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Improving working conditions in the ready-made Garment Sector in Bangladesh - Midterm Evaluation

eval_number:

2158

eval_title:

Improving working conditions in the ready-made Garment Sector in Bangladesh - Midterm Evaluation

location:

region:

Asia and the Pacific

country:

Bangladesh

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eval_url:

https://analyticstest.ilo.org/ievaldiscovery/eval/2158

lessons_learned:

description:

Developing a proper road map based on training needs identified both by supervisors and staff/workers for capacity development certainly helps in achieving intended goal. Experience shows that there is a limit to absorptive capacity in training participants and it varies widely based on their backgrounds. Thus, in order to maximize learning and new knowledge retention, the project will benefit from a comprehensive capacity development road map comprising relevant activities, sequence them and space them over time. This needs to follow from properly done training needs analysis. A group of five FSCD inspectors during a focus group meeting appreciated training offered by ITC Turin instructors but they emphasized that training need to complement access to relevant equipment. In their case, FSCD lacked equipment and hence training could not be put in practice. In a rapidly changing world, the stakeholders need to keep up with rapidly changing technology. Hence, a single dose of training is not adequate and on the job skill upgrading need to follow. However, this requires institutional support and staff/workers cost. Industry and the Government should recognize that investment in skill development is an investment in human resource development rather than sunk business costs. Another example is skill development training offered to survivors of RP collapse.

context:

Characteristics of the project have caused the noticeable surface of some challenges related to pedagogy, training programs and their linkage with application. These problems could be assessed collectively with the partners to overcome any limitations and enhance effectiveness of the training, and use the learning across other projects. For leading the assessment, employing a training expert will be worthy and meaningful. Involving recipient partners in a consultation led by training expert will create awareness among them and make them active in planning training program effectively.

success:

Placement of Training Officer and his/her effective and professional leadership will result in overcoming the challenges and difficulties hopefully.

challenges:

Not having a Training Officer (under recruitment process currently) for RMGP posed challenges for huge and diverse capacity development activities for different partners. A review of the CDAs and proper planning with the partners can help to create synergies, proper sequencing, value for money, and the relevance to project outcomes over next 15-16 months.

administrative_issues:

Necessary staff (Training Officer) needs to be in place as soon as possible.

comments:

Respective project components of RMGP, DIFE, FSCD, NCCWE, IBC, BEF, AAB, and other projects of ILO CO.

url:

https://analyticstest.ilo.org/ievaldiscovery/lessons/204322

themes:

theme:

Training

category:

Employment

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