Training & Development
MBA-2ND
GROUP MEMBERS:
o ASIM SARWAR
o ADNAN IDRESS
o TALHA HUSSAIN
o ABDUL SAMAD
Presented To:

LATIF
BDUL
MR A
TOPIC:

TRAINING & DEVELOPMENT
Outline
Training
Development
Why Need Training
Stages IN Training & Development
Methods
Practical Work(PTCL & TELENO...
Outline..
Training & development In Organizations
Training Need Analysis
Types of Training
Conclusion
Recommendations
Training:
• Training is an educational process. People
can learn new information, re-learn and
reinforce existing knowledg...
Development:
• Development is the act of improving
quality of life and making sure everyone
has the preference in what tha...
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?
• ...
Methods of Training and
Development:
In-basket training
Distance learning & video
conferencing
Computer-based training...
CONT….
Mentoring & coaching
Case study
Behavior modeling
Role playing
Apprenticeship training
Simulations
Business ...
E
L
C

I
T
A
R
:
P
K
R
O
W
Telecommunication Company Ltd(PTCL)
Introduction:
Pakistan Telecommunication
Company Limited (PTCL) is
considered as one o...
Training and Development
IN PTCL:
Orientation:
Orientation is given to new employees according to
manual/forum
• Policies,...
Training Need Analysis (TNA)

• PTCL do TNA by performance evaluation
through Performance Management Software
(PMS), obser...
Types of training

PTCL do TNA provides following two types of
training
On the job training
Off the job training
On-the job Training
It includes learning by observation
 Training by supervisor
 Training by colleagues
 Learning by do...
Off-the job Training
For off-the job training PTCL have training centers
• PTCL training centers
• ITC academy Islamabad
F...
Outsourcing
PTCL has also outsourced some of its
departments as well as employees
Mostly it has outsourced the customer ca...
TELENOR PAKISTAN
Introduction:
• Worlds 7th largest Telecom Company
• Total Subscriber of 19.98 million-y 2009
• Telenor Investment in Paki...
Training & development IN
TELENOR

In house training
Outsource training
In house Training
System related training
Product related training
Technical training
Front end desk training
Operati...
Outsource Training

Moral building
Attitude building
Executive training
Telenor’s culture and Training:
• Employees are really satisfied with the
norms and values of the Telenor’s internal
struc...
TNA at Telenor:
• Techniques for Determining Specific
Training Needs
– Observation
– Interviews
– Questionnaires
– Perform...
TRAINING DESIGN MODEL :
The Trainer
The Trainees
Training Climate
Trainees’ Learning Style
Training Topics
Training ...
EVALUATION PHASE

• Training evaluation ensures that whether
candidates are able to implement their
learning in their resp...
PURPOSES OF TRAINING
EVALUATION
The five main purposes of training
evaluation are
•
•
•
•
•

Feedback
Research
Interventio...
Conclusion
• Proper Training Programs.
• Discussion with Trainer about Training.
• Growth Opportunities.
• Motivate Employ...
Recommendations
 Trainer Must be well Trained .
 Training must be a continuous process,
of the Training must be Evaluate...
NK
HA
T

! !!
..!
S
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Training and devopment

  1. 1. Training & Development
  2. 2. MBA-2ND GROUP MEMBERS: o ASIM SARWAR o ADNAN IDRESS o TALHA HUSSAIN o ABDUL SAMAD
  3. 3. Presented To: LATIF BDUL MR A
  4. 4. TOPIC: TRAINING & DEVELOPMENT
  5. 5. Outline Training Development Why Need Training Stages IN Training & Development Methods Practical Work(PTCL & TELENOR) Introduction Of Organizations
  6. 6. Outline.. Training & development In Organizations Training Need Analysis Types of Training Conclusion Recommendations
  7. 7. 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.
  8. 8. 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
  9. 9. WHY NEEDTRANING..? 1. Saving Time 2. Saving Money 3. Saving Effort
  10. 10. 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?
  11. 11. Methods of Training and Development: In-basket training Distance learning & video conferencing Computer-based training Virtual reality E-learning On-the-job training (OJT) Job rotation
  12. 12. CONT…. Mentoring & coaching Case study Behavior modeling Role playing Apprenticeship training Simulations Business games
  13. 13. E L C I T A R : P K R O W
  14. 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. 15. Training and Development IN 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
  16. 16. Training Need Analysis (TNA) • PTCL do TNA by performance evaluation through Performance Management Software (PMS), observation or asking by employees’ immediate bosses.
  17. 17. Types of training PTCL do TNA provides following two types of training On the job training Off the job training
  18. 18. On-the job Training It includes learning by observation  Training by supervisor  Training by colleagues  Learning by doing
  19. 19. 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.
  20. 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 : • E square • HRRS • Third party Radar
  21. 21. TELENOR PAKISTAN
  22. 22. 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
  23. 23. Training & development IN TELENOR In house training Outsource training
  24. 24. In house Training System related training Product related training Technical training Front end desk training Operational wise training
  25. 25. Outsource Training Moral building Attitude building Executive training
  26. 26. 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.
  27. 27. TNA at Telenor: • Techniques for Determining Specific Training Needs – Observation – Interviews – Questionnaires – Performance Appraisal – Job description
  28. 28. TRAINING DESIGN MODEL : The Trainer The Trainees Training Climate Trainees’ Learning Style Training Topics Training Strategies  Support Facilities  Constraints
  29. 29. EVALUATION PHASE • Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.
  30. 30. PURPOSES OF TRAINING EVALUATION The five main purposes of training evaluation are • • • • • Feedback Research Intervention Power Control
  31. 31. Conclusion • Proper Training Programs. • Discussion with Trainer about Training. • Growth Opportunities. • Motivate Employees. • Friendly Environment.
  32. 32. Recommendations  Trainer Must be well Trained .  Training must be a continuous process, of the Training must be Evaluate. and results  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.
  33. 33. NK HA T ! !! ..! S
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