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Telenor’s Training System

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The research report was prepared on Norway based telecom company having operations in Pakistan. Report is based on secondary data.

The research report was prepared on Norway based telecom company having operations in Pakistan. Report is based on secondary data.


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  • 1. Training System of Telenor Pakistan
    Presented By
    Muhammad Mahmood Aslam
  • 2. Brief overview of Telenor
    HRD Department and its functions
    Challenges faced by HRD department
    Framework for HRD Department
    Conclusion
    Recommendation
    Today I will discuss…
  • 3. 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
    Introduction
  • 4. To increased profitable growth-2011
    To strengthen performance culture
    To develop a competitive advantage
    To provide a superior customer experience
    To ensure best practice benchmarking across the Group
    To drive change and constant renewal
    Corporate level Strategies
  • 5. Central I
    Central II
    North
    South
    Human Resource Development Departments
  • 6. Training development
    Organizational development
    Career development
    The “new learning and performance wheel”
    Strategic management and HRD
    Human Resource Development Functions
  • 7. Increasing workforce diversity
    Competing in a global economy
    Eliminating the skill gaps
    The need for life long learning
    Facilitating the life long learning
    Challenges
  • 8. In house training
    Outsource training
    Types of Training
  • 9. System related training
    Product related training
    Technical training
    Front end desk training
    Operational wise training
    In house Training
  • 10. Moral building
    Attitude building
    Executive training
    Outsource Training
  • 11. 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.
    Telenor’s culture and Training
  • 12. Flat structure of communication
    Hierarchy of the organization is well managed
    Vertical as well as horizontal communication
    Training as a necessary component
    Necessary Components of Culture
  • 13. HRD department follow a framework which consists of four major steps:
    Training need assessment phase
    Training design phase
    Implementation phase
    Evaluation phase
    Frame Wok for HRD Department
  • 14. Organization level
    Individual level
    Operational level
    Level of Training Need
  • 15. Levels of Training Need
  • 16.
    • Who Conducts Needs Analysis & Why?
    • 17. Who is the Trainee?
    Necessary Questions for TNA
  • 18. Techniques for Determining Specific Training Needs
    Observation
    Interviews
    Questionnaires
    Performance Appraisal
    Job description
    TNA at Telenor
  • 19. TRAINING DESIGN MODEL
  • The Trainer
    Before starting a training program, a trainer analyzes his technical, interpersonal, judgmental skills in order to deliver quality content to trainers.
    The Trainees
    In training design there should be a close scrutiny of the trainees and their profiles. Age, experience, needs and expectations of the trainees are some of the important factors that affect training design.
    Training Climate
    There should be a good training climate, a good training climate comprises of ambience, tone, feelings, and positive perception for training program, etc is one of the necessary conditions of training design.
    Training Climate There should be a good training climate,
  • 27. Trainees’ Learning Style
    The learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program.
    Training Strategies
    Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included.
    Training Topics
    After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules.
  • 28. Training Topics Contents
    Contents are then sequenced in a following manner:
    From simple to complex
    Topics are arranged in terms of their relative importance
    From known to unknown
    From specific to general
    Dependent relationship
  • 29. Training Tactics
    Trainees’ background
    Time allocated
    Style preference of trainer
    Level of competence of trainer
    Availability of facilities and resources.
  • 30. Support Facilities
    These are of two Types
    Printed
    Audio visual
    The various requirements in a training program are
    white boards
    flip charts
    markers.etc
  • 31. Constraints
    Time
    Accommodation, facilities and their availability
    Furnishings and equipments
    Budget
  • 32. EVALUATION PHASE
    Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.
  • 33. PURPOSES OF TRAINING EVALUATION
    The five main purposes of training evaluation are
    Feedback
    Research
    Intervention
    Power
    Control
  • 34. PROCESS OF TRAINING EVALUATION
    Before Training
    the learner’s skills and knowledge are assessed before the training program
    During Training
    It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals. After Training It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training.
  • 35. TECHNIQUES OF EVALUATION
    In house Training
    Observation
    Questionnaire
    Interview
    Quizzes
    Outsource Training
    Execution on the job after Training
    During Execution at the job
  • 36. RESPONSIBILITY FOR THE EVALUATION OF TRAINING
    Senior Management
    The Trainer
    Line Management
    The Training Manager
    The Trainee
  • 37. Proper Training Programs.
    Discussion with Trainer about Training.
    Growth Opportunities.
    Motivate Employees.
    Friendly Environment.
    Conclusion
  • 38.
    • Trainer Must be well Trained .
    • 39. Training must be a continuous process, and results of the Training must be Evaluate.
    • 40. Provide training in “chunks” that are scheduled over a period of time.
    • 41. Every individual, supervisor, attend Training Session.
    Recommendations
  • 42.
    • practice active learning principles; honor a variety of learning styles.
    • 43. Make use of session pre-work during the actual training session.
    • 44. Increase trainee investment in the session by engaging them in tasks requiring action.
    • 45. Provide reference materials and job aids for review after the session.
    • 46. During the session, discuss how to address real life scenarios, and barriers.
    Recommendations (cont.)
  • 47. Questions