This document summarizes training and development practices at PTCL and Telenor in Pakistan. It discusses that training is needed to save time, money, and effort. It outlines the stages of training as reaction, learning, behavior, and results. PTCL and Telenor conduct on-the-job and off-the-job training using methods like mentoring, role playing, and simulations. PTCL has its own training centers while Telenor conducts both in-house and outsourced training. Both companies analyze training needs and evaluate the impact of training on employee performance.
7. Training:
ā¢ 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.
8. Development:
ā¢ 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
10. STAGES IN THE TRAINING &
DEVELOPMENT:
ā¢ Reaction: How was the training overall? What
did participants like and dislike?
ā¢ Learning: What knowledge and abilities did
participants learn at the training?
ā¢ Behavior: How have participants applied the
skills they learned?
ā¢ Results: What was the effect on the agency or
organization?
11. Methods of Training and
Development:
ļ¼In-basket training
ļ¼Distance learning & video
ļ¼conferencing
ļ¼Computer-based training
ļ¼Virtual reality
ļ¼E-learning
ļ¼On-the-job training (OJT)
ļ¼Job rotation
14. 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.
15. Training and Development
IN PTCL:
Orientation:
Orientation is given to new employees according to
manual/forum
ā¢ Policies, Rules and Regulations of the organization
ā¢ Duties and responsibilities to be performed
ā¢ Routine Task
ā¢ Communication to colleagues and immediate boss
16. Training Need Analysis (TNA)
ā¢ PTCL do TNA by performance evaluation
through Performance Management Software
(PMS), observation or asking by employeesā
immediate bosses.
17. Types of training
PTCL do TNA provides following two types of
training
ļ¶On the job training
ļ¶Off the job training
18. On-the job Training
It includes learning by observation
ļ§ Training by supervisor
ļ§ Training by colleagues
ļ§ Learning by doing
19. Off-the job Training
For off-the job training PTCL have training centers
ā¢ PTCL training centers
ā¢ 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.
20. 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 :
ā¢ E square
ā¢ HRRS
ā¢ Third party Radar
22. Introduction:
ā¢ Worlds 7th largest Telecom Company
ā¢ Total Subscriber of 19.98 million-y 2009
ā¢ Telenor Investment in Pakistan is 2 billion
USD
ā¢ Telenor is creating 2500 direct while
25000 indirect employment opportunities
24. In house Training
ļ¼System related training
ļ¼Product related training
ļ¼Technical training
ļ¼Front end desk training
ļ¼Operational wise training
26. Telenorās culture and Training:
ā¢ Employees are really satisfied with the
norms and values of the Telenorās internal
structure.
ā¢ The 90% of the employees of the Telenor
take the training most effective.
27. TNA at Telenor:
ā¢ Techniques for Determining Specific
Training Needs
ā Observation
ā Interviews
ā Questionnaires
ā Performance Appraisal
ā Job description
28. TRAINING DESIGN MODEL :
ļ¼The Trainer
ļ¼The Trainees
ļ¼Training Climate
ļ¼Traineesā Learning Style
ļ¼Training Topics
ļ¼Training Strategies
ļ¼ Support Facilities
ļ¼ Constraints
29. EVALUATION PHASE
ā¢ Training evaluation ensures that whether
candidates are able to implement their
learning in their respective workplaces, or
to the regular work routines.
30. PURPOSES OF TRAINING
EVALUATION
The five main purposes of training
evaluation are
ā¢
ā¢
ā¢
ā¢
ā¢
Feedback
Research
Intervention
Power
Control
31. Conclusion
ā¢ Proper Training Programs.
ā¢ Discussion with Trainer about Training.
ā¢ Growth Opportunities.
ā¢ Motivate Employees.
ā¢ Friendly Environment.
32. Recommendations
ļ Trainer Must be well Trained .
ļ Training must be a continuous process,
of the Training must be Evaluate.
and results
ļ Provide training in āchunksā that are scheduled over a
period of time.
ļ Every individual, supervisor, attend Training Session.
ļ Make use of session pre-work during the actual training
session.
ļ Increase trainee investment in the session by
engaging them in tasks requiring action.