Health Literacy in the USA

Health Literacy in the USA Social Determinants of Health Constantin Vintilescu Health Literacy Predicting future trends in any profession cautions careful review of present and past trends. Over the last two decades, health care in the United States has undergone major changes due to simultaneous advances in the fields of health information and information technology. Advances in health care and life expectancy also have created dramatic changes. Subsequent gains in life expectancy have surpassed the gains achieved, between the years 1940 and 1964 with the advent of antibiotics. In fact, recent gains have exceeded that of any other time this century. The life expectancy projections for the rest of this century may turn out to be even more significant. The educations of the public about health literacy issues and the rights of the elderly have become another dimension of advancement, along with the â€Å"rights† of patients and minority groups including the physically handicapped. In the United States, the term literacy is generally defined as the ability to read and speak English (Andrus, 2002). In the 1992 National Adult Literacy Survey (NALS), the U.S. Department of Education (1993) defined literacy as: â€Å"the ability to use printed and written information to function in society, to achieve one’s goals, and to develop one’s knowledge and potential.† Although no precise point defines the difference between literacy and illiteracy, the commonly accepted working definition of what is meant to be literate is the ability to write and to read, understand, and interpret information written at the eight-grade level or above. Health literacy refers to how well an individual can read, interpret, and comprehend the health information for maintaining an optimal level of wellness. It is an essential aspect for access to health care and health-related services. Limited health literacy leads to poor health outcomes. In fact, literacy skills are â€Å"a stronger predictor of an individual’s health status than age, income, employment status, education level, and racial or ethnic group† (Weiss, 2003). Health literacy is also important for people’s maintenance of health and wellness. Health literacy is very important because requires peoples to have a more active role in health decision and their management. Based on available statistics over the past twenty years, it is evident that the United States has significant health literacy problems. Health literacy has been termed the â€Å"silent epidemic,† the â€Å"silent barrier,† the â€Å"silent disability,† and â€Å"the dirty little secret† (Conlin Schumann, 2002). In fact, the United States only ranked among the middle of other industrialized nations in most measures of adult literacy; and yet many of our educators, elected representatives, and social advocates have remained blind on this significant problem (Kogut, 2004). Over the past two decades, the literacy of the American population has been the subject of increasing interest and concern by educators as well as by government officials, employers, and the media. Health literacy continues to be a major problem in the United States despite public efforts to address the issue and developing health literacy training programs. In our society, many people do not possess the basic literacy to navigate the increasingly complex health care field. Some people have difficulty in reading and comprehending information well enough to be able to fill out job and insurance applications, tax forms, or apply for a driver’s license. In the early 1980s, President Reagan launched the National Adult Literacy Initiative, which was followed by the United Nation’s declaration of 1990 as the International Literacy year (Belton, 1991). In light of the relatively recent attention given to health literacy in the last twenty years, we must acknowledge the efforts of two organizations Literacy Volunteers of America, Inc., and Lauback Literacy International – that served for many years as advocates for the most marginalized adult populations in United States and around the globe. Of particular concern to the health care industry are the numbers of consumers who are illiterate, functionally illiterate, or marginally literate. People with poor reading and comprehension skills have disproportionately higher medical costs, increased number of hospitalizations, readmissions, and more perceived physical and psychosocial problems than do literae persons (Baker, 1998). Today the health care literacy problem has grave consequences, because patients are expected to assume responsibility for their self-care and health promotion. If people with low literacy abilities cannot fully benefit from given information, then they ca nnot be expected to maintain their health independently. Computer literacy is also an increasingly popular concern of health literacy. Many health care providers and consumers are relying on computers as educational tools. â€Å"Those clients who are well educated and career oriented are already likely to own a computer and be computer literate, but those with limited resources, literacy skills, and technological know-how are being left behind† (Zarcadoolas et al., 2006). Health care providers relied for many years on printed education brochures as a cost-effective way to communicate health instructions with people. For many years, nurses and doctors thought that written materials given to the patients were sufficient to ensure informed consent for different test or procedures. This way they promoted compliance with treatment regimens and discharge instructions. Kessels (2003) pointed out that 40-80% of medical information provided by health professionals is forgotten immediately, because not only medical terminology is too difficult to understand, but also because too much information contributes to poor recall. He also noted that half of the information remembered is incorrect. Recently the health care providers have begun to realize that if the scientific and technical terminology in education materials are not written at a level and style appropriate for their intended audiences, people cannot be expected to be able or willing to accept responsibility for self-care. In improving written health materials and in implementing health education it is important to know the literacy skills of the patients in the community and their families. Nurses play an important role in assessing patient’s literacy skills because nurses interact more with the patients and their families than the physicians do. The nurses can evaluate the ability of the healthcare client to understand printed health information by assessing the patients’ comprehension and reading skill level. There are specific guidelines for writing effective health education materials and teaching strategies for patients and their families. An individual‘s functional health literacy is likely to be significantly worse than his or her general literacy skills, because of the more complicated language used by health care providers. Now that manage care insurance companies are requiring subscribers to take more responsibility for their self-care, poor health literacy can increasingly lead to negative consequences and escalated morbidity, and mortality. People with low health literacy don’t have knowledge or are misinformed about the body and the causes of illnesses. Because they do not have the proper knowledge, they don’t understand the relationship between lifestyle factors, like diet and exercise, and wellness .Those people with limited knowledge may not know how to seek care. Health literacy tactics that improve written health materials may include: Written health materials should have plain language for better understanding and ease of sharing with people. Written health materials should be scientifically accurate and culturally appropriate. If the client does not fluently speaks English, provide the written health information in his/hers native language. If such information is unavailable, and a translator must be employed, it is critical to assess the client’s understanding of the written material. Written health information should include pictures for better understanding. Personal electronic devices such as cell phones, tablets, palm pilots, and talking kiosks can be a new method for sending health information to the patients. Before health providers make a health education brochure, they should also consider alternate methods such as individual, group, organizational, community and mass media. Use a short brochure that presents â€Å"bottom line† information, systematic instructions, and uses pictures with visual cues that highlight most important information to be absorbed. Health brochures should align health information with recommendations to services, resources, and other available support. Removing the barrier to communication between individuals and health care providers is a good opportunity for nurses to function as facilitators and work in collaboration with other health care professionals for improvement of quality of care. As Advanced Practice Nurses, it is our mandated responsibility to teach in non-complicated terms so our patients can understand an fully benefit from our nursing interventions. References Andrus, M.R., Roth, M.T. (2002). Health literacy: A review. Pharmacotherapy, 22(3), 282- 302. Baker, D. W., Parker,R. M., Williams , M. V, Clark , W. S. (1998). Health literacy and the risk of hospital admission. Journal of Internal Medicine, 13, 791-798. Belton, A. B. (1991).Reading levels of patients in a general hospital. Beta Release, 15 (1), 21-24.California HealthCare Foundation. 2005. Consumers in Health Care: The Burden of Choice. Available at http://www.chcf.org Conlin, K. K., Schumann, L. (2002). Literacy in the health care system: A study on open heart surgery patients. Journal of the American Academy of Nurse Practitioners, 14 (1), 38-42. Institute of Medicine. 2004. Health Literacy: A Prescription to End Confusion. National Academies Press: Washington, DC. Kessels, R.P.C. (2003). Patients’ memory for medical information. Journal of the Royal Society of Medicine, 96,219-22. Kogut, B.(2004).Why adult literacy matters. Pbi Kappa Pbi Forum, 26-28. U.S. Department of Health and Human Services. Making Health Communication Programs Work. National Cancer Institute: Washington, DC. U.S. Department of Health and Human Services. 2003. Communicating Health: Priorities and Strategies for Progress. Washington, DC. Weiss, B. D. (2003). Health literacy: A manual for clinicians. Chicago: American Medical Association and American Medical Association Foundation. Zarcadoolas. C., Pleasant, A. F., Greer, D. J. (2006). Advancing health literacy: A framework for understanding and action. San Francisco: Jossey Bass.

What You Should Know about Stem Cells Essay -- Stem Cells Science Ethi

What You Should Know about Stem Cells A topic of extended scientific and ethical debate in our society as of late has been the question of Stem Cell research. Going down this path could yield unprecedented medical leaps in treatment and prevention that medicine will be able to offer. Before I address the debate of whether or not Stem Cell research should be done, I want to first explain to my readers what stem cells are, how they come to be and what we can use them for. We must first start with the different types of cells, I will explain them as I take you through part of the fetal development process. The first type of cell is the totipotent cell. This cell is created when a sperm fertilizes an egg. This kind of cell can become anything within the human body. After four days the totipotent cell begins to specialize by becoming a blastocyst. The blastocyst contains an outer layer of cells and an inner cell mass. The outer layer of cells will become the placenta and other support tissues for the fetus as it develops. The inner cell mass will go on to become virtually every type of tissue within the human body. The inner cell mass cannot create a placenta. Since it cannot form a placenta, it is no longer totipotent. It now becomes pluripotent, a cell with the ability to become any number of tissues within the human body. This is the cell that scientists are interested in. One part of Stem Cell debate is the question of when is a fetus a fetus? At what point is the potential for human life extinguished? At this stage the pluripotent cells while able to form almost every human tissue, cannot for a placenta. Therefore if you were to place the cells into another woman?s uterus a fetus would not develop. From this point the pluripotent cells further specialize and become the cells that create heat tissue or brain tissue etc. We need to understand the complex events that occur at this stage of development. There are genes referred to as ?decision making? genes. These genes direct how and what the pluripotent cells become. Now I will get into the possible benefits of Stem Cell research. Once we learn how the decision making genes work we can then begin to use the pluripotent cells to create the typed of tissues needed to treat patients with various types of sickness and disease. There is a bonus here as well. Birth defects an... ...t point come we may have already come to an ethical decision on what to do and with the knowledge already gained in research of adult stems cells we should be able to proceed quickly. Stem cell research is incredibly important. We as a civilization are standing on the brink of a major leap for our society and we must take that leap. Who knows that kinds of doors this research could open, who knows that other leads it could unveil for us? This research has the ability to change out culture, like the discovery of fire and the harnessing of electricity. We can?t let it slip away. Works Consulted: Adult Stem Cells May be Redefinable. 24. Oct. 2001. British Medical Journal. 24. Oct. 2001. http://www.Bmj.org/cgi/content/full/318/7179/282/b Stem Cells and the Human Embryo. 24. Oct. 2001. The Center for Bioethics and human Dignity. 29. Oct. 2001. http://www.bioethix.org/resources/overviews/stemcell.html Stem Cells: A Primer. 23. Oct. 2001. National Institute of Health. 29 Oct. 2001. http://www.nih.gov/news/stemcell/primer.htm Testimony of Nigel Cameron, PH. D. 24. Oct. 2001. Do No Harm Coalition. 24. Oct. 2001. http://www.stemcellresearch.org/testimonies/cameron2.htm

Reggae Español: Jamaican Music in Spanish-speaking Countries :: Essays Papers

Reggae Espaà ±ol: Jamaican Music in Spanish-speaking Countries With its close geographic proximity to the Caribbean and Latin America, Jamaica has not only received influences from these cultures, but has also been influential on molding and forming an integral part of Spanish-speaking nations. The growing popularity of reggae and Jamaican culture as a whole is apparent all over the world, and is catching on quickly. Although there are reggae groups found in many of the Spanish-speaking countries worldwide, there is not much literature that has focused on their history or followed their progress, just like there is not much published work about reggae and Rastafarianism. This paper intends to focus on the Spanish involvement in Jamaica and also chart the musical influence of reggae in these aforementioned regions. Although there is not much evidence regarding the Spanish involvement of Jamaica, the Spaniards were supposedly the first to arrive on the island, and settle it shortly thereafter. Christopher Columbus veered off his path and came upon the small island in the Caribbean on his second voyage in may of 1494. The island was already inhabited by the indigenous people called the Arawaks, who supposedly came from Venezuela and had already named the island Xaymaca. Not unlike the other Caribbean islands the Spaniards inhabited, their presence decimated the indigenous population. The influx of disease and mistreatment of the indigenous people by the newcomers led to their eventual demise, 70-80 years after the Spanish arrival. (Musgrave). Only a few artifacts remain of what was once the Arawak culture, a people that at one point numbered 60,000. (Barrett, p. 20). 15 years after the Spaniards first encountered the island, they founded a settlement and were quickly establishing dominance in the region. In 1509, the Spaniards built a town named after an existing Spanish town, Sevilla La Nueva, New Seville. It was located near what is now St. Ann’s Bay on Jamaica’s north coast. With the local indigenous population declining due to disease, Spaniards began bring Africans to the island to work as slaves and perform hard labor. When the Spaniards left and the English took over, many of the salve fled, which became known as Maroons, and settled in what is now known as The Cockpit Country, located in the center of the island. The Spanish presence in Jamaica was relatively brief, and never flourished under Spanish rule. They handed it over to Britain in 1655, after engaging in battle with the British.

Marketing Plan of Julies Bakeshop Essay

Introduction: It’s been years since the Betterhalf Restaurant was giving birth of their food business. Betterhalf is a resto- bar food service industry located at the center of Veterans Medical Hospital that caters good delightful and deliciously taste foods to their target customers the Intern Students, Doctors, Nurses, Medical Representatives and especially Walk-ins. This restaurant ensures that each customer receives prompt, professional, friendly and courteous services and maintains the cleanliness of foods and well-comfortable ambience to their valued customers and employees. The restaurant also provides an affordable price to each of their meals and one of their best seller menu meals that their customers loved to eat at Betterhalf Restaurant are the Garlic Chicken with brown Sauce and a Buttered Chicken. For many years they served to their valued customers the opportunity they got from them was that each customers has a growth segment like for example the Medical Representatives wants a comfortable place for their meetings on their counterpart, the best place to be chosen was the Restaurant of Betterhalf because of the peaceful environment there that they can focus on. The clients can easily approach to the Chief Executive Officer or CEO of the Betterhalf Restaurant because one of the promotional strategy of the restaurant is through reservation because of they had a 3 functional room to used for holding any of activities of a clients. As of their financial aspects, Betterhalf Restaurant estimated net cash for each week is â‚ ±20,000.00 and for the whole month is â‚ ± 80,000.00.The profit of Betterhalf Restaurant is just enough to gave the compensations of its employees and the only reason why the CEO is still holding the business is because he is considering his social respons ibility to his subordinates. It‘s now seems that Betterhalf Restaurant may have been overly optimistic but it failed to anticipate several events in its marketing planning. First, when it rainy seasons their profit were decreasing 30% of its net sales that really affect to the expected income. Second, the location was the Betterhalf Restaurant built off seems that it is not convenient at all but it is â€Å"sadyain† by the customers and also the ambience was poor on good looking restaurant unlike others. Lastly, they had poor quality of promotional activities that cannot capture the attention of a customer. And to resolve their dilemmas or their lacking off on their business and to get a better roadmap to their success .We suggests that the company might have done a better job is a key aspect of making a better marketing plan to achieve their objectives including estimating the market opportunity, forecasting sales, determining the marketing programs or an promotional activities , developing and retent the customers good relationship towards the restaurant and ensuring the company’s product superiority to their valued customers.

Pride and Prejudice: an analysis of Mr. Wickham’s character Essay

To begin with, Wickham appears to have a good social etiquette which impresses the reader and Elizabeth, â€Å"Mr. Wickham was the happy man towards whom almost every female eye was turned†. Wickham makes a firm first impression and he appears to be amiable with a friendly disposition. â€Å"His appearance was greatly in favour†¦fine countenance†¦very pleasing address†, Wickham instantly takes Elizabeth’s favour and he seems a deferent character. Wickham is clever enough to encourage Elizabeth into thinking ill of Darcy by initially forming a trust with her and as Lizzy already dislikes him, it is easy for her to believe Wickham, â€Å"I have known him (Darcy) too long and too well to be a fair judge. It is impossible for me to be impartial†Ã¢â‚¬ ¦Ã¢â‚¬ ill-tempered man†. The reader is intrigued into Wickham’s opinion of him initially due to his social intelligence, his amiability and his first impressions to the town. Wickham continues to make Elizabeth think ill of Mr. Darcy by making himself seem the victim of the series of events between the two men. Wickham: â€Å"I cannot accuse myself of having really done anything to deserve to lose it†¦he hates me.† Due to the trust the reader and Lizzy have in Wickham, his story is accepted and we succumb to the claims he makes. Lizzy shows her naivety by immediately believing the story and replying â€Å"He deserves to be publicly disgraced!† Wickham’s character begins to be doubted in chapter eighteen when Darcy says â€Å"Mr. Wickham is blessed with such happy manners as may ensure his making friends – whether he may be equally capable of retaining them, is less certain.† However, as Darcy appears to us as such an ill-mannered character, we are unsure whether to believe him. His character is further doubted when Miss Bingley complains about Wickham to Elizabeth, â€Å"George Wickham has treated Mr. Darcy in a most infamous manner†¦Mr. Darcy is not in the least to blame.† Lizzy and the reader start to doubt their initial appraisal of Wickham as his likeable character far outweighs his shortcomings. Elizabeth shows her fond feelings towards Wickham by discovering that he is interested in the acquaintance of Miss King for merely the  £10,000 by saying â€Å"I should at present detest his very name†¦my feelings are not only cordial towards him.† The reader now sees Wickham’s bad intentions and how Lizzy is too fooled by his charm to see it. Wickham’s bad character is finally confirmed in Darcy’s letter explaining Wickham’s purposes at length, â€Å"he had some intentions of studying law†¦his life was full of idleness and dissipation†¦(Georgiana) was persuaded to believe herself in love, and to consent to an elopement†¦Mr. Wickham’s chief object was unquestionably my sister’s fortune.† Wickham is instantly seen for what he really is; superficial, deceitful and selfish with no concern for the damage he causes by his desire for pecuniary gain and greed. He masks his true character from Elizabeth and the reader and shows his true character of depravity.

Drama and Theater Essay

What is drama? What are the similarities and differences between Greek Drama, Renaissance Drama, Kabuki Drama, and Contemporary Drama? Drama is tension. In the context of a play in a theatre, tension often means that the audience is expecting something to happen between the characters on stage. Will they shoot each other? Will they finally confess their undying love for one another? Drama derived from the Greek verb dran, meaning â€Å" to act† or â€Å"to do†, refers to actions or deeds as they are performed in a theatrical setting for the benefit of a body of spectators. Drama is often combined with music and dance: the drama in opera is sung throughout; musicals include spoken dialogue and songs; and some forms of drama have regular musical accompaniment (Banham, 1998). Drama was the crowning glory of the Athenian Age. This period has been called by different terms. It has been called the Age of Pericles because Pericles was the ruling power in Athens at the time. It has been also called the Athenian Age because Athens became the white-hot literary center of Greece, and it has been called the Golden Age because the drama flourished during this period. There were three great tragic writers: Aeschylus, Sophocles, Euripides, and Aristophanes, the greatest writer of comedy the world has ever produced ( Serrano & Lapid, 1987, p. 26) Drama and Theater The theatre of ancient Greece, or ancient Greek drama, is a theatrical culture that flourished in ancient Greece between c. 550 and c. 220 BCE. It is true that there is much in human nature that loves dramatic presentation, for man loves to imitate other persons. Gestures by a narrator or an orator may be considered dramatic, but these are only disjointed actions; there is a wide step between this and dramatic actions. The Greeks gave the drama as a literary form to the world. The drama of antiquity is very different from the drama as we now know it. It had dignity, nobility, and power. It had little of the spontaneity and easy naturalness of modern plays. The Greek drama was cut up into situations or episodes, and between these episodes were choral recitations of great length. These choral recitations, though they had beauty and power, slowed the action and interrupted the forward movement of the story. The choruses however, were visually attractive. The participants, competed with each other in the splendor of their dresses and the excellence of their singing and dancing (Serrano and Lapid, 1987, p. 26-27). Some example of the Greek drama were the Story of Agamemnon and Clytemnestra , by Aeschylus and The story of Oedipus The King by Sophocles (p. 28). Primary in a true appreciation of Renaissance drama is the poetry. The theatre of their day was a poetical one. Rather than being confused by the poetry we find in these plays, we need to understand why the poetical theatre was, and is, superior in expression and more powerful in emotion than a realistic one. Their stage was â€Å"conventional†or poetical while today’s stage is realistic. As an example, in Shakespeare’s Timon of Athens Timon is disgusted with mankind, hating all of the supposedly â€Å"decent† people he knows. When confronted by thieves he tells them to go about their work merrily; everyone steals, and he offers examples of thievery: I’ll example you with thievery: The sun’s a thief, and with his great attraction Robs the vast sea; the moon’s an arrant thief, And her pale fire she snatches from the sun; The sea’s a thief, whose liquid surge resolves The moon into salt tears; the earth’s a thief, That feeds and breeds by a composture stol’n From gen’ral excrement; each things’s a thief. (Timon of Athens 4. 3. 438-45). Kabuki, like other traditional forms of drama in Japan as well as in other cultures around the world, was (and sometimes still is) performed in full-day programs. Rather than attending a single play for 2–5 hours, as one might do in a modern Western-style theater, one would â€Å"escape† from the day-to-day world, devoting a full day to entertainment in the theater district. Though some plays, particularly the historical jidaimono, might go on for an entire day, most plays were shorter and would be arranged, in full or in part, alongside other plays in order to produce a full-day program. This was because it was required in kabuki play to get the audience showing different preference that is in either the history plays or domestic plays like a drama, to enjoy during the full-day program. Contemporary Drama was never very popular after World War I, drama in a realist style continued to dominate the commercial theatre, especially in the United States. Even there, however, psychological realism seemed to be the goal, and nonrealistic scenic and dramatic devices were employed to achieve this end. The plays of Arthur Miller and Tennessee Williams, for instance, use memory scenes, dream sequences, purely symbolic characters, projections, and the like. Even O’Neill’s later works-ostensibly realistic plays such as Long Day’s Journey into Night (produced 1956)-incorporate poetic dialogue and a carefully orchestrated background of sounds to soften the hard-edged realism. Scenery was almost always suggestive rather than realistic. European drama was not much influenced by psychological realism but was more concerned with plays of ideas, as evidenced in the works of the Italian dramatist Luigi Pirandello, the French playwrights Jean Anouilh and Jean Giraudoux, and the Belgian playwright Michel de Ghelderode. In England in the 1950s John Osborne’s Look Back in Anger (1956) became a rallying point for the postwar â€Å"angry young men†; a Vietnam trilogy of the early 1970s, by the American playwright David Rabe, expressed the anger and frustration of many towards the war in Vietnam. Under he influence of Brecht, many postwar German playwrights wrote documentary dramas that, based on historical incidents, explored the moral obligations of individuals to themselves and to society. An example is The Deputy (1963), by Rolf Hochhuth, which deals with Pope Pius XII’s silence during World War II. The contemporary drama does not purport to be easy; it insists on a greater understanding of all things pertinent to modern humanity and its relationships to religion, societal order, psychology in order to appreciate its message; however, it critically acknowledges that most of us remain ignorant to all the former. Thus, the drama instructs, irritates, challenges, and begs for intelligence in order to gain from its message. It remains didactic, combined with pleasure, but always wishing to challenge the current notions of authority. References http://www. clt. astate. edu/wnarey/modern_contemporary_drama. htm Banham, Martin, (1998 ed. ). The Cambridge Guide to Theatre. Cambridge: Cambridge University Press. ISBN 0521434378. Serrano, Josephine and Lapid, Milagros, (1987). English Communication Arts and Skills Through World Literature. Phoenix Publishing House, Inc.

Report on Robi

[pic] Career Planning & Development in ROBI Table of Contents Acknowledgement04 Executive Summary04 Objective05 Primary Objective†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 05 Report Objective†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦05 Methodology05 Limitations05 Company Overview06 Mission †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 06 Vision†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦. †¦Ã¢â‚¬ ¦06 Theme†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 06 Major Milestones of Robi07 Statement of the Topic08 Training Programs in Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦.. 8 Importance of T&D Process In Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦09 Training Process In Robi10 In-House Training†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10 Foreign Training†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦10 Supervision of training by ROBI HR Department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 Objectives of Training Programs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12 Training Plan Trainee †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦12 Training Needs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦ 12 Training Time†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 Training Place†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 Trainer †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 Trainee Evaluation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 Table of Contents Development Programs in Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 Importance of Development Programs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦.. 15 Development Process In Robi Way of Conducting Development Process†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 16 Job Rotation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 16 Junior Board†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 16 Problems of T&D Process in Robi†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 17 Recommendations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 Conclusion†¦Ã¢â‚ ¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 19 Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 20 Acknowledgement The term paper on is prepared for Dr. Zahed Husain Sikder, the course instructor of undergraduate program, School of Business at American International University of Bangladesh (AIUB). This report is the partial requirement of HR Planning and Forecasting (BBA-00986) course during the Summer-2011 and submitted at the same semester. Executive Summary Telecom industry is one of the significant industries of Bangladesh.There are some very strong participants in this sector, which has made this a very competitive market. Despite the high entry costs, new companie s are gradually coming into this industry. Currently there are 6 competitors in this telecom market in our country. AXIATA Group take over the ownership of AKTEL and very recently they have been reformed with new slogan, new motto and last but not the least, they have changed their brand name to ROBI from what it was earlier, AKTEL. Good quality with providing full customer satisfaction is the main mission of ROBI.As because AXIATA Group came with a new name and new mission, they have set their target customers primarily will be young generation and apart from that they will try to reach more of their existing customers with their new products and services and also they want to make huge contribution in the socio-economy of our country. So their focus is to provide refreshment to the customers in a comparatively cheaper call rates and other customer services. ROBI have some competitors for example: GrameenPhone Ltd, Bangla Link, Airtel Bangladesh, City Cell Ltd, and Tele Talk. ROBI wants to make huge impression in this industry and they ill try to capture more and more market shares, so they will inform all aged people by following advertising and other sales promotion. As it has changed their name, it is little bit difficult to capture the customer’s attraction and once the customers will familiar with the product, and then it will be very easy to launch our product in its selected areas. ROBI is always trying to focus improving its products and services based on customer demand, satisfaction and preferences. Objective Primary Objective: The primary objective of this project is to learn about the Training and Development process of the ROBI mobile company.Report objective: ? Detailed information about Training and development process of the company. ? To focus on different types of Training programmes, Supervisor of the programmes, Trainee, Trainer, Training time, Training place, Training needs, Trainee evaluation. ? To focus on different Development p rogrammes and different Development process. ? To know the problems of Training and Development process and recommendation for that problems. Methodology We used Secondary data to make this report. And that is why the data and information is taken from newspaper, business magazines, and catalogs and also from the internet.Limitations The major limitation factor for this report was primarily the reluctance and strict devotion to confidentiality maintenance attitude shown by the official website of ROBI mobile company. Moreover, some information was withheld to preserve privacy of the company. So, we couldn’t give the exact information always. Most of all we had very little time to finish this project. If we had some time more the project could have been better. But inspite of that we have tried our level best to make the report data more meaningful. Company Overview Robi is a dynamic and leading countrywide GSM communication solutions provider.It is a joint venture company bet ween Axiata and NTT DoCoMo, Japan. Robi was officially commenced its operations in 1997 among the pioneers GSM mobile telecommunications provider in Bangladesh. Covering all 64 districts of the country, Robi  has become the first mobile operator to connect Tetulia and Teknaf, the northern and southern most points of Bangladesh and the first to provide seamless coverage along the Dhaka-Chittagong highway. Robi  supports 2G voice, CAMEL phase 2 and GPRS/EDGE service with high speed internet connectivity. It has the widest International Roaming coverage in Bangladesh connecting 440 operators across 203 countries.Robi’s GSM service is based on a robust network architecture and cutting edge technology such as Intelligent Network (IN), which provides peace-of-mind solutions in terms of voice clarity, extensive nationwide network coverage, and multiple global partners for international roaming. Robi  customer centric solution includes value added services (VAS), quality custom er care, easy access call centers, digital network security, and flexible tariff rates. With its strengths and competencies developed over the years, Robi  aims to provide the best quality service experience in terms of coverage and connectivity to its customers all over Bangladesh.Vision: To be a leader as a Telecommunication Service Provider in Bangladesh. Mission: ROBI aims to be achieving its vision through being number â€Å"One† not only in terms of market share, but also by being an employer of choice with up-to date knowledge and products geared to address the ever changing needs of our budding nation. Theme: â€Å"Customer First† Major Milestones of ROBI ? First time introduced the ‘mobile Plus (PSTN Incoming Connectivity only) Product Services' in Bangladesh. ? First time introduced the Tele-Ramadan (Timing of Iftar and Sehri during Ramadan) under Tele-info Services in Bangladesh. First time introduced the Seamless Coverage throughout the Dhaka- Chitt agong Highway and named it as ‘Chittagong Dhaka Corridor (CDC)'. ? First time introduce the full fledged IVR based Customer Services (Call Center) in telecom market. ? First time introduced cellular services in the most northern part of Bangladesh by launching ROBI Service in Rangpur and Dinajpur in 2002. ? TMIB brought Twenty Six (26) Districts and the outskirts under ROBI network by the end of Year 2002 successfully. ? Introduced the automatic system generated bill amount and payment request for the Post-paid subscribers in 2002.The automatic unbarring facility, after necessary payment making by the subscribers, is also a part of this system. Today, ROBI is recognized as a leading brand in Bangladesh and this is driven by our persistent pursuit of quality and technology, putting it clearly ahead of the rest. The future with ROBI is promised to be exciting as we strive to employ the best resources and latest technology in offering many more innovative and exciting products an d services Statement of the Topic We have selected the topic of Determination of Training and Development needs in ROBI for our report. Training Programmes in ROBIThe training program is a vital link in the process of converting the recruit into productive representatives. The money, which is spent on recruiting and selecting people, may be wasted if their selection is not followed up with the proper training programs. Additionally, experienced reps may not improve or even maintain their productivity if they are not provided with an adequate amount of continual training. So the purpose of training is to relate and improve the specific performance related skills, attitudes, perception and behaviors require people’s success with the state of readiness of the force.As ROBI is the leading provider of telecom services, they always want to serve their best. That is why, they have very strong and effective training department to train the best training to their employees. At ROBI th e top-level management believes that their primary competitive advantage comes from their employees. In the ever-changing mobile industry, all of they must continuously upgrade their skills and knowledge in order to maintain this competitive advantage. Their training programs are based on the job natures and the performance of the employees.Their goal is to attract, retain and motivate the very best and to do that they support training, development, and business education. Importance of Training and Development Process in ROBI Training and Development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. In other words it means taking human inputs recruited or even existing employees and turning them into productive part of the company. ROBI believes that Training programs should be taken as a continual, ongoing process, which improve the scenario in different dimensions such as: ?Training process is conducted to provide the freshers the basic knowledge which is required to perform their specific job perfectly. ? Robi provides practice session for the new employees, to implement the basic knowledge. Because Robi believes on the more practice the more perfect empolyee. ? Training provides the people with better improved knowledge, working habits, working techniques which are essential part to achieve both employee and company satisfaction and thus retaining them in the long run. ? Training programs also help trainee to develop positive attitude about themselves and company as a whole.As a developing country, Bangladeshi people, in general, are not very aware about the technological changes that are taking place. Through Training and Development process ROBI wants to make the each and every employee that much capable so that they can prove themselves as one of the most vital weapons to achieve overall, long-run goals of the organization. And from these discussions we can reali ze that how important the Training and Development process is in ROBI. Training Process in ROBI ROBI uses different training technique depending on the training content, urpose of the training program, participants of the program as well as time required for the completion of the training. The training program of ROBI is conducted before sending the entry level employees to the workstation. The training need of each employee is analyzed through two processes: TNA: Training Need Analysis SGA: Skill Gap Analysis The results of these two Training Need Analysis processes measures how much training each employee needs There are two types of training process: 1. In-house training: This training is provided through the vendors.Employee supervisors or line managers provide a coaching for the new employees. In coaching, lectures are delivered to provide knowledge related to the specific jobs. A lecture is the best way to present a basic outline of a subject in a shorter time to a larger numb er of trainees than any of the other techniques. For example, when information about ROBI’S products, new services, and new findings in the research and company information, market condition is to be given to the trainees then the training department adopts lectures.With this technique, a trainer can handle a higher number of participants and give greater volume of information within a short time period 2. Foreign training: To implement new technology Robi have to train their new employees from foreign countries. They have arranged for international training for their employees according their performance . In this case the employee has to sign a Bond assuring the company that he will not leave company next few years. This duration varies based on the training. Employees are mainly sent to Malaysia for this higher training.The cost of relocations, the whole expense of food and housing are providing by ROBI Company as long as they are in the abroad for training. Job rotation: ROBI provide job rotation to the entry-level employees. In this process they don’t send their employee of one department to another department for training. What they do is that they just send employee of one branch to another or one region to another. Discussion: In ROBI, when any new system is launched or when there is any need for changing the technique or policies, discussion is used as a training method where both the trainer and the trainees can share their thoughts and opinions.During the leadership training, induction training as training on advanced selling skill; the training department usually prefers discussion. Sometimes, when cases are given to the trainees to solve the problem and suggest recommendation, group discussion also takes place among the trainees. Supervision of training by ROBI HR Department Though the training programs are provided by different departments, the overall supervision is upon the HR department. They look after the overall process and do some routine functions. They are as follows: ?Prepare, maintain and update training related database. ? Prepare career development plan ? Prepare induction training manual/modules ? Evaluate training program ? To Make agreement between ROBI and employees for overseas training ? To communicate with different local training institutions ? To communicate with trainers/instructors. Objectives of Training Programs in ROBI A primary objective of many training programs is to teach the force how to be more productive. Usually, a person’s productivity will increase with experience.But if training can substitute for some of the needed experience, higher productivity levels should be reached earlier. Training Plan Training gives new employees the skills required to perform their jobs perfectly. So make the training program perfect ROBI plans some steps, which are helpful for the fresher. ROBI follows the following steps to conduct training. ? Trainee: As newly hired person doesnâ€℠¢t have enough knowledge about the company and his job, training can help them in this regard. Although experienced people have knowledge about their job still they need training to cope with the changing world. Training needs: ROBI mainly follows ‘need based training’. That is, whenever the supervisor finds that his/her subordinates’ need sufficient training; they immediately take necessary steps and arrange training programs. They are as follows: ? Performance testing ? Job analysis ? Force survey ? Performance survey ? Observation ? Training times: Timing of the training has two basic attitudes. Some organizations prefer training first than go for the job, where as some organizations want training based on after job performance.ROBI, the Training programs are made as yearly basis for providing training on techniques and skills for all level of their employees including the ones from other departments because they believe that in a organization everybody needs to have skill. The marketing department, sales department and HR department altogether do the overall plan. This yearly plan for training is enhanced by the monthly meetings held in every spots where ROBI has subsidiaries. These meetings are referred to as Pre- cycle Briefing meeting. These meetings try to find out in which areas and for which employees training is needed.In the beginning of the training, expectations from each participant in the training program are assessed and according to that the managers design the content of the training. At every meeting, each department discuss and analysis the performance of the worker of their department in the past month and identifies whether they are performing accordingly or not. If someone fails to perform and cannot reach the objective then the need for training arises. Plan of every individual department also has significant impact on the training plan because only proper training can ensure the implementation of the plan.The yearl y plan for providing training makes sure that it can be helpful for the achievement of the objective of the plan. The training department plans the training before 2-3 months from the time intended to provide the training to the employees. The Training Manager is responsible for preparing the budgeting, plan on which training for whom in all department, planned actions, and also give guidelines to the Human Resource Department for recruitment and selection. However, Training Manager specifically works with the related training.According to the company’s perspective, everybody should have knowledge about their related job. So, the Training Manager plans what type of training is required for new recruits and the existing personnel and how the training is going to change the current performance and will help in achieving the desired level of performance. Both the managers analyze the performance of the trainee after attending the training program taken place in the last month an d set strategy for the next month’s training plan. ? Training place: Training can be provided in both centralized and decentralized manner.Centralized training occurs when all the people come to one central location (often home office) to have training. On the other hand decentralized training of people is usually held in field or regional offices. ROBI follows both centralized and decentralized training. General management training program for the top level executives are mainly held in the home office because centralized school normally has more formal facilities for training than are available in the field. As top-level executives need more advanced training, that’s why, it usually held in the head-office.On the other hand, those whose works are mainly field based, they often have to go with their senior people to the field, have to do on-the-job training, attend seminars, conferences etc to increase their outer knowledge. ? Trainer: A trainer is the person on whom the success or failure of the whole training program is dependent. There are three types’ trainers by, they are- I. Regular line executives II. Staff personnel and III. Outside specialists. Because each has certain advantages, it is not unusual to find organizations using all these three types as well as using one or two types.It basically depends on the size of the firm, the characteristics of the product line, the focus of the training where the sessions are held etc. ROBI has both line executive trainer and outside specialists. The HR manager and senior supervisor usually train their own force. In that way, the trainer can get better understanding about the laggings of their force and can take necessary steps according to that. On the other hand, force also get known environment because of their own supervisor as their trainer. Robi also bring outside specialists from abroad like Malaysia.In this way, they get the most advance and recent information from their competitors. ? Trainee Evaluation: In ROBI, The effectiveness of a training program is measured by evaluation of the trainees. This evaluation is necessary in terms of assessing the value of the training and in terms of improving the design of future programs. There are mainly four outcomes based on which the organization evaluates the success or failure of each training program. The four outcomes are- reaction, learning, behavior and results.After each training session, each must have to submit an ‘annual assessment’. In the annual assessment, each trainee is asked to do report regarding the training program and is asked to do presentations on the items they have learnt. During the training, quizzes and assignments are also given among the trainees. The effects of training on their performance are evaluated through the performance they have done after taking part in the training compared to the performance they used to do before the training and by this the organization measure th e effectiveness of that training program.The trainees who have gone abroad for attending the training program are required to submit a report regarding on the materials taught in the whole training program. This type of evaluation helps both the trainers as well as the trainees. The trainees can compare their own performance and try to improve according to that. The trainers can judge the effectiveness of training and can develop better strategy for the upcoming training program. Development Programmes in ROBI Management development is any attempt to managerial performance by imparting knowledge, changing attitudes, or increasing skills.For the past few years management developments focus has been shifting from preparing managers to fill higher level slots to preparing them to meet the challenges of managing in past paced environment. Increasingly, therefore, the emphasis is on developing a manager’s ability to learn and make decisions under conditions of rapid change. The ma nagement development program may be aimed at filling a specific position, such as CEO, perhaps with one of two potential candidates. When it is an executive position to be filled, the process is usually called succession planning.Succession planning refers to the process through which senior level openings are planned for and eventually filled. Importance of Development Programmes in ROBI When ROBI selects their own employees to fill the vacant higher positions they look for the employee who are ready to get the higher position. As they do not follow the personnel replacement chart or position replacement card they have to make those employees ready to acquire the higher position ROBI conducts development program for them. It helps those employees to have the ability to take decisions those are required in the higher-level position.Those who deserve the higher position receive a development process conducted by ROBI but it’s true that their development programs are not well o rganized though they take some necessary steps for developing their employees who are working inside the organization. Development Process in ROBI ? Way of Conducting Development Process: Before starting a development program they analyze the employees to what extent they need the development to be fit for the higher position. To analyze this they go through SGA (skill gap analysis). On the basis of the SGA every employee has to have a yearly 40 hours development process.It depends on the current skill of those employees. Every employee of ROBI (from manager to managing director) goes through a career succession planning. Through this career succession planning employees develops their skills to deserve the vacant higher position. ? The Development Process: To conduct a development process ROBI follows the following on the jobs techniques: 1. Job rotation: ROBI provide job rotation to the managerial employees also. But the idea of ROBI’s job rotation policy is limited only to the department. That means they don’t send their employees of one department to another department.What they do is that they just send employee of one branch to another or one region to another. For example, for job rotation they send Marketing manager of Chittagong branch to the Marketing department of Dhaka branch as a manager which position is vacant, but they don’t send a marketing manager to the sells department or HR department or any other branches. 2. Junior Board: It is used for operational decisions in most cases. But sometimes it is used to take very few strategic decisions (example: to design training program). To attend junior board all employees should already receive the initial coaching.In junior board top level managers have a sit with the sub-ordinates and encourage them to provide possible suggestions regarding a decision. The sub-ordinates try to give suggestions through brainstorming using the knowledge provided in the initial coaching. Problems o f Training and Development Programs in Robi Though ROBI follows most of the rules and regulations of standard training programs but still they have some problems with their existing training and development programs. Some of the problems are listed below- ? They don’t have action-learning program.As a result employees don’t get scope to increase their project skill and to know about the problems of another department. ? They don’t concentrate on off the job training. We know, off the job training is sometimes more important to know about the job. ? Review system is not strong enough. As a result it becomes quite difficult to understand how effective the training was. ? Lack of motivation in the training side. ROBI don’t motivate that much while employees took training. They took training just like they are doing their regular jobs. Less scope of developing for the senior employees. Senior employee especially the aged employees don’t have sufficient idea about the changing environment of technology. Recommendation and Ways of Implement of Training and Development Programs in Robi In order to solve the problems with the existing training and development system, we recommend the following suggestion. The ways of implementing those recommendations is also discussed. 1. From the problem part, we become able to know that ROBI don’t follow action learning training and off the job training.We would not recommend implementing action learning training. But ROBI should provide off the job training. Because, for some sectors or jobs off the job training is more valuable than on the job training. In order to implement off the job training in the company they can follow those steps: – ? Select the sectors and employee for this training ? A time horizon for the training. It will be selected by the discussion with the employees. ? Then the trainer would be selected. They don’t need to hire new trainer for this, they can provide off the job training ith their existing trainer. ? Sufficient training materials should be provided to the employees. 2. They should motivate employee to give more concentration on their training. The reason is that motivations don’t cost enough money, but it helps to the employees to learn rapidly. If they are motivated and learn the job then not only they will be benefited, at the same time they will serve the company with their best effort. In order to motivate them, ROBI can provide them various incentives, like- informing them about the benefit of the training, how it will help them, etc. 3.Senior employees should also be developed always. We already mentioned that in ROBI senior employees do not get enough facilities and time to develop themselves. As a result they always have lack of idea about the technological change. In order to provide training for the senior employees ROBI may need to provide different sessions like action learning, case study method, mana gement games. So, it may cost ROBI. But in the long run, they will be benefited. Conclusion ROBI is trying to cope up with the changing market situation and that is why they have come with a new name, new slogan and new mission.To be very frank, the telecom sector of our country is totally dominated by GrameenPhone Ltd, with its extreme superior network coverage and customer services. Also in last year, Bharti Airtel made its entrance in our country by capturing the ownership of WARID telecom. So this telecom industry will be in a fluctuating situation within a very short time. Technologically ROBI is lagging behind far more than GP. So to make progress and capture the more market share it needs drastic steps to make improvement.ROBI has a very passionate and hard working marketing department, very dedicating customer service team who are trying their level best to take ROBI one step ahead because previously its slogan was ONE STEP AHEAD. Although its slogan has been changed but its vision should be like this to cement its place into this industry. We hope ROBI will be successful with its new brand name and its products and services. Bibliography Name of Websites Are- http://www. robi. com. bd/ www. google. com www. en. wikipedia. org www. gsmworld. com www. btrc. gov. bd www. aktel-users-group. blogspot. com ———————– 2