Letter of Submission

Dated: 14/05/2023

Dr. Md. Bashir Uddin

Associate Professor
Department of Management
BSMRSTU

Subject: Submission of report on industrial tour in Kiam Metal Industries Limited.

Dear Sir,

I am very glad to submit an Industrial tour Report on “Kiam Metal Industries Limited” which is
organized as a precondition for the 4th year B.B.A. curriculum.

I have tried my best to gain practical experience and also tried to reflect the same in report with
my limited scope and knowledge. I have gathered about realistic awareness throughout this
Industrial Tour. I hope that I have been able to fulfill our academic necessities.

I wish your hearty consideration, if there is any deviation in my report and also thank you for
your friendly cooperation.

Yours truly,

Sarmin Akter Satu

BBA 4th year, Semester 1’st
Student ID: 17 MGT 011
Session: 2017-2018
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman Science and Technology University 

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Preface

The present report is the outcome of the Industrial tour program of the BSMRSTU organized at
Kiam Metal Industries Limited. The objective of the Industrial tour program. This program was
to familiarize the students with the implementation of the knowledge she/he earned in the
campus. The practical knowledge is far different from the bookish knowledge that a student
achieves in an institution.

The major problem that I faced during my Industrial tour program was that there were not
sufficient published documents available on the Kiam Metal Industries Limited form where I
could get information about the organization. Due to limitation of time, it was not possible to
include all the aspects of the Kiam Metal Industries Limited, as it deals with hundreds of
different items. The report focuses on marketing promotional mix strategy that are followed by
Kiam Metal Industries Limited. The report is not free of limitations. There might have problems
regarding lack of limitations in some aspects and also some minor mistakes such as typing
mistakes.

I apologize if any error is found which was not deliberately made. If the
report can help any person in providing information, I will feel that the purpose of the
report has been fulfilled. Please feel free to contact me if any question arises.

.................................
Sarmin Akter Satu
BBA 4th year, Semester 1’st
Student ID: 17 MGT 011
Session: 2017-2018
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman Science and Technology University 

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Acknowledgement
At the beginning I would like to expose my deepest gratitude to the Almighty Allah for giving me
the strength and composure to complete the Industrial tour program report within specific
duration. This Industrial tour program report might have never been completed without the
necessary practical knowledge, assistance of many books, articles, website and primary data. It
enhanced my practical knowledge on employees' job satisfaction that will help me a lot in future.
Thanks all of those persons who helped me providing many co-operation, books and articles.

I would like to express my special gratitude to my dear supervisor and my honorable teacher Dr.
Md. Bashir Uddin, Associate professor, Department of Management Studies, BSMRSTU,
for his motivating inspiration, kind and helpful direction, valuable suggestions and Directions
during my Industrial tour program period and to prepare this Industrial tour program report. I
visited Kiam Metal Industries Limited, Kushtia on 16, February 2023.
The staff and management of Kiam Meatal Industries Limited was very co-operative and helpful.
They helped me a lot providing various data, guidance and direction. I would like to express my
gratitude to our country's leading home appliance supplier company Kiam Metal Industries
Limited, Kushtia Branch's Head of Human Resource Department Md. Nasir Uddin for his well
guidance.

I would like to express my lots of gratitude to my beloved parents and well-

Wishers for their inspiration that helped me to go forward.

Ultimately, I would like to thank all of the persons those who helped me a lot to prepare my
Industrial tour report.

Sarmin Akter Satu

BBA 4th year, Semester 1’st
Student ID: 17 MGT 011
Session: 2017-2018
Department of Management Studies
Bangabandhu Sheikh Mujibur Rahman Science and Technology University 

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Objective of study
The preparation of industrial tour report has immense important objectives. The most significant
intention of preparing this industrial tour report is to gather knowledge about management
practice in public sector of Bangladesh.

The overall objectives of this study are stated as follows:

 To know training and development process of Kiam Metal Industries Limited.

 To develop a clear and comprehensive view of Kiam Metal Industries Limited.

 To know about human resource management.

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Methodology of the study
The current study has been conducted primarily in theoretical approach and secondarily on
practical analysis. A one day industrial tour was arranged. This tour was highly helpful to give a
theoretical insight into the study. The industrial tour is conclusive as well as descriptive in
nature. Necessary statistical tools have been applied to carry out the assigned study.

 Making a formal questionnaire.

 Questionnaire has been designed through department wise.
 Discussion with high officials. .
 Finally, the collected data are classified, tabulated, interpreted, analyzed and presented in
the form of research report thereafter.
The information to be present on this report has been collected from primary sources.

Hence, data was there by collected from two main sources. These are:

Primary sources:

 Observation of the production and management of the company,

 Discussion with officials and concerned experts.
Secondary sources:

 Reports
 Relevant books
 Journals
Finally, the collected data are classified, tabulated, analyzed, interpreted and presented in the
form of research report thereafter.

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Scope of the report
Our industrial tour team had selected KIAM METAL INDUSTRIES LTD, having been
instructed by Dr. Md. Bashir Uddin sir. This tour report covers different aspects of the
organization such as production, human resource management, financing, marketing, tanning
development etc. Major focus of this report is Business Strategy of KIAM METAL
INDUSTRIES LTD.

All the information provided here were given by the company personnel of the production plant.

Limitations of the Report

In spite of my best effort, I am sure of some deficient existing in this report. These are caused by
some limitations that are enumerated below.

 Most of the information is provided orally

 Industrial tour period was only for single day that is why findings and facts provided here
are on the basis of single day’s observation.

 Some data could not be supplied for their confidentiality and official secrecy,
 Rapid changes in the competitive market in terms of demand and competition may cause
the lack of worthiness in creating actual time utility of this report.

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 Table of Contents

Chapter-1: Introduction...................................................................................9
1.1 Introduction:.....................................................................................................9
1.2 Purpose of the Study .......................................................................................9
1.3 Key Methodology.............................................................................................9
1.4 The report structure ......................................................................................10
1.5 Key findings...................................................................................................10
1.6 Limitations.....................................................................................................10
1.7 Significance....................................................................................................11
Chapter-2: Literature Review.......................................................................12
2.1 History of Kiam Metal...................................................................................12
2.2 The Tour overview.........................................................................................12
2.3 Background....................................................................................................14
2.4 Mission...........................................................................................................15
2.5 Vision.............................................................................................................15
2.6 Company Awards...........................................................................................15
2.7 Management levels of the Organization........................................................16
2.8 Products of the Organization..........................................................................17
2.9 Raw Material..................................................................................................19
2.10 Human Resource Management....................................................................20
2.11 Recruitment Procedure.................................................................................21
Chapter-3: Methodology.................................................................................23
3.1 Introduction....................................................................................................23
3.2 Data Collection Method.................................................................................24

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Chapter- 4: Training and Development ....................................................25
4.1 Definition of Training and development........................................................25
4.2 Importance of Training and development......................................................25
4.3 Training and Development process................................................................27
4.4 Training and development system of KIAM.................................................32
Chapter-5:Key Findings, Recommendations and Conclusions..........33
5.1 Findings of study ...........................................................................................33
5.2 Recommendations .........................................................................................34
5.3 Conclusion ....................................................................................................35
Appendix: Reference ..........................................................................................36

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 Chapter-1
Introduction
1.1 Introduction
Industrial reports is the practical part of academic carrier. It is an exercise of academic
knowledge through real work experience. So this report represent the professional view of the
real world work environment.

I prepared this paper was assigned and suggested by our academic supervisor, Dr. Md. Bashir
Uddin (Associate professors - Bangabondhu Sheikh Mujibur Rahman Science & Technology
University).

1.2 Purpose of the Study

a) To fulfill the academic requirement.

b) To present the overview of Kiam Metal Industries Ltd.
c) To gather knowledge about their training and development process in field.
d) To gather knowledge and real life experience in the official environment.
e) To apply theoretical knowledge in the practical field
f) To observe the working environment in production plant.
g) To identify a link between practical operation aspects of the organization to complementary
the theoretical lessons.

1.3 The report structure

First section introduces the introduction, purpose, key methodology, key findings, limitation &
significance of the report.

Second section is all about the tour overview at 16 February 2023 .

Third section is the organizational profile and it is all about the Overview of Kiam Metal
Industries Ltd Merger with Lafarge, Vision and Objectives.
Four section is all about my main topic is Training and development
this section include here Importance of Training and development, Such kind of Training and
development process of Kiam Metal Industries Ltd.

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Five section, I analyzed the performance of topic based such like a Training and development
point out some Key findings, Recommendations & Conclusion.

Lastly, I give the sources from which I took all the information and then the appendix part.

1.4 Key findings

After 2-3 hours visiting we were finding some limited information such as
a) They were showing their materials collection procedure and which kind of materials are using
and where is available.
b) Giving some idea about their plant machinery.
c) Giving information why the production cost is high which reason are responsible.
d) Providing idea their plant safely and security system and training and development system.

1.6 Limitations
a) Constraints arising from the use of confidential production plant which is required to be
disguised so that official secrecy is consistently maintained.
b) Non-disclosure of certain information.
c) The survey is absence of customers of the Kiam Metal Industries Ltd in factory area.
d) Lack of comprehension and responsiveness of the employee is a major problem in the
collection of data.
e) Time constraint is also one of the factors that curtailed the scope of the study.
f) Rush duty hours and hectic schedules of the company staff is another obstacle to the scope of
the study. The managers and officers are busy meeting their targets and it is very difficult for me
to get some practical ideas regarding their ideas, expectations and opportunities regarding our
topic.

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1.7 Significance
Industrial tour are more importance for BBA student because such kind of tour give idea about
industrial core factors such as production system, safety and security system, outsourcing
training and development, compensation and such other business related information. If the BBA
student attend this type of tour they have gained such kind of practical knowledge and doing the
compare with theoritical and actual thing and this knowledge help to their practical life that
means in their workplace. So for their knowledge the organization will be more beneficial don’t
chance to mismanagement, And employee will get their actual right and compensation as well as
country people. So overall situation will be a win win.

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 Chapter-2
Literature Review
2.1 History of Kiam Metal:
Kiam Metal Industries Limited, a Sister concern of BRB group, is a private limited Company
which was incorporated in 1990 with commercial production in the Factory located in BSCIC
Industrial Estate, Kushtia-7002, about 200 (Two hundred) km from the Capital City of
Bangladesh, and 5 (Five) km away from Kushtia town where all the infrastructural facilities
are available.
Kiam Metal Industries Limited initially set up for manufacturing of Aluminum utensils and
Enamelware for domestic Consumption particularly for mass people. Considering the demand
of the day, it has diversified its production line and producing almost all types of kitchenware
like Plastic goods, Non-Stick Utensils (Fry Pans, Casseroles, Pans, Tawas, and Stew Pans etc.),
Aluminum Utensils, and Pressure Cookers which are import-substitute. The Project is managed
by efficient and dynamic business personalities. Meanwhile, the company has successfully
established dynamic market within the country keeping in mind the present growing market
demand. It is an ISO 9001:2008 Certified, CIP (Industry) 1998 to 2015 Company for its best
quality management system.
Kiam Metal Industries Limited is one of the Largest Kitchenware manufacturer and exporter
company in Bangladesh where used world-famous latest technology and machineries which
are collected from China, Germany, Japan, India and having more.
Here engaged 1,650 (One thousand, Six hundred and Fifty) highly skilled and motivated
employees. The products of Kiam Metal are so qualitative that it could easily take the place of
the foreign products competing with them and can save our foreign currency by reducing imports
of kitchenware utensils. After fulfilling the domestic demand KIAM has exported to Saudi
Arabia, Dubai, Australia, England, Netherlands, and India etc. Thus the contribution of KIAM
is increasing the national economy day by day. It is playing a vital role in socio-economic
development of the country.

2.2 The Tour overview

2.2.1 Get up early in the morning

Our tour dated on 16 February 2023 that day I get up 6.30 am at the morning then 30 minutes
fresh up time and 30 minutes dress up time finally 7.30 am I went to the Sheikh Hasina chottor to
our selected bus stoppage.
2.2.2 About journey
Our journey starting time was 7.30 am but unfortunately our journey started at 9.00 am so
unfortunately we faced 1.5 hours let. After 4 hours journey we reached at the Kiam Metal
Industries Limited. Then our teacher advice to all of us for mentally prepare visiting that plant.

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2.2.3 Arrival at the Industry
So all were dividing to each of group and my group had 6 members we had together with and
discuss with what thing we had seen and learn in that plant and noted down what question we
were asking conference about the plant. 3.00 pm we entered into the plant then the plant
committee told 24 student could attend the conference and left of the student visited the industry.
So my group attend the first conference our time was may be 40 minutes that conference
presented all the production related information, problem and advantage in front of the student
and we had asked few question about the plant then the plant presenter answer our question that
time was amazing. After finishing the conference we were dressing up for visiting the plant the
industry set a visitor for our self so we visit all the production places with the visitor and safely.
Then we give up the protective dress and started to taken picture with all of us then all the
student set to the bus and moving for the lunch at restaurant.

2.2.4 Lunched at hotel

1.00 pm we reached at the restaurant but same condition like to the bus the restaurant had no
capacity to be set at 64 so we divided of 2 shift. Frist shift taken 25 minutes for lunch then left of
the student entered into the restaurant for eating lunch, we are taking 20 minutes for lunch then
completed our lunch hour.

2.2.5 back to the varsity

7 pm all the student set at the bus then the bus started for moving to the Gopalganj, in the bus we
taken some food for refreshment at the 8.30 pm in Islamic university kushtia we reached at the
launch ghat at 11.00 pm then I get down the bus. These all about for me of our industrial tour at
16 February .

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2.3 Background

Kiam Metal Industries Ltd is a private limited company was formed and incorporated in 1990
and situated at BSCIC Industrial Estate, Kushtia, 5 km from Kushtia town. Kiam Metal
Industries Limited is the largest kitchenware manufacturing industry in Bangladesh and
producing all types of cooking utensils which are used as household items.
It was set up for manufacturing of Aluminum Utensils and Enamelware for domestic
consumption, particularly for common people. Considering the demand of the day, it has
diversified its production line and producing all types of kitchenware like Non-stick utensils
(Fry pan, Casserole, Karai, Tawa, Stew Pan etc.), Aluminum utensils (Sauce Pan, Milk Pan,
Hari, Kari, Oven Pot, Fry Pan etc.) and Pressure Cookers, which are import substitute. In near
past, these types of products were imported from the other countries and Europe. But To-day
the quality household products of Kiam Metal won the heat of country's people and now
housewives of our country can buy their choosy international standard products made by Kiam

Metal in a reasonable price. The products of Kiam Metal. are so qualitative that it could easily
take the place of the foreign products competing with them and can saving our foreign currency
by reducing import. After fulfilling the domestic demand, Kiam has exported to USA ,Canada,
Saudi Arabia, Dubai, Australia, England, Netherlands, India etc. and earning foreign currency.
Thus the contribution of Kiam Metal is increasing to the national economy day by day it is
playing a vital role in socio- economic development of the country

Nature of Business: Manufacturing & Marketing of Crockeries Finished Products

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2.4 Mission
Mission of the company are -
i. To provide quality and excellent service to our customers professionally and
Exclusively
ii. To strive for honesty and integrity in endeavors as providing opportunities for growth
iii. Enrichment to employees, business partners and the communities in which operated.
iv. To strive incessantly on the path of innovation for eco- friendly product and try to make
environmentally hazardous raw materials redundant.
v. To maintain high Standards of technology by providing safe, reliable, and comfortable
and value-from many products.

2.5 Vision
Vision of the KIAM Metal Industries Limited are -

To be a leading home appliances company in Bangladesh and a global player

Also, providing quality solution by world class performance of manpower, assets and
investment.
2.6 Company Awards
The company was managed by dynamic business personalities. The company was an ISO
9001:2008 Certified Company for its superior management system. Kiam Metal has awarded the
Industry Business Award in 2004 as the best kitchens were manufacturer in Bangladesh.

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2.7 Management levels of the Organization

Management hierarchy of Kiam Metal industries Limited are as follows (HRM Department):

Chairman
Vice Chairman
Managing Director
Chief Executive Officer
General Manager
Deputy General Manager
Assistant General Manager
Senior Manager
Manager
Deputy Manager
Assistant Manager
Senior Officer
Officer
Junior Officer
Assistant Officer

Figure 1:Management Hierarchy of Kiam Metal industries Limited

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2.8 Products of the Organization
This organization deals with various products at present. The variety of Kiam Metal Industries
product always wondered others. Their products are not only show good quality but also the
symbol of aristocracy. We can figure out the products of the company in the following figure
(Commercial Department)

Kiam Non-Stick It involves 10 different products namely, Casserole,

Cookware Frypan, Milkpan etc. with different sizes.

Kiam Induction It involves 8 different products namely, Induction

Cooker, Wokpan, Milkpan etc. with Induction
Cookware Bottom.

Kiam Pressure It involves 6 different quality pressure cooker

namely, pressure cooker Classic, Elegance, Queen
Product of Kiam Metal Industries Ltd.

Cooker Balck & White, Bigboss, Premium Gold.

It involves 12 food pot available in different size,

Kiam Food Pot color, & style.

It involvs 21 different aluminium products namely,

Kiam Aluminium Saucepan, Hari, Karai, Kalash, Jug etc.

It involves 2 types of product namely Joint body &

Kiam Ricecooker Full body with different color & size.

It includes 6 different gift set such as 7, 5, 3 pieces

Kiam Gift set gift set.

It includes 8 different Glassware set namely, Bati

Kiam Glassware Set, Ferni Set, Soup Set etc.

Kiam Hard Anodize It mainly includes 6 products

Kiam Gas Burner

Kiam Gas burner is available with Stainless Steal
Blender, Plastic Body & Glass Body in Single & Double burner.
Badna

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Picture: Some Products of Kiam Metal Industries Ltd.

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2.9 Raw Material:
The raw materials used in kitchen appliance production can vary depending on the type of
appliance and its components. However, some raw materials used in the production of kitchen
appliances are:

Steel and other metals: Many kitchen appliances are made of stainless steel (SS),
aluminum, or other metals. These materials are durable, strong, and heat-resistant,
making them ideal for use in appliances such as ovens, cooktops, and refrigerators.
Plastics: Plastics are used in the production of kitchen appliances such as blenders, food
processors, and coffee makers. They are lightweight, easy to mold, and relatively
inexpensive.
Glass: Glass is used in the production of cookware such as baking dishes and casserole
dishes. It is also used in some kitchen appliances such as blenders and juicers.
Electrical components: Many kitchen appliances require electrical components such as
motors, heating elements, and control panels. These components are typically made of
metals, plastics, and other materials. They collect these from various sources and import
Rubber and silicone: Rubber and silicone are used in the production of kitchen
appliance components such as gaskets, seals, and handles. These materials are durable,
heat-resistant, and flexible.
Most of the raw material especially aluminum and stainless steel collect from China and India.

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2.10 Human Resource Management
Kiam metal industry highly concern about labor management. It is a Risky industry for labor so
they always cautious about security aspect and labor relation. Their labor relation is very good.
Workers are highly satisfied with their work.

Security is an important aspect of labor management in any industry, including the metal
industry. Here are some security steps that Kiam Metal Industries take to ensure the safety and
security of its labor force:

1. Physical Security Measures: The company can implement physical security measures
such as installing CCTV cameras, access control systems, and security gates to restrict
unauthorized access to the premises. The company can also employ security guards to
monitor the premises and deter criminal activities.
2. Background Checks: Before hiring employees, the company can conduct background
checks to verify their criminal records, employment history, and educational
qualifications. This will help the company to hire trustworthy and reliable employees and
reduce the risk of security breaches.
3. Cybersecurity Measures: In today's digital age, cybersecurity is a critical aspect of
security. The company can implement cybersecurity measures such as firewalls, antivirus
software, and data encryption to protect sensitive information and prevent cyber-attacks.
4. Employee Training: The company can provide regular security training to its employees
to raise awareness about security risks and educate them on best practices for preventing
security breaches. This can include training on password hygiene, social engineering, and
phishing attacks.
5. Emergency Preparedness: The company can develop an emergency response plan and
conduct regular drills to prepare its employees for emergencies such as fire, natural
disasters, and terrorist attacks. This will help to minimize the impact of such incidents
and ensure the safety of the employees.
6. Compliance with Regulations: The company must comply with all relevant laws and
regulations related to security, such as labor laws, health and safety regulations, and
environmental laws. This will help the company to avoid legal and financial penalties and
maintain a good reputation in the industry.
In conclusion, Kiam Metal Industries can take several security measures to ensure the safety and
security of its labor force. These measures include physical security measures, background
checks, cybersecurity measures, employee training, emergency preparedness, and compliance
with regulations. By implementing these measures, the company can create a secure and safe
working environment for its employees.

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2.11 Recruitment Procedure of Personnel of Kiam Metal Industries Ltd.
Recruitment and selection are one of the main objectives of HRM department. In order to select
efficient, skilled sales personnel HR department of Kiam Metal Industries conduct such process
(HRM Department):

Identification of Personnel
Requirement

Discuss with Managing Director

Job Circular

Analysis of CV

written exam

Viva-Voce (Interview)

Selection

Training

Identification of Personnel Requirement

The different department identifies the number of personnel requirement and sends it to the head
of human resource manager by filling a hiring form. In this form concern department mentions
the required number of persons with post.

Discuss with Managing Director

HRM chief officer discuss with Managing Director about the hiring criteria and date. By
observing all formalities and necessary papers Managing Director order him to conduct
recruitment process with in the fixed date.

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Job Circular
After getting permission HR Department along with Head of Sales and Marketing prepare job
requirement for each post and circular it to the online and national daily newspaper. Such as:
“bdjobs.com” and Daily “ProthomAlo” newspaper.

Analysis of CV
After collecting all CVs from applicants HR department analysis all CVs and select some CVs of
applicant for next step. For their own responsibility HR Department inform all the primary
selected applicant about their selection news via cell phone call or SMS and invite them in the
head office for written and viva voce.

Written Exam
This process is not mandatory for all. Basically for recruit operational officer or executive the
organization offer this process. And for general labor or employee the organization is not offer
this process.

Viva-Voce (Interview)
On the fixed date viva voce is held for selecting the efficient personnel.

Selection Employee
After evaluating all the applicant directly some people are selected by the board of interview for
the circulated post.

Basic Training
After selecting employee for the post a formal training session is held on the fixed date with the
help of HRM along with Sales and Marketing department higher skilled officer.

After finishing the training session HR Department sent their newly selected officers to the
working area or desired sales centers.

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 Chapter -3
Methodology
3.1 Introduction
The study of data collection was a

descriptive nature. A day long Tour was conducted to gather knowledge about the industry. This
tour was highly helpful to give a theoretical insight into the study. Overall, the methodology of
data collection on Kiam Metal Industries Bangladesh Limited based on the report objectives, and
involve a combination of methods to collect qualitative data. Qualitative data is non-numeric
information, such as in-depthinter view transcripts, diaries, anthropological field notes, and
answers to open-ended survey questions, audio-visual recordings and images.

Necessary statistical tools have been applied to carry out the assigned study.

 A questionnaire has been designed according to employee satisfaction elements.

 Discussion with high officials.
 Making a formal questionnaire.
 .Finally, the collected data are classified, tabulated,interpreted, analyzed, and presented in
the form of a research report thereafter.

3.2 Data collection method

Hence, data was thereby collected from two main sources. These

Primary Sources:

Primary sources are original materials, regardless of format. Letters, diaries, minutes,
photographs, artifacts, interviews, and sound or video recordings are examples of primary
sources created as a time or event is occurring.

1. Interviews: In-depth interviews can be conducted with key personnel in the company, such as
managers, executives, or production staff, to collect data on their experiences, opinions, and
practices related to the company.

2. Observations: Observations can be conducted on the production process or other operations of

Kiam Metal Industries Bangladesh Limited to collect data on the company's practices,
procedures, and workflows.

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Secondary Sources:

Secondary source of information is one that was created later by someone who did not
experience first-hand or participate in the events or conditions you're researching.

1. Academic research
2. Industry reports
3. News articles
4. Other relevant information

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 Chapter 4
Training and Development

4.1 Definition of Training and development

From my realization after research on training and development. I think, it’s an effective process
to made employee more effective and sharp finisher about task completion. Also, A actual
training motive to develop skills practically, which made organizational people more updated
and game changer to reach the goal.

Training and development refers to educational activities within a company created to enhance
the knowledge and skills of employees while providing information and instruction on how to
better perform specific tasks.

Training is a short-term reactive process meant for operatives and process while development is
designed continuous pro-active process meant for executives. In training employees' aim is to
develop additional skills and in development, it is to develop a total personality.

4.2 Importance of Training and development

Training and development helps companies gain and retain top talent, increase job satisfaction
and morale, improve productivity and earn more profit. Additionally, businesses that have
actively interested and dedicated employees see 41 percent lower absenteeism rates, and 17
percent higher productivity.

Employee training and development programs are essential to the success of businesses
worldwide. Not only do these programs offer opportunities for staff to improve their skills, but
also for employers to enhance employee productivity and improve company culture.

The reason why training is absolutely essential for any business is -

Lowers Attrition
Training is one of the best ways to value your employees. It shows them that you are as invested
in their well-being and growth as they are in the your growth as a company. Employees who are
looked after will never want to look elsewhere.

Prepares for upcoming challenges

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 Training can be a pre-emptive step to train employees for expected/unexpected changes in the
industry. In times like ours when trends change constantly under the influence of online
evolution, keeping our teams prepared just makes good sense.

Fosters Leadership
There is no better way to create future leaders than to train the best bunch. This will also lead to
a clear career path for employees preventing attrition and dissatisfaction.

Growth of the company

Any company dedicated to training its workforce will only prosper and move forward. The
employees are a major part of a company's assets and taking care of them will mean taking care
of the organization.

4.2.1 Training and Development Boost Employee Productivity

Employee productivity is another area where the importance of training and development can be
seen. Employees who take part in effective training and development programs work more
efficiently. To evaluate the effectiveness of their employee development and training programs,
organizations can perform these measures, according to HR Technologist:

 Measuring performance results — Evaluating work outcomes to determine levels of

improvement
 Giving pre- and post-training assessments — Asking employees to share what they expect
from training and development programs and whether the company’s efforts met those
expectations
 Mining data — Studying data such as time spent on a course or dropout rates to glean insights
about how employees are engaging with the content
 Conducting polls and tests — Polls and competitions within the training can measure
employees’ knowledge and engagement
Employee productivity can be an indicator of a training’s effectiveness. Below are some
examples of ways that training and development programs boost employee productivity.

Improving Task Management

Training and development programs help employees manage tasks individually or in teams,
relying on a greater understanding of processes and clearly defined goals. Because employees are
well-versed in the skills required for their job, they will require less time to find ways to perform
tasks.

Targeting Required Skills

Providing training and development to employees allows employers to pinpoint the knowledge
and skills they want their employees to have. Training and development programs can educate
employees about new skills or provide updates on existing skills to enhance productivity.

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Encouraging Continuous Improvement

Today’s ever-changing technologies call for upskilling on a regular basis, and training and
development programs provide that opportunity. These efforts encourage innovation and a
willingness to take risks to improve processes — with less need for supervision.

Instilling Confidence

Not only will employees who have participated in training and development programs be more
confident in their knowledge and abilities, but so will their managers. This confidence fosters a
sense of enthusiasm and accountability for work results.

Clarifying Expectations

Training and development programs can help organizations clarify for staff the expectations they
have of them. This effort promotes a performance-based culture in which employees set
attainable goals based on well-defined organizational principles.

Enhancing Employee Engagement

When employees know they have a supportive employer, they are more engaged and enthusiastic
about performing at a high level. Providing employees with training and development
opportunities shows an employer is willing to support its employees throughout their careers.

4.3 Training and Development process

The training and development activity starts with a question about why the training is required.
While end with the evaluation of output of training and development program.
Steps involved in Training and Development Process

1. Need of training and development

2. Goals and Objectives
3. Method of Training
4. Implementation of program
5. Evaluation and constant monitoring

Step I- Need of Training and Development program

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Companies often take a decision to roll out a training and development program after identifying
a specific need in the organization. The need could be introduction of new skill or to update the
existing skills of the employee. In the case of employees working on higher level the training and
development program is introduced to improve the behavior skills and ensure team work in the
organization.

Step II- Goals and Objectives of Training and Development

Here are different goals and objectives the companies can set before implementation of training
and development program-

o To impart skills- Under this objective the employees are trained to operate the
equipment and machinery correctly. The goals are set to improve work efficiency and to
reduce wastage of time.
o To Educate: The objective is linked with providing information about theoretical
concepts and provides hands-on experience of the task. The goal is to improve reasoning
power and judgment skills of employees.
o To Enhance Knowledge: The objective here is to improve behavioral knowledge of the
employee. The goal is to enhance understanding of human relations, management and
business environment among employees.
o Ethics: The objective is to provide knowledge about ethical conduct in the organization.
The goal is to regulate the conduct of the employee in the organization.
o Change in attitude: The objective of the training is to change the attitude of the
employees in terms outlook, reaction, feelings and work beliefs. The goal is to improve
commitment and satisfaction of the employee by providing required motivation. 
o Extraordinary Skills: To impart extraordinary skills such as critical decision making,
problem-solving and industrial research. The goal is make employee ready to face future
challenges.
o Literacy: Objective is to improve corporate language proficiency and increase awareness
about corporate culture. The goal is to make sure employees are able to handle the
international clients and customer in a decent way.

Step III- Training Methods

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There exist different types of training methods used by the organization based on the goals and
objectives of the training and development program. Here are few commonly used training
methods in corporate world-

o Orientations: It is generally used to introduce the newly joined employee to the

organizational work culture. It includes few lecture sessions, meetings with supervisor
and information regarding the history of the organization. This training is used to make
sure the newcomer feels welcomed in the organization and become aware about their
work profile, goals and objectives of organization, policies as well as rules and
regulations to be followed.
o Lectures: This is a one-way communication method, mostly used when important
information has to be conveyed to large number of employees. The information can be
related to new updates in policies or any change management action in the organization.
o Case Study: Here the participants are given a situation in terms of case study and they
have to provide solutions on the stated problem in the provided case. It is a best way to
impart decision making skill and sharpen the judgment skills of the employee.
o Role Playing: A scenario is created and each participant is assigned a particular role to
play out. The participant can practice their actual job work using role play method. The
facilitator provides immediate feedback to the participant which helps them to improve
their performance. These kinds of scenario are very effective while providing marketing
and management training.
o Simulations: It can be used as a kind of games created from real-life scenarios. The
benefits of this simulations is that employee gets better understanding of whole
organizational structure and can study actual day-to-day problems to get a relevant
solutions on it.
o Computer-Based Training: The employees are provided study material and instruction
on the computer. It allows employees to learn on their own pace and time.
o Self-Instruction: Individualized instruction, programmed learning, personalized systems
of instruction, correspondence study and learner-controlled instruction are different types
of self-instruction training. Here employees are responsible for their own learning.
o Audiovisual Training: In this type of training films, television and videotapes are used
to expose employees to the real life situation. The presentation includes the situation and
how the problem stated in the situation is resolved. It helps employee to gain knowledge
about diverse corporate situations and provide them an appropriate direction to take
decisions.

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 o Team-Building Exercises: The training is associated with the human behavior. It
includes activities which can improve group dynamics and worker-management relations.
It can be in the form of outdoor exercise or brainstorming sessions in the office.
o Apprenticeships and Internships: It is a kind of on-the-job training in which the newly
joined employee works with experienced employee and learns work related skills while
performing the actual job.
o Job Rotation:  In order to enhance the understanding about the whole organization and
to add skills the job rotation method of training is used. Here employees do different
types of job on rotational basis and gain knowledge of different work profile.

Step IV- Implementation of program

The management and HRM department takes a meeting with different supervisors to decide the
time period of implementation of the training and development program. The implementation of
orientation programs and other newcomer training programs is carried out right after joining of
the employee. The specific skills training programs are launched based on the workload and free
time span available to the employee. The on-the-job training program is an ongoing process and
employees should be informed about it in advance.

Step V- Evaluation and constant monitoring

The evaluation of training and development program is generally carried out at the time
of performance appraisal. The changes in performance and attitude are noted based on the
performance review. The increase in productivity and accuracy of work indicates the success of
training and development program. Improved work harmony and organizational citizenship
behavior indicates the well being created by development programs. The constant monitoring of
the behavior of the employee is achieved based on the monthly goal attainment and team work of
the employee. Additional training programs are launched in the case of absence of any positive
results in terms of improved employee performance.
Employee orientation is the procedure by which new employees learn important organizational
process, qualities and standards, set up working relationship and figure out how to work inside

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their employments. Skills and technical training programs are organized to teach the new
employee a particular skill or area of knowledge.

One of the main objectives of training is to provide learning in order to improve the performance
on the present job how skillfully the individual handles the job and the level of outcomes/ result
achieved.

There are various steps in training and development in order to be effective and bring about the
desired results in terms of enhanced knowledge, skills and attitude.

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4.4 Training and development system of KIAM
When I were visited KIAM industries, I had asked to supervisor about their training and
development process,
They said to me about their training like they have expert 3000+ employee under their company
and also around 1lac people are connected with this industry . Basically ,they are train the new
employee on the job it’s mean they follow practical learning or practical way of become expert
on their job , even they said me it’s an fantastic way of training ,new employee can catch their
job more quickly in this practical way even more perfectly !

Even, they also hire expert from abroad specially from China for train their expert employee, to
create them more expert and effective .They also arrange seminar , work shop yearly training
program event and all the effective way what they need to utilize.

Also they follow –

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 Chapter 5
Key Findings, Recommendations and Conclusions

5.1 Findings of study

➢ Employees are mostly depend on practical training, Management of Kiam could think to
update to get more effective result.

➢The organization has a very good ‘pay structure & promotion system’ for its employees.

➢ The Company has a very lengthy recruitment process.

➢ Most of the employees of Kiam belongs to different age groups and are spending similar
Service period with the organization.

➢ Overall, the employees are quite satisfied with HR practices and view Kiam Metal Industry
Ltd.

➢ More than 60 % of employees are satisfied with the performance of the HR department at
Kiam and the remaining waiting for the change in some policies.

5.1.1 SWOT analysis of Kiam Metal

Strength

 Kiam Metal Use various tools of promotion mix in comparing with their competitors
 Kiam metal weight out all their cost to do effectively and efficiently all their promotional
program.
 Kiam Metal has personal website that provide information with their customers.
 Kiam Metal use more events and sponsorship than the competitors.

Weakness

 Lack of training programs they need to more focus on training and development program.

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  Company does not expense in a right way for promoting their product.
 Communication program of Kiam is not so enough to reach different customer group.
 Lack of knowledge of using promotional tools.
 Lack of Information providing in their website.

Opportunity

 Kiam has the potential for being the number 1 brand in future.
 Kiam will improve their brand image through promotion mix.
 Kiam has the potential to reach all the customers through promotional tools.

Threats

 New companies can enters with different promotional tools.

 Kiam can loss their business if they do not increase their promotional activities.
 Competitors have superior access to channels of distribution.

5.2 Recommendations

After analyzing the training and development process and Promotional mix, I have found few
challenges and threats of Kiam
Metal Industry Limited that need to overcome immediately. These recommendations
are based on findings of the study. The main purpose of recommendation is to improve the
training and development process and promotional strategies of Kiam Metal Industry Ltd.
Which will ultimately lead to
efficient marketing effort for capturing more market share.
These are following:
 .
 Kiam sometimes focuses on their price except quality. So, the company need to overall
 balance between price and quality.
 From the organizations overview it should be clear that Kiam uses push strategy and
 hybrid strategy but a little bit. But for being competitive, the company must need to be
 follow also pull strategy.
 Kiam should be more conscious about employee motivational.
 They should also focus on higher end customer except all the focus on middle and lower
 end customers.

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  Promotional strategies should be more product and customer oriented.
 They could carry out promotional activities from time to time in corporate offices and
 in every market in order to understand what the potential customers want from them

 The company must increase the level of promotions in its activities and
departments.
 The increasing of sales points is very important, so the company must enhance
its policies of distribution.

5.3 Conclusion

KIAM uses an strategy of both the training and development process and consumer promotion
and trade promotion. They should focus on training and development strategy to expand
worldwide effectively even they have huge stage to think about long term goal achievement.
It still doesn't provide sufficient advertising on TV and newspaper. Kiam's consumer promotions
helped them to build their brand image in the market successfully. Yet, Kiam still needs to focus
more on promoting trade offers as well. On the basis of the field visit, I have provided some
recommendations. If the company follows these recommendations the company will be more
beneficial and may capture more market share. I think this report will be helpful of the
promotional information of Kiam Metal Industry Ltd and it also help the other person who want
to conduct research on promotional strategy. Thus, this mix is gathered to hold over in mind the
needs of target customers, and it differs from one organization to second relying on its resources
and marketing purposes.

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Appendix

Appendix - References
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Press, 2008.

Barksdale, S., and E. Lund. “How to Differentiate between Evaluation Levels 3 and 4” in The 2004
Training and Performance Sourcebook, ed. M. Silberman. Princeton, NJ: Active Training, 2004.

Christopher, D. The Successful Virtual Classroom. New York: AMACOM, 2015. Clark, R. Evidence-Based
Training Methods. Alexandria, VA: ASTD Press, 2014. Eikenberry, K. “Effective Listening: Better
Relationships and Improved Results” in The Best of Active Training, ed. M. Silberman. San Francisco:
Pfeiffer, 2004.

Ahammad,T.,Strategic Role of Human Resource Management september 2019 [Online Available at;
(https://thedailynewnation.com/news/228680/strategic-role.html. (Accessed 01 April 2023)]

H.H.D.P.J. Opatha; K.I. Uresha , HRM and its Impact on Employee Happiness May 2020 [Online Available
at ;(https://www.researchgate.net/profile/Hhd-Pooja-Jayani-Opatha/publication/
341542016_HRM_and_its_Impact_on_Employee_Happiness_An_Empirical_Study_on_Sri_Lankan_Empl
oyees/links/5ec65daaa6fdcc90d6894221/HRM-and-its-Impact-on-Employee-Happiness-An-Empirical-
Study-on-Sri-Lankan-Employees .(Accessed 01 April 2023)]

Phillips, J. “Was It the Training?” Training & Development, March 1996, 28–32. Pike, R. Creative Training
Techniques Handbook, 3rd ed. Amherst, MA.: HRD Press, 2003.
Steadham, S. V. “Learning to Select a Needs Assessment Strategy.” Training and Development Journal 30
(1980): 56–61.

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