Training No Policy Yet Nationally

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As a capacity building strategy, training efforts in Bangladesh have frequently failed to deliver meaningful results because the training process was not integrated to an effective strategy of need -assessment and follow-ups. This is true of both Go and NGO program. Not only have such programs failed to produce desired results, worse, they often led to the creation of structures that are alien to local needs and hence unsustainable without continuous external support.
We are aware of the failure of the development process in developing countries to generate substantial improvements in the quality of like for the majority of the population or to eradicate poverty. It is also acknowledged that the problems of inequality and poverty are likely to be overcome in the absence of carefully coordinated strategies, policies and programs at the national and international levels, in key areas, such as education, health, population, urbanization and the environment, and that a direct approach to quality of life issues is necessary. Quality of life was first introduced as the least understood dimension of human resource development.
The traditional dichotomy between the actively productive economic instruments of development and the supposedly passive, consumption oriented `Social’ objectives of development is not very rational. Improvements in the quality of life should be seen as contributing to development both directly by enhancing the productivity of human capital and indirectly, by providing an incentive for future human resources development.
As essential of training policy, confident leaders are the products of long training and experience. As leadership is required, the purpose of training is to develop competent leaders as well as maintain continuous trend of efficiency at all levels. It is therefore important that officers and men are to be trained to be proficient in their current roles and prepared for the ones at next higher level. Leaders at all levels are developed progressively through training which as a continuous process and the outcome of good leadership is the positive progress of any organization.
Values of an organization are the basic determinants that govern the action of the members. Such core values permeate principally from the society, dominant religion practice. These values provide the necessary cardinal points in the moral compass for its members. Such core values have material and visible effects in the way members of an organization act, behave and operate. Values and adherence to them can be generally accepted as a barometer for organizational and efficiency. Apart from the values, organizational ethos is also very important as it determine the tradition of an organization.
Another essential is professional/ income generating training for male and female. This training aims at providing earning sources for the members. For this purpose almost all sort of technical and professional training are arranged for the members. Both male and female members are targeted for this training. For the purpose women empowerment they are selected for various types of income generating trainings. All these trainings help them for earning and thus initiate the primary effort to eradicate unemployment problem. After the completion of the trainings, loans from bank should be sanctioned for the members so that they can start something for their own. This will pay back in two ways, bank will be gainer and people will find the financial support needed to start something. It will immensely help to reduce the unemployment problem of the country.
A fundamental principle of the competency framework is that each job should be performed by a person who has the required competencies for that job. Once the competencies are laid down, an individual’s development can be more objectively linked to the competencies needed for the current or future jobs. Career progression and placement need to be based on matching the individual’s competencies to those required for a post. The training plan of each Organization needs to address the gap between the existing and the required competencies and provide opportunities to the employees to develop their competencies.
There are many policies for development in Bangladesh. Since independence, we have not been able to prepare a training policy for the nation. But for the nation’s interest, we conduct various public and private level courses for effective and efficient administration. All these aim to achieve the standard of our workforce. To strengthen the workforce, there is no alternative to training. Our all organizations and all government machineries are supposed to be run by a capable workforce. To ensure our capabilities, skill development activities are very necessary. Training always plays a vital role for human resources development. In our country, we follow some guidelines for skill development but we do not have any national training policy. To make the training sector viable, a policy or guideline is mandatory. Ministry of Public Administration is here looking after the training activities of all government officials. Necessary training directives are being issued from this Ministry. There is a cell or training unit which cannot fulfil the necessary formalities of a balanced training activity. So every country needs at least a separate division for activities and necessary control. Under training department, there may be the administrative, legal, operation, planning, evolution and research wing etc. All these will be finalized by a National Training Policy.

(Dr. Forqan is former Deputy Director General, Bangladesh Ansar &VDP)

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