* Background of the study * Methodology of the study * Demographic characteristics * Findings * Responses from Managers/Supervisors * Responses from

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3 * Background of the study * Methodology of the study * Demographic characteristics * Findings * Responses from Managers/Supervisors * Responses from workers * Recommendations & ways forward *

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9 * * The retail market is worth about Tk billion. * Growing rate is 14% will reach Tk billion by * Supermarkets account for around 2% of total sales. * Worth about Tk. 15 billion will reach Tk billion by * The retail sector employs 40% of the total employment which is 10 million people Source: (The Financial Express, 25 th Jan 2012)

10 * * RSL opened the first supermarket Agora in 2001 * 6 outlets * 40 by 2015 & 40 more by 2017 * ACI logistics Shwapno * 70 outlets including 30 outside the capital * 500 new outlets in 10 years * Gemcon Groups Meena Bazar * 16 outlets * 12 more by 2013 * Bangladesh Rifles * 11 outlets across the country * Govt. has declared supermarkets as service industry in 2012.

11 * * Supermarkets have opened the opportunity for employment of both unskilled and semi-skilled workers. * Most of the retail chains have high rate of employment turnover. * Retail sector is struggling to find, train and retain skilled workers. * Supermarket culture is growing in demand and the numbers of supermarkets are expanding. * A huge number of skilled manpower will be required. * A skilled employee is considered as an asset who can make a huge difference in a sector with high competition and very low margins.

12 * * RCL plans to develop a pool of potential employees for retail chains; * RCL also plans to provide Skill Development Training Program to the unemployed and underemployed youths. * RCL got support from Swisscontact through SkillFUL project to conduct Rapid Training Need Analysis (RTNA).

13 * *Assess the capacity of existing workforce to identify their current skill level and specific skill gaps of the workforce employed in retail chain supermarkets. *Assess the capacity of store supervisors on training skills.

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15 Target respondents Managers, Supervisors and Employees aged 18 and above. 15 Managers, 45 supervisors & 254 workers were interviewed. Questionnaire A structured matrix questionnaire was designed for the survey. 2 sets of questionnaires consisted of 55 questions. Data analysis Sample & data collection Face-to-face interview using semistructured questionnaires were used to collect data from the available respondents on that day. 272 respondents interview were considered finally for the study. MS Excel were used. To translate respondent s response and produced necessary charts to get pictorial view. Narrative answers were accumulated and cross-filtered to produce sets of different data.

16 * Covered Areas Demographic characteristics of respondents; Set 1: Managers/Supervisors Existing skill trainings and how they have trained their subordinates; Workers current problems in their work place; Skills and knowledge needed to overcome these problems; Company s training to improve worker s performance; Company s training investment for workers and willingness to invest in Skill Development Training Program ; Set 2: Workers Workers existing skill training; Workers daily, periodic and irregular duties/tasks & products; Workers physical demand requirements to perform the job; Environmental conditions facing by the workers during their work; Workers facing problems in current job; Worker receiving training from current company; Workers willingness to improve their skills further; and Workers affordability in taking skill development training from outside of the

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18 Respondents by Gender & Occupation 33 2 Manager Supervisor Worker Male Female

19 Respondents by Age Worker Supervisor Manager

20 Workers education level 1% 4% 20% 11% 13% Illiterate Class 5-8 Class 9-SSC/Dakhil HSC/Alim Degree/Hon's/Fazil Masters 51%

21 Working in retail chain industry < 6 Months 6-12 Months 1-2 Years > 2 Years Manager Supervisor Worker

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24 Manager/Superviso rs existing skill training to train up workers Customer satisfaction, employee motivation, food & hygiene issues, health & safety issues, negotiation skill, meat processing etc. A range of workers were trained by them. In the form of formal, informal or both types of training provided to the workers. 30 Workers given training method by Manager/Supervisor Formal Informal Both Manager Supervisor

25 Problems faced by workers in performing duties Fake note identification, product rotating, difficult customer handling, oral communication, product knowledge etc. Company s training support to improve workers performance 90% replied that company provided training to improve worker s performance. 12%, 24% & 64% respondents respectively mentioned pre-joining, onthe-job and both method of training were provided. 80% respondents were agreed on company s capability of arranging inhouse training. All respondents also stated different amount of money ranged from Tk Tk that companies were invested per worker Would be able to spend the same amount on Skill Development Training Program for workers.

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27 Skills training received by the workers while serving in this company 86% workers replied that they received skill training provided by the company but 14% workers reported in the negative. Those 14% respondents, who replied negative of them 55% workers replied having expertise available in the workplace to train them to improve their performances but 45% respondents were remained in the negative. 33 male & 11 female received pre-joining training, 53 male & 6 female received on the job training, 71 male & 17 female received both methods of training from their current companies. But 29 male & 2 female did not receive any kind of training from the workplace they were working for Company's training method provided to the workers Pre joining On-the-Job Both No Training Male Female

28 Workers willingness to pay for external training Of all respondents, 88% workers wanted to improve their knowledge & skill further. 50% workers were ready to pay TK. 1,000 for attending skill improving training outside. But 19% workers were not interested to spend from own source for the same purpose. Furthermore, 14%, 10%, 5% and 2% respondents were interested for spending TK. 2,000; TK. 3,000; TK. 4,000; and TK. 5,000 respectively. Workers ready to pay for external training 2% 5% 10% 19% 14% 50% Tk 1,000 Tk 2,000 Tk 3,000 Tk 4,000 Tk 5,000 Not Interested

29 *Bakery, Fast food & Café: *Cleaning: *Customer Service: *Dairy-Beverage & Frozen Food Items: *Fish: *Fresh Fruits and Vegetable: *Grocery: *Health and Beauty Products: *Household Items: *Meat (Beef, Chicken and Mutton): *Electronic Point of Sales (EPOS): *Product Inventory: *Security Guard: *Wastage & Disposal: *Warehouse for Non-perishable Items: *Warehouse for Perishable Items:

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33 Job Description: Responsibilities: * Daily deliveries receiving, checking, allocating, software updating and preparing documentation; * Monitoring daily sales; * Products gap scanning and making note; * Replenishing and merchandising promotional products and materials; * Checking and listing of expiry products; * Collect departmental demand requirements for next day s order; * Preparing and finalizing the demand order and placing the same to the head office/suppliers; * Ensuring inventory audit and back store sorting as and when required; * Taking necessary actions on damage products; * Ensuring missing products availability from others sources; * Informing authority about some new/special products required by the customers. Skills required: * PC and software operating skill; * Communication skill; * Reading and writing skill; * Quantitative skill; * Observation skill; * Product handling and unloading skill.

34 Workers physical strengths perceived to perform their job Warehouse Perishable Warehouse Non Perishable Wastage & Disposal Security Guard Product inventory EPOS Meat (Poultry) Meat (Beef & Mutton) Household items Health & Beauty products Grocery Fresh Fruits & Vegetable Fish Dairy-Beverage & Frozen food items Customer Service Cleaner Bakery, Fast Food & Café Very Heavy Heavy Work Medium Ligth Work Little Effort

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40 Recommendations for Consideration Behavioral skills; physical skills cognitive skills and technical skills based training is required for the target audience. (Table 30) Supervisors existing training, experiences and well known about workers problems will help them being capable of giving training to the workers. Proposed SDTP should focus on operational skill & soft skill based training modules. To infer how much fees can be charged, it is required to take into considerations of unemployed & workers financial capability, business viability and projects goal. Way forward After completing the first phase RCL expects SkillFUL team will continue their support in the second phase on developing training modules (standardized curriculum), trainers, master trainers and a dummy store. In the next phase, RCL plans to provide the SDTP commercially to the target audience. In the final stage, an assessment of trainees will ensure their quality as well as certification of the course. RCL also believe that the success of this training will help to elevate the program into Diploma courses. RCL hope that support from the SkillFUL team will ensure RCL to develop pool of ready to join employees for the supermarket industry as well as make the STDP more successful in the long run

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