part of firm and in fact for any organizations allover the world. Training and
Development process is used in a Company to increase the performance and efficiency of the
individuals and the Company as a whole. Readers will find useful information about the
overall Training and Development process of Pubali construction, which may be a vital
learning regarding the Training and Development issues in Foreign Projects.

1.3. Background of the Study

In order to complete my B.B.A program, I have to complete an internship as part of my BBA

program under a national/multinational organization. I need to submit a report on my
internship to get a certificate from the University. I was very lucky to get the chance to
complete my internship in the best Multinational Construction Company in Bangladesh
Pubali International. The duration of my internship program was three months. I had to
work from 9:00 am to 5:00 pm, (3/4 days per week) which gave me a very good idea about
the environment of the Company. I tried my best to work with sincerity with the
Management Trainee and Manager of the Portfolio to get a good understanding of the
overall Construction operations especially in the Foreign Project Sector. From my internship,
I have learnt many things about the people, services and background of Pubali Construction.

I feel very proud to submit my internship report on Training & Development Process of
Human Resource for Foreign Projects.

About Company:
Name of the Company

:Pubali International

Business

: Overseas Employment Promotion

License No.

: RL-135

Year of Establishment

: 1986

Type of Establishment

: Proprietorship

Number of Employees

:28(Twenty Eight)

Fax

: +880-2-8116001

Telephones

: +880-2-8114277, 8116035

E-mail

: aks@pubaliconst.com

Bankers

: Dhaka Bank, Prime Bank, Standard Chartered Bank

Membership

: Bangladesh Association of International Recruiting

Agents (BAIRA), The Dhaka Chamber of Commerce &
Industry

Website

: www.pubalinter.com

Pubali Construction L.L.C

(International Construction Company)
Dhaka Office :
Pubali Bhaban
39 Kawran Bazar , C/A ( 1st floor )
Dhaka 1215, Bangladesh
Tel: +88028116035/8114277
Fax: + 88028116001
E-mail: pubali@citech.net

Pubali Construction L.L.C

(International Construction Company)
Dubai Office:
Flat # 306, Ali Obaid Bldg.
Port Saeed ( Behind Dnata)
P.O: Box 186172, Deira Dubai , U.A.E
Tel: +97142955192, Fax: + 97142955193
E-mail: pubaliconst@yahoo.com

Our Clients

Obayashi Corporation, Dubai Metro Project.

Kajima Construction, Dubai.

Samsung Engineering, U.A.E.

Obayashi Corporation, Palm Jumeirah Mono-rail Project

Shimizu Corporation, Iraq Projects.

1.4. Objective the Study

Broad Objective
Is to identify how the Pubali Construction is implementing their Training & development
process in Foreign Projects to establish best policy to do business. & broad description
and analysis of the overall Training and Development process in Foreign Projects of
Pubali construction. As Training and Development process is an essential part
Construction & for any organizations allover the world. Training and Development
process is used in a Company to increase the performance and efficiency of the
individuals and the company as a whole.

Specific Objective
To know about the overall Construction activity of Pubali Construction.
To understand the training and development process of Pubali Construction.
Identify the current training and development plan for Pubali Construction.

 To find out the variety of the training and development used on the people
with different level.
To get an overall idea about the performance of Pubali Construction.
To gather knowledge about the current scenario of Pubali Construction
Training process.
To suggest necessary measures for the development of the company.
How they are checking the feedback of training (whether training effective or
not)

1.5. Methodology
Major part of data was collected through the secondary resource. It was not easy to collect
primary data because the bank personnels were very busy and I had wait for long time to get
a data from them. The secondary and primary resources are:

a) The primary sources of data and information:

Customers of the company
Staffs of the company.
Observation during the total internship period.
Operational process.
Discussion with officials of Pubali Constraction

a) The secondary sources of data are as follows:

Annual report of the Pubali Constraction
Web site of Pubali Constraction
HRM books and Periodicals.
Internet, Newspapers and magazines.

1.6. Limitation of the Study:

Some parts of the data used in the report are given on an approximate basis due to
Companys tendency towards confidentiality. It also served as a major limitation.

Lack of required information, which is the main obstacle I have faced to prepare this
report.

Difficult to collect the necessary information (sometimes difficult to realize the actual
required information)

Time is always a constraint to prepare this report.

Lacking of practical skills

Having a lacking in required knowledge about different situational requirement.

Another reason of insufficient information in this study is lack of information, as the

employees were busy.

Since I carried out such a study for the first time so experience is one of the main
factors that constitute the limitation of the study.

CHAPTER TWO

History of Pubali Construction

2.1. History of Pubali Construction:
Pubali Construction Company Limited (PCCL) is altering the features of the civil
construction industry by amalgamating years of experience with a singular passion for
outstanding work. Pubali was originally created through the combined efforts of two young
entrepreneurs in the year 1974 with a similar background in terms of industry.
Today Pubali is a single, solid organization participating in light and heavy civil construction
projects, with focus on Civil and Building, Road & Bridges construction, Environmental
Remediation & Maintenance Project i.e. earthworks, excavation, site infrastructure, sewers,
drainage schemes, specialist buildings, culverts, roadwork's, environmental improvements,
steel framed structures , toll operations and maintenance. Our adaptable professional teams
bring benefit to our clients' businesses through their expertise and knowledge.

Pubali has successfully completed World Bank (WB), Asian Development Bank (ADB),
Department For International Development (DFID) financed several Road & Bridges
Projects. We have also finished several projects having joint venture with Samwhan
Corporation Korea, Obayashi Corporation Japan, Ansal Engineering, India etc.
The company gradually more invested in people, technology and premises as its business
grew in relation to the country's thriving economy. At present, the company has one
Corporate Office in Dhaka & Two Branch Office in U.A.E (DUBAI). Extensive knowledge
of the market and essential expertise in a wide range of construction services underline the
companys strength to build business opportunities for corporate and institutional clients at
home and abroad. Continuous upgrading of human resource and control systems has enabled
the company to best competitiveness. Pubali is very much concerned about the employees,
because good employees can ensure good services. In addition, for that every company needs
to establish good HR practice

2.2. Pubali Construction in Bangladesh:

Pubali International (PI) was established in 1986 at Dhaka, Bangladesh to provide a channel
for the organized outflow of Bangladeshi manpower to the Middle East, East Asian mainly
Malaysia, Singapore, European and African continent. The sudden upsurge in the economic
activity of Middle East and East Asian countries through discovery of oil and subsequent
development of commerce and industry gave further boost of the Pubalis philosophy.

Since the foundation of the company, our essential ingredient of overall philosophy has been
to strive for excellence and become the primary providers of competitive, efficient and
reliable human resource solutions. The high record in which we are held today bears
testimony to the measure of success, we have been able to achieve.

Operation Of Pubali:

1 . DHAKA (BANGLADESH)
2. U.A.E (DUBAI, ABU DHABI)

2.3. Present Situation of Pubali Construction:

At present Pubali Construction has covered:-

A network of over 5 offices in 3 countries.

A staff of about 30,000 people managing assets of around $5120, 280 million.

Pubali also maintains correspondents relationship with over 60 Company in 15

countries around the world.

It has 3 branches and 1 Head Office in Bangladesh

Responsibilities:

Employers Responsibilities
o Arrange timely receiving of the workers at the airport.
o Inform Pubali International upon receiving the workers at the destination.
o Advance payment of an amount to each worker on arrival in the country of work,
which will be deducted from the monthly salary.
o Arrange furnished housing accommodation suitable to workers according to the
country labor law.
o Ensure full security of the workers in the accommodation and working places,
especially in the cases of female workers.
o Employer must ensure the payment of salary at the end of each month.
o Inform Pubali International about the renewal of the contract between the employer
and the workers after expiry of the initial contract.
o Employer must provide medical treatment for all the workers during the period of
employment.
o Follow terms of agreement signed between the employers and the workers.

Pubalis Responsibilities:

Obtain recruitment permission from the government agencies.

Advertise for the vacancies in the reputed daily newspaper, if necessary.

Collection of application.

Primary selection by our experts.

Conduct final interview by employers representatives.

Obtain passport for the selected candidates.

Medical examination of the candidates.

Obtain police clearance.

Stamping of visa from the respective embassy.

Obtain emigration clearance from the government agency.

Ravel arrangement including confirmation of seats with the airlines.

Constant contact with the employer informing about the development of the total
arrangement.

Attend in the airport to ensure smooth boarding of the passengers.

Inform employer over fax/ telephone.

TOPIC ANALYSIS &

DISCUSSION

CHAPTER THREE

THE ORGANIZATIONAL STRUCTURE OF PUBALI:

3.1 The Organizational Structure of Pubali Construction

The company is divided into several divisions and business units, which are also further subdivided. The divisions are mainly based on some service lines designed for and provided to
targeted customers, other divisions and units are there to support the business activities of the
major service based divisions. The organ gram of Pubali construction in Bangladesh is given
below followed by a detailed discussion on the list of the divisions.

Figure: The organization structure of Pubali construction as a whole-

Managing Director
Elias Siddiquee

Executive Director
Jahed Ali Chowdhury

Director 1
Amir Hossain

Director 2
A.K.Siddiquee

Senior Project Manager

Pabitra Ranjan Nath

Safety Manager

Construction
Manager

Planning
Manager

Administration
Manager

The structure of Pubali construction involves quite a lot of hierarchy. Starting from the
bottom of the hierarchy, this is how information is communicated through the hierarchical
ladder Safety manager, Construction Manager, Planning Manager, Administration Manager
have to report to the senior Project Manager.
These managers in turn have to report to their Superior. Each of them to report to their
respective immediate heads. The unit heads have to report to the heads of each department
which include the following departments:

Corporate and International Project

Corporate and External Affairs

Information Technology

Treasury

Legal and Compliance

Human Resource

The head of each of these departments finally report to the Senior Project Manager. Pubali
Construction believes that efficient human resource is the key to success. A timely qualitative
contribution of the human resource can increase the competitive performance of the

organization. Therefore, Pubali construction put emphasis on the improvement of the human
resources through training and development. Selecting the pool of potential employee and
provide them necessary training is one of the main concerns of the Human Resource
Department of the organization. Pubali construction always tries to recruit the high caliber
youth who are energetic and risk taker along with outgoing and friendly attitude. Pubali
selects those candidates who have the good educational background. The contribution of the
quality training and high potential targeted human resource should be turn to be the source of
power of the organization.

The overall policy of the Human Resource Department of Pubali

Construction:

Build up effective and efficient human resource through training.

Selecting the appropriate candidate who fit the culture.

Retain the talented employee within the organization.

Create such an atmosphere so that employee can contribute fully.

Motivate the employees so that they can give their best effort, another method of
retaining the talented and efficient employees.

Train the employees and develop the employees for the future job.

Build smooth career for the brilliant employee to retain them.

Maintain the efficient human resource inventory.

Provide sufficient feedback of the employee for their effort.

Provide attractive Incentive package both monetary and non-monetary for brilliant effort
as well as to layoff those who do not fit the culture and norm, also those who are unable
to perform according to the requirement.

RECRUITMENT PROCESS:
Demand for workers

Categorize the trades

Obtain government approval
Recruitment advertisement
Advertise in the local news paper and other media
Advertise through our own cannel
Collect the applications
Verify the applications
Short list the applications
Call for an interview
Explain them the salary
Select the candidates

Select the candidates by grading them A +, A, B, B +, B, C

The candidates that been graded for B,C,D has to go for a training ranging from 2 to
4 weeks
Company gave intense training on the health & safety rules
Last two weeks of training company6 send them to their real life projects where they
gain in hand experiences

 From that live project demonstration company take a test and categorize them again

but grading them A+, A, B+, B, C

Process medical checkup only for category A+, A, B
Apply for the employment visa
5 days compulsory training
Take a test on this 5 days session
Manpower clearance and arrange the flights
Brief idea regarding the whole process
Dispatch the candidates from Bangladesh

TRAINING &
DEVELOPMENT IN
INTERNATIONAL
PROJECTS:

CHAPTER FOUR

DEFINITION OF THE TRAINING & DEVELOPMENT:

4.1 Meaning and Definition of the Training & Development:

Training and development is any attempt is to improve current or future employee
performance by increasing an employee's ability to perform through, usually by changing the
employee's attitude or increasing his or her skills and knowledge.

Training refers to improvement in required skills and knowledge of the employees in

short run. Example: Training given to improve skills in order to improve skills for
making outbound calls

Development refers to improvement in required skills and knowledge of the

employees in long run. Example: Training given to develop an employee and make
him an International Graduate (I.G. which is a Band-7 post) from Management
Trainee (M.T which is a Band-8 post)

Education is the process of increasing the level of knowledge and understanding. Therefore,
training is the "know-how" and education in the "know-why". Essentially, organizations are
concerned with increasing the know how of the employees. Thus, employee training is what
companies are mostly concerned with.

4.2 Training as a Process in INTERNATIONAL PROJECTS:

Training has most emphasis to achieve the organizational objectives.

Pre- Training
Training

Post Training

FIG: 2. THE BASIC TRAINING PROCESS IN INTERNATIONAL PROJECTS.

Pre-training: This is before training stage, where reason for training and types of
training are determined.

Training:

As stated earlier, is the process to increase the attitudes skills, and abilities of

the employees to perform specific jobs.

Post training: This stage contains the evaluation of the training. It shows whether the
training is effective or not.

4. 3 Training as a System in INTERNATIONAL PROJECTS:

A training system for International projects may be defined as a rational arrangement of

inputs, technology, people, materials, events and process designed to extract behavioral
outputs, which produce further social or economical output, increasing organizational
effectiveness. Training system receives a person as raw mat, a person having actual or
potential deficiency in the job performance and process to modify behavior to match that has
been specified in the training objectives. This is done under defined rating conditions and
constrains. Feedback is from the trained person to refine the system. The process consists of
several factors such as trainer, subject matter, training techniques and aids, physical features,
time and money including operating conditions and constrains.

4.4 The Reasons for Employee Training and Development for

INTERNATIONAL PROJECTS:
Training and development can be initiated for a variety of reasons for an employee as well as
the group of employees:

When a performance appraisal indicates performance is not up to the mark then there
is a need for training.

Helps people to identify with the goals

Improve relationship between boss and subordinate.

Helps to prepare guidelines for different types of work.

Provides information for future needs in all areas of the organization

Helps individuals in making better decisions effectively increasing the problem

solving abilities.

To eliminates fear in attempting new works.

4.5 Typical Topic of Employee Training and Development for International

Projects of Pubali construction:

Communication:
Now a days as communication plays a vital role in the business world, the organizations have
to pay an importance on communication while provide training to their employees.
Computer Skill:
In the modern business world organizations cannot think of without computer, therefore
employees have to provide with computer skills in training.
Customer Service:
To successfully satisfy the customer needs on any organizations, employees have to be well
trained in customer service operation.
Diversity:
Work force diversity training makes an employee confident about his/her career development
Human Relations
Training creates the environment to construct the relation with others and out side of the
organization to achieve the individual and organizational goals.

Safety:
Safety training increases the employees awareness to deal with the different situation.

Human Resource Management System in The Palm Jebel Ali

Project in Dubai, U.A.E:

A. Educate them to speak in minimum English & Hindi at working site, because
here multinational workers are working together in same place.
B. Teach them international speaking manner as well as how to show respect the
colleague in working place to keep good relation with each other while doing
team works.

C. Educate how to keep site environment clean for maintaining healthy

environment while working at site.
D. Trained the workers in the accommodation create a good healthy & safe
environment so that nobody will become seriously sick

E. Trained practically how to take preventive measure in case of fire occur in the
living camp , fire fighter training by U.A.E specialist
F. Teach them how to give treatment in case of any accident at sit & camp ,
Trained practically by U.A.E First Aid Team .

G. All over the U.A.E is mandatory for all international Contractors to

Maintain strictly the Environment, Health & Safety Plan for
Targeting to achieve Zero Accident at construction site.

For ensuring this vital Clause An International Contractor has to Maintain

& trained up their respective workers trained the follow The following
Policy statement:

H. All the site workers must use his PPE (Personnel Protective
Equipments) during working at site for avoiding accident.
The PPE are Safety shoes, Safety Helmet, Safety jacket, safety
Eyeglass & Safety belt.
I . Every morning all the workers gather for a safety meeting &
Safety Engineer / Safety Supervisor give instruction to maintain
Safety requirement in every respective items of works & duties &
Responsibilities of respective Manager/Engineer/Supervisor/
Foreman.
J. Highlighting & training given to especially Crane Operators while
They are lifting any heavy materials to a certain heights & for
The following works:

a. Excavation & civil Engineering works.

b. Pilling operation
c. Mobile Crane operation
d. Explosive power tools.
e. Electrical works.
f. Scaffolding works
g. Management of Hazardous Substances and chemicals.

Occupational Health Program:

a. Sanitary Facilities
b. Drinking Facilities

c. Washing Facilities
d. Heat stress

CHAPTER FIVE

TRAINING

&

ITS

INSTRUCTION

DESIGN

FOR

INTERNATIONAL
PROJECTS:
ENVIRONMENT,
HEALTH & SAFTY PLAN
PUBALI CONSTRUCTION L.L.C

Safety
Organization
5.1 Training in Pubali
Construction
for Int. Chart
Projects:
The training for Pubali in fact to all departments for Int. Projects is given by its human
resource department. There is no specific topic that training is given on a routine basis. It
varies from time to time and according to the need of the bank. Here are some training

Project
Manager
courses that are given to employees
for Int.
Projects and other department:

English communication.

Computer skills.

Written for professionals,Safety

Stress management.
Manager

Time management.

Decision making process.

Problem solving process. Safety Engineer

Job related technical training.

Leadership, Personal management.

Environmental Protection
procedures.Officer

Company rules and

Interpersonal communication.

Team work, Common goal

Office management, Service quality

Safety Officer

Safety Officer

Major investment decision criteria.

Safety & Scaffolding Supervisor

Site Nurse

Safety Officer

5.2 Level and Form of Training of Pubali Construction For Int. Projects:
The human resource department of Pubali Construction provides its training to its potential
top-level personnel (Directors and Managing Directors) and each of the mid-Level
executives based on their needs and organizational demand.

There are two forms of training that is provided by the human resource department of Pubali
Construction to its personnel based on the necessities:
They are:
A. Internal Training.
B. External Training.
Internal Training:
In case of internal training, training is given within the Company. There is a hall room in the
corporate office in which internal training is provided to the employees using its own
facilities and logistic support. Sometimes guest lecturer is hired from out side institutes to
provide training if required.

External Training:
Based on the necessity and demand, sometimes Training is provided to the employees from
various training centers out side of the organization. Pubali used to send their people to take

training from different institute and many others reputed training centers outside the country
(such as the employee who are working as an International Graduate in International
Projects)

CHAPTER SIX

PRE-TRAINING

6.1 Pre- Training Definition:

From the name, it is easy to determine that all the activities that are carried out before the
training process is known as pre-training.

6.2 Steps of Pre- Training of Pubali Construction for Int. Projects:

The pre-training stage can therefore be broken down into the following number of steps to be
carried out successfully:

6.2.1. Conducting Needs Assessment:

First stage of training instruction design process of any kinds of organization is to conduct
the needs assessment and Pubali is no exception. The needs assessment helps to determine
whether training is necessary or not.

A) Person Analysis:

Person analysis helps the HR manager of Pubali to identify whether training is appropriate
and which employees need training. In certain situations, such as the introduction of a new
technology or service, all employees may need training.

Job Description

Job Specification

Performance Appraisal

FIG: Person Analysis Process.

B) Task Analysis:
Task analysis results in a description of work activities, including tasks performed by the
employee and the knowledge, skills and abilities required to successfully complete the task.
Task analysis for Int. Projects of Pubali Construction involves the following activities:
Selecting the jobs that needs to be analyzed and developing a preliminary list of tasks
performed on the job by interviewing and observing expert employees and their managers
and talking with those who have performed a task analysis.

Verifying the importance of the tasks for the job through task inventories or expert
committees composed of managers, employees, and other persons.
Identifying the knowledge, skills or abilities necessary to successfully perform each task
using interviews and questionnaires

6.2.2.: Ensuring Employee's Readiness for Training:

After the need for training has determined, it is necessary to evaluate whether employees are
ready to learn or not. Pubali Construction in Int. Operation uses the following processes to
ensure the employee's readiness for training:

Motivation to Learn:
Motivation to learn is the desire of the trainee to learn the content of the training program
which is related to knowledge gain, behavior change or skills acquisition in training
programs. Managers need to ensure that employee's motivation to learn is as high as possible
through:

Self-efficiency and understanding the benefits of learning:

Self-efficiency is the employee's belief that they can successfully learn the content of training
program. Managers can increase employees self-efficiency level by:
1. Providing as much information as possible about the training program and purpose
of training prior to the actual training.
2. Showing employees the training success of their peers who are now in
jobs.

similar

3. Providing employees with feedback that learning is under their control and they
have the ability and the responsibility to overcome any learning difficulties they
experience in the program.

Understanding the benefits of training to the employees by communicating to them

the potential job-related, personal and career benefits they may receive because of attending
the training program.

Basic Skills:

Employee's readiness for training activities can also be influenced by the degree to which
they have basic skills-the reading, writing and communication skills needed to understand the
content of training program and therefore, HR Manager of Pubali Construction Conduct a
literacy audit to determine employee's basic-skill level.

CHAPTER SEVEN

TRAINING

7.1. Training Definition:

As stated earlier, training is any process by which the attitude, skills and abilities of
employees to perform specific jobs has increased the driving force of Pubali and it has
always been because of their employees.
In order to sustain economic and effective performance it is important to optimize the
contribution of employees to the aims and goals of the necessary to ensure an adequate
supply of staffs that are technically and socially competent and capable of career
advancement into specialist department of management position. This is therefore, a
continual need for the processes of staff training in order to fulfill part of this process for Int.
Projects.

7.2 Steps of Training for Int. Projects of Publi Construction:

Pubali Construction follows the following strategies to provide training to its employees:

7.2.1. Creating Learning Environment:

As learning involves a permanent change in behavior, therefore Pubali Construction provides
an emphasis on creating learning environment within the bank for the personals. For
employees to acquire knowledge and skills in the training program and apply this
information in their jobs the training program needs to include specific learning principals
and therefore it is necessary to have a learning environment within the organization.

According to HR Manager of Pubali Construction, they create the learning environment

within the bank through following ways:

Informing objectives of learning to the employees.

Providing learning guidance to the employees through verbal cues with

proper combining sequence and larger meaningful context.

Providing feedback on degree of accuracy and timing of performance to the

employees during their on job time.

Selecting and supplying the necessary and modernize training material to the
employees. Usually for Int. Projects Pubali Construction uses the following
training materials as shown below:

Materials:
a) Well-qualified instructor.
b) Computer.
c) Overhead projectors.
d) Slide projectors.
e) White board.
f) Markers.
g) Graphs and charts, etc.

Pubali assures the availability of its training materials to its trainees. In addition, it ensures a
friendly and encouraging classroom to its trainees.
Unlike most other training centers, the classrooms of Pubali are well maintained and clean.
The positive points of the classroom are as below:

a) Clean.
b) Carpeted Floor.
c) Air-Conditioned.
d) Bathroom Facilities.
e) Water Dispenser (mineral water -hot or cold).
f) Single desk-chairs.
g) Big open spaces to give breathing space.
h) Enough space for trainer to teach and move about.

Free flow of necessary information:

Pubali Construction also creates learning environment informally such as arranging picnic,
tour, debate competition, cultural program (specially done in Int. Projects) etc.

7.2.2. Selecting Training Methods:

A number of different methods can be used to help employees acquire new Knowledge,
skills, & behaviors. Survey results suggest that videotapes, lectures, one-on-one instruction,
and simulations are the most frequently used training methods.

Pubali Construction HR authority believes that training is major thing to achieve

organizational goals precisely. Therefore, they strictly follow modern and sophisticated
training process that is attributable on their existing employees. Throughout Pubali for Int.
Projects, in order to provide training to its top-level and mid-Level executives Pubali uses the
following training methods:

Pubali Construction overall training methods are divided into two broad categories.
These are:
a) On The Job Training.
b) Off The Job Training.

A. On the job training:

On the job methods refer to the methods that are applied in the work place, when the
employees are actually working. Virtually every employee of Pubali Construction gets on the
job training when he or she joins Pubali Construction. Pubali Construction uses this training
process for newly hired employees, upgrading the skills of experienced employees when new
technology is introduced, cross-training employees within a department (happens frequently
for Int. Projects) or work unit and orienting transferred or promote employees to their new
jobs.
At lower level, trainees may acquire skills for, say, by observing other experienced
employees. Nevertheless, this technique is also widely used at top management level in
Pubali Construction.

B. Off-the-job training:
Off -the-job, training Int. Projects of Pubali Construction covers the following method:

Presentation Techniques:

Pubali Construction uses presentation techniques for presenting new facts, information,
different philosophies, and alternative problem solving solutions through traditional
classroom instruction, distance learning, and audiovisual techniques.
a. Classroom instruction

Despite new modern techniques, classroom instruction remains a popular training method
to different organizations and Pubali Construction no exception.

b. Audiovisual technique:

To improve communication skills, interview skills, and performing nicely for their
desired job/work Pubali Construction for Int. Projects uses this technique where
overheads, slides, and video are used.

Training & Testing center:

Company has two training and testing center in Bangladesh

International visitors are visiting the training center in Bangladesh.
Workers are getting training in a training center.
Training is continuously going on training center in Bangladesh.

CHAPTER EIGHT

POST-TRAINING

8.1. Post- Training Definition:

In simple sense, post-training refers to the evaluation done after the training program is
completed. It measures the benefits and cost of the training program in qualitative as well as
quantitative forms, Pubali Construction uses both forms of this information to evaluate its
training program. Examining the outcomes of program helps to evaluate the training
effectiveness.

For Int. Projects Pubali Construction, the training program is evaluated in the following
ways:

To determine whether the program is meeting the objectives or not.

To determine whether trainees believe that the content and administration of

the program were satisfactory.

To determine the financial benefits and costs of the training program.

To compare the costs and benefits to different training programs to choose the
best program

To market training programs and services to different clients.

8.2 Steps of Post- Training of Pubali Construction for Int. Projects:

During post-training Pubali Construction follows the following strategies to evaluate its
training programs:

8.2.1. Identification of Training Outcomes:

In order to evaluate the overall training programs and also other departments of Pubali
Construction, the first step uses by the HR Manager is to identify the training outcomes that
can be categorized into four categories:

Cognitive

Skill-based

Affective

Result.

To collect the above training outcomes Pubali Construction for Int. Projects, follows the
following methods are performed:
O Surveys.
O Observations.
O Focus groups, and
O Personnel records

8.2.3. Cost-Benefit Analysis:

Pubali Construction like the other organizations put emphasis on the cost-benefit analysis,
which is the process of determining the economic benefits of a training program using

accounting methods Training related cost-benefit information is important to Pubali

Construction for following reasons:

To understand total expenditure for training, including direct and indirect cost

To compare the cost and benefit of alternative training program. To ensures the
well use of the training budget.

To control cost.

CHAPTER NINE

DEVELOPMENT

9.1 Development Definition:

Pubali Construction for Int. Projects and other departments is concerned with attempts to
improve the overall performance and effectiveness of their Construction sector. Development

refers to those learning opportunities design to help employees grow. Efforts towards
development often depend on personal drive and ambition.

9.2 Employee Development Methods in Pubali Construction for Int.

Projects:
Some development of individual's ability can take place on the job. Pubali Construction for
Int. Projects follows several methods of development. These are discussed below:

A. Job rotation:
Job rotation is one of the most popular on the job technique to develop construction
personnel. Job rotation can be either horizontal or vertical. Pubali Construction for Int.
Projects generally follows horizontal job rotation method at the early stage of service life.
Pubali construction cannot follow job rotation technique to those people who are specialized
in any particular job.

B. Assistant to positions:
Assist to positions is another good technique to develop employees of Pubali Construction
for Int. Projects. Employees with demonstrated potential are given the opportunity to work
under an experienced or successful employee. In this process an individual, perform many
duties under the watchful eye of experienced person. In doing so, these employees are
groomed for assuring the duties of the next higher level.

C. Seminars:
Seminar is a traditional form to develop employees it is widely practiced by Pubali
Construction for Int. Projects. This offers an opportunity for individuals to acquire
knowledge and develop their conceptual and analytical abilities.

D. Lecture courses:
Lecture is verbal presentation of information by an instructor to a large audience. The lecture
is presumed to possess a considerable depth of the subject at hand. A virtual of this method is
that it can be used for very large groups, and hence the cost per trainee is low. Pubali
Construction for Int. Projects uses this method to develop and instructor or experience
persons provide related information and activities of all departments.

E. Mentoring:
In case of mentoring, a senior employee takes an active role in guiding another individual,
Mentoring is a helpful device to develop employees and it is widely followed to develop new
employees to Pubali Construction.

CHAPTER TEN

MAJOR FINDINGS

The major findings of the Report are stated below:

Similar Training Methods For International Projects and all other

Departments- Though this report basically focused on the Training and Development
Process of Pubali Construction for Int. Projects , but it is also found out that similar Training
and Development process is followed all over the Company means all the other departments
of Pubali Construction.

Working environment- Pubali Construction

provide safe and friendly working

environment to their employee for Int. Projects and all other departments, so that their
employee would be able to give their best performance. Training is provided for safety such
as Fire Warden Training to ensure the safety from fire.

Adoption of culture- Pubali Construction have strong and effective training department
for Int. Projects and also other departments which work for adopting new technology,
operation process, marketing strategy.

Leadership- Pubali Construction leadership is very well structured because of expert,

talented and some charismatic people that have also been developed by means of Training.

Skilled employee- Pubali Constructions Employees are very experienced & enough
smarter than the other construction companys officer, which makes them special. The way
they make decisions, takes risk, develop innovative ideas, effectively operate and

successfully achieve the goals within deadline makes them special and proves them better
than the others. Training is one of the major tools to build skilled employees.

Added Value- One of their strategies for Int. Projects of Pubali is that they try to add value
such as the International deals, foreign remittance, and so on to be a part of Pubali
Construction is the key to their success. Whenever a new concept is developed, Training is
given to make the employees efficient enough to operate on that new concept or the new job.

Creative and Innovative:

Pubali Construction Creativity belongs to those of us who are excited by challenges, engage
them in fresh thinking, and feels open minded in making decision. Employees are very
experienced Creative thinkers are and not limited by convention but allow their minds to
ascend beyond predictable solutions. Training is also given on that to generate new ideas and
employees who work as the International Graduate (I.G.) often taken to abroad for training to
gain more knowledge about the other countries, generate more knowledge that is global and
try to implement that knowledge by developing more creative and innovative construction
ideas.

International:
Pubali Construction have strong and effective training department, which work for adopting
new technology, operation process. As a member of global village, they view the world from
the widest perspective. Pubali Construction is like to be with all global citizens and they
believe the world as a place full of new opportunities and exciting possibilities. Pubali
Construction also delivers excellent construction services. Training is one of the most
effective methods they use for Globalization.

Major findings, which proves why Pubali Construction is

classified among the best courtesy of Training:

Efficient in increasing employee motivation. & boost employee moral.

Increase job satisfaction.

Reduce employee turnover.

Increase innovation & opportunities.

Increase departmental as well as organizational productivity.

Reduce financial distress.

Enhance organizational image.

CHAPTER ELEVEN

Suggestions:

The amount of salary needs to be increased as the other Construction Firms

also pay good amount of salary so being a multinational, Pubali should give
more salary in order to retain talented employee and reduce turnover. This
issue is applicable especially in the entry level and to the contractual people.
Training regarding the salary structure in entry level might be an effective
method to resolve this issue

Pubali Construction needs to make an agreement to the employees who

receive training like employees cannot leave the organization within 6 months

or 1 year of training. The reason is that it is found out in many cases that an
employee immediately leave the organization after receiving the training
which means both loss of money and time for the organization. Moreover, the
employee will share his/her training learning to the new organization in order
to benefit them can create a negative impact to the Pubali Construction.

Training, most of the time should be done with the expert people. However,
often the bank uses their new employee to take the training class.

Company need to maintain proper succession plan because after training &
development this employee will help them to grow, develop and share their
ideas, help the company to achieve the future goals. Nevertheless, employees
can leave the company any time for better opportunity. That is why company
needs to maintain proper succession planning so that they can always keep
the potential and talented people in their company.

Needs the transparent recruitment & selection for training because after the
training this employee will carry or increase the companys Reputation by
performing more efficiently and by giving better outputs.

Sometimes the number of policies is a bit too much for the customer to
tolerate which creates a frustration among the customers (like lots of high
requirement for simple root level job). Therefore, those issues must be find
out and reviewed again to reduce the number of policies. After reducing the
policies, training should be given to make the employee expert in dealing
with the less number of policies in order to gain more employee satisfaction.

In Pubali construction, there is three contractual recruitment like the third

party contract, second party contract and first party contract before

becoming permanent. So those who enter in a third party contract needs to

wait for a long time before finally becoming permanent and often the
individual dont wait that long. In addition, no training is given to the
contractual people to enhance their skills and develop themselves. So in
order to reduce turnover, Pubali Construction must rethink about this issue,
can also include some training to the contractual (such as Class Room
Lecture Training) in order to reduce the turnover.

Sometimes Clash takes places between workers & employers as a

misunderstanding. Therefore, it should be resolved very carefully, as it may
hamper companys Goodwill.

CHAPTER TWELVE

CONCLUSION:

Training and development process plays a vital role for organizations overall success of
Pubali construction. They have expertise in the corporate and international division including
cash management, administration, trade finance and operations. With over 25 years of
experience in construction sector and an extensive international branch network, Pubali
Construction is committed to help the people to succeed in every competitive environment.
Employees are the most valuable assets for Pubali Construction. They must therefore retrain
and reeducate them for the survival and growth for Pubali Construction. The increase
productivity and total quality depends upon the drive, core competence, skill and technical
knowledge of employees. Therefore, Pubali Construction to implement such HR practice for
hiring and training employees and also work for the compensation package for those
employees who are the best and able to perform the job in the most effective manner and
meet the demand for the organization.

To keep pace with their changing needs, they will constantly review their comprehensive
cash, trade and treasury products and services, ensuring that a full range of flexible and
innovative services is always available for the customers wherever they trade
As mentioned earlier, Training and development process plays a vital role for organizations
overall success for international and overall department of Pubali Construction. It assists
Pubali Construction to obtain and retain the effective and efficient employees. The process is
also conductive to the achievement of the objective of the HRM department, assist the
effective performance of other functional department of the organization and at last
contribute to the overall organizational broad objective.

Bibliography

[REF-1]
Mello, Jeffrey A., Strategic Human Resource Management, 2002 Thomson,
South-Western
[REF-2]
David A. De Cenzo and Stephen P. Robbins; 'Human Resource Management', 5th ed.,
John Wiley and Sons, Inc., 1996, pp-156- 233

[REF-3]Raymond A. (1999). Employee Training and Development (3rd Ed): Introduction to

Training and Development (pp5-7)
[REF-4]
Others Reference book

 Annual Reports of Pubali Construction LLC.

Internal Reports of Pubali , Dubai, U.A.E .

[REF-5] Brochure of Pubali Construction/international

[REF-6]
Websites of others
www.reportbd.com

[REF-7]
Websites of Pubali construction:

Retrieved from http://www.pubaliconst.com/aboutus.php?id=1 on March

15,2010
Retrieved from http://www.pubalinter.com/company.phpon March 17, 2010
Retrieved from http://www.pubalinter.com/background.php on March 20, 2010
Retrieved from http://www.pubalinter.com/responsibilities.php on March 25, 2010
Retrieved from http://www.pubaliconst.com/portfolio.php/Pubali Construction Co.Ltd
on March 30, 2010
Retrieved from http://www.pubalinter.com/recruitment.php on April 1, 2010
Retrieved from http://www.pubalinter.com/training_and_testing.php on
April 7, 2009
Special achievement:
Mr. Rajarshi Nath , student of BBA from American International University of Bangladesh
(AIUB )Major in Int. Buss. (IB) has got the opportunity to analyze the Human Resource &
Controlling procedure including the Management system of this project during his one
month training period in Dubai U.A.E .under Pubali Construction L.L.C

Appendix
Questionnaire
1. While doing job, do you think it is necessary to have T&D Department in an

organization?

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

2. Do you think that Training can improve employees performance?

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

3. What are the allowances you get with your basic salary?

House Rent
Personal Pay
Entertainment

Medical
Conveyance
Utility
Provident Fund
Overtime Pay
Others

4. How many types of benefit do you get from this organization?

Festival Bonus
Profit Sharing
Pay for Results/Performance
Retirement Plans
Insurance Plans
Others

5. How many types of Leave do you get from this organization?

Casual Leave
Privilege Leave
Personal/Emergency/Sick Leave
Marriage Leave
Paternity leave
Maternity Leave
Funeral Leave
Sabbatical Leave

6. Are you satisfied with the Training you get?

Very Satisfied

Satisfied
Neither Satisfied nor Dissatisfied
Dissatisfied
Very Dissatisfied

7. Are these Training enough to keep you motivated?

Strongly Agree
Agree
Neutral
Disagree
Strongly Disagree

8. Personally, what other types of Training do you recommend, which will keep you

motivated /satisfied?

9. As compared with the other Firms do you think Pubali provides you the best

Training / Development?

Very Often

Often
Sometimes
Rarely
Never

10. Are the HRD helping you for providing better Training / Development?

Very Often
Often
Sometimes
Rarely
Never

11. Does HRD care about those problems that you faced while doing job?

Very Often
Often
Sometimes
Rarely
Never

12. Do you think the current HR policies are appropriate for you?

Very Often
Often
Sometimes
Rarely
Never

Images of Training & Development Centre In

Bangladesh. (International Visitors)

Some image of Construction Work done by Pubali

(International Projects):

Fig: Int. Projects of pubali Construction

Images of Employees Working In Int. Projects:

Fig. Company Computer Software in T&D.