TRAINING AND DEVELOPMENT AT BRANDIX AND DISADVANTAGE OF INEFFECTIVE TRAINING AND DEVELOPMENT

TRAINING AND DEVELOPMENT AT BRANDIX

The Brandix Group is one of the foremost clothing manufacturers in the South Asian region, with a vision to be “The Inspired Solution for Branded Clothing”. Brandix is dedicated to ensuring that all their employees have entrance to learning, development and training opportunities to achieve the knowledge and abilities required to carry out their nominated tasks within the Group.

Constant re-evaluations are carried out to evaluate the level of investment in staff training and development, hence they are able to decide if satisfactory time and resources are being invested in training and determine, and if the present training and development plan is delivering the expected advantages to both employees and organization.

The efficiency of training programmes is assessed through post-training feedback forms, which are utilized to record the new talents gained, their pertinence to the specific job role and adequacy in the daily application. Brandix has widely categorized their leadership training modules as Executive and Non-Executive.

Figure 1: Performance Outcomes (2014 – 2017)

 (Source: Brandix, 2017, p.26)

The executive leadership training programme is prepared as a collection of robust training units, which allow various executive-level employees to improve their capability and gain practical and leadership skills. For General Executives, the importance is to develop a set of critical abilities including, communication and negotiation, planning and implementation, strategic thinking and decision making, working under pressure, problem-solving, teamwork and team management.

Staff in departments such as IT, Engineering and Merchandising have access to leadership development programmes in practical experience by attending conferences, workshops, audit and technical training.

Non-Executive female employees at Brandix are involved in 65-80 hour programme-based guidance on developing their lives and improving their professional capabilities. After completion of the life-skills programmes, employees are granted the opportunity to take part in improved technical skill training (Brandix 2017).

DISADVANTAGE OF INEFFECTIVE TRAINING AND DEVELOPMENT

It was discovered by Birdi in 2015 that lack of managerial help or a negative departmental atmosphere could restrict or negatively impact the effectiveness of training by influencing the employee's ability to implement novel ideas gained from training (Punia & Kant 2013).    

Reference List:

Brandix Lanka Limited (2017) Sustainability Report 2015-2017.[Online].Available at:http://www.brandix.com/pdf/brandix-lanka-sustainability-report-2015-2017.pdf . [Accessed on 21 September 2018].

Punia,B.K. & Kant,S.(2013) A Review of Factors Affecting Training Effectiveness Vis-À-Vis Managerial Implications and Future Research Directions.International Journal of Advanced Research in Management and Social Sciences,2(1),pp.151-164.Available from https://www.academia.edu/13171979/A_REVIEW_OF_FACTORS_AFFECTING_TRAINING_EFFECTIVENESS_VIS-%C3%80-VIS_MANAGERIAL_IMPLICATIONS_AND_FUTURE_RESEARCH_DIRECTIONS  [accessed 21 September 2018].