Training & Development

MBA-2ND

GROUP MEMBERS:oASIM SARWAR

oADNAN IDRESS

oTALHA HUSSAIN

oABDUL SAMAD

Presented To:

MR ABDUL LATIF

TRAINING & DEVELOPMENT

TOPIC:

Outline

Training DevelopmentWhy Need TrainingStages IN Training & DevelopmentMethodsPractical Work(PTCL & TELENOR)Introduction Of Organizations

Outline..

Training & development In OrganizationsTraining Need AnalysisTypes of TrainingConclusionRecommendations

Training:

• Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work.

Development:

• Development is the act of improving quality of life and making sure everyone has the preference in what that life looks like. These choices are widened through the combined effort

WHY NEEDTRANING..?

1. Saving Time 2. Saving Money 3. Saving Effort

STAGES IN THE TRAINING & DEVELOPMENT:

• Reaction: How was the training overall? What did participants like and dislike?

• Learning: What knowledge and abilities did participants learn at the training?

• Behavior: How have participants applied the skills they learned?

• Results: What was the effect on the agency or organization?

Methods of Training and Development:

In-basket training Distance learning & video conferencingComputer-based trainingVirtual realityE-learningOn-the-job training (OJT)Job rotation

CONT….

Mentoring & coachingCase studyBehavior modelingRole playingApprenticeship trainingSimulationsBusiness games

PRATICLE

WORK:

Telecommunication Company Ltd(PTCL)

Introduction:

Pakistan Telecommunication Company Limited (PTCL) is considered as one of the most rapidly growing telecommunication companies in Pakistan. It comprises of cellular company Ufone and internet provider Pak Net In 2005, it was partially privatized to UAE based organization.

Training and DevelopmentIN PTCL:

Orientation:

Orientation is given to new employees according to manual/forum

• Policies, Rules and Regulations of the organization

• Duties and responsibilities to be performed

• Routine Task

• Communication to colleagues and immediate boss

Training Need Analysis (TNA)

• PTCL do TNA by performance evaluation through Performance Management Software (PMS), observation or asking by employees’ immediate bosses.

Types of training

PTCL do TNA provides following two types of training

On the job trainingOff the job training

On-the job Training

It includes learning by observation Training by supervisor Training by colleagues Learning by doing

Off-the job Training

For off-the job training PTCL have training centers• PTCL training centers• ITC academy Islamabad

From recent 3 years their own former or existing employees give training to new employees

After training they also evaluate the difference in performance.

Outsourcing

PTCL has also outsourced some of its departments as well as employees

Mostly it has outsourced the customer care centers

It hires the outsourced employees by :

• E square

• HRRS

• Third party Radar

TELENOR PAKISTAN

Introduction:

• Worlds 7th largest Telecom Company

• Total Subscriber of 19.98 million-y 2009

• Telenor Investment in Pakistan is 2 billion USD

• Telenor is creating 2500 direct while 25000 indirect employment opportunities

Training & development IN TELENOR

In house training

Outsource training

In house Training

System related trainingProduct related trainingTechnical trainingFront end desk trainingOperational wise training

Outsource Training

Moral buildingAttitude buildingExecutive training

Telenor’s culture and Training:

• Employees are really satisfied with the norms and values of the Telenor’s internal structure.

• The 90% of the employees of the Telenor take the training most effective.

TNA at Telenor:

• Techniques for Determining Specific Training Needs– Observation– Interviews– Questionnaires– Performance Appraisal– Job description

TRAINING DESIGN MODEL :

The TrainerThe TraineesTraining Climate Trainees’ Learning Style Training Topics Training Strategies Support Facilities Constraints

EVALUATION PHASE

• Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.

PURPOSES OF TRAINING EVALUATION

The five main purposes of training evaluation are

• Feedback• Research• Intervention• Power• Control

Conclusion

• Proper Training Programs.

• Discussion with Trainer about Training.

• Growth Opportunities.

• Motivate Employees.

• Friendly Environment.

Recommendations

Trainer Must be well Trained .

Training must be a continuous process, and results of the Training must be Evaluate.

Provide training in “chunks” that are scheduled over a period of time.

Every individual, supervisor, attend Training Session.

Make use of session pre-work during the actual training session.

Increase trainee investment in the session by engaging them in tasks requiring action.

THANKS..!!

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