Related to Human resource assignment.

1. PRESENTED TO: MA’AM SARA SANAULLAH
PRESENTED TO: MA’AM SARA
SANAULLAH

3. WHAT IS
TRAINING?
 REDUCES THE GAP BETWEEN THE
DESIRED AND ACTUAL LEVEL OF THE
PERFORMANCE.
 HELPS THE EMPLOYEES PERFORM
ACCORDING TO WHAT IS EXPECTED FROM
THEM.

4. WHAT IS
TRAINING
NEEDS
ANALYSIS?
 PROCESS IN WHICH THE COMPANY
IDENTIFIES TRAINING AND
DEVELOPMENT NEEDS OF ITS
EMPLOYEES SO THAT THEY CAN DO
THEIR JOB EFFECTIVELY.

5. PLAN OF TRAINING NEEDS ANALYSIS
 DETERMINE THE DESIRED BUSINESS
OUTCOMES
LINK DESIRED BUSINESS OUTCOMES WITH
EMPLOYEE BEHAVIOUR
IDENTIFY TRAINABLE COMPETENCIES

6. EVALUATE COMPETENCIES
DETERMINE PERFORMANCE GAPS
PRIORITIZE TRAINING NEEDS
DETERMINE HOW TO TRAIN

7. CONDUCT A COST-BENEFIT ANALYSIS
PLAN FOR TRAINING EVALUATION

9. TNA AT
ORGANIZATIONAL
LEVEL
MACRO LEVEL
ANALYSIS THAT
HELPS IDENTIFY
THE KEY AREAS
HELPS IDENTIFY
TRAINING PROGRAMS
THAT WOULD HELP
ACHIEVE THE
STRATEGIC BUSINESS
OBJECTIVES
IMPROVES THE
CHANCES OF
SUCCESS OF THE
TRAINING
PROGRAM.

11. TNA AT OPERATIONAL LEVEL
DETERMINES WHAT
KIND OF TRAINING
NEEDS TO BE
GIVEN TO
EMPLOYEES
ASSESSES THE
KNOWLEDGE AND
SKILLS REQUIRED
FOR SPECIFIC JOB
TASKS.
HOW IS A JOB
PERFORMED?
EXPECTED
PERFORMANCE
STANDARDS FOR THE
JOB

13. TNA AT INDIVIDUAL LEVEL
CHECKS HOW
EACH EMPLOYEE
PERFORMS IN
HIS/HER JOB ROLE.
GIVES YOU A
COMPLETE PICTURE
OF EMPLOYEE
PERFORMANCE
WHAT IS THE
DESIRED
PERFORMANCE?

15. SIGNIFICANCE OF TRAINING
NEEDS ANALYSIS
IDENTIFIES PERFORMANCE
GOALS AND GAPS IN TRAINING
PROVISION
HELPS DIRECT RESOURCES
TO AREAS OF GREATEST
OPPORTUNITY.
ALLOWS STAFF TO ACHIEVE
PERSONAL AND CAREER GOALS
FULFILLS THE
ORGANIZATIONAL MISSION,
IMPROVE PRODUCTIVITY,
PROVIDE QUALITY
PRODUCTS AND SERVICES.

16. STARTING
POINTS FOR A
TNA
UNABLE TO
MEET
DEADLINES
COMPLAINTS
FROM STAFF,
CUSTOMERS POOR
QUALITY
WORK
HIGH
STAFF
TURNOVER
INCREASED
CONFLICTS
AMONG THE
STAFF
MEMBERS
NEW
EQUIPMENTS
AND
TECHNOLOGY

17. WE VISITED THE ORGANIZATION NAMED
‘TRANSACTION PROCESSING SYSTEM’
WHICH IS A FINTECH COMPANY.
WE ASKED SEVERAL QUESTIONS FROM
THE HR MANAGER ,”HR MANAGER”

18. FOUNDED IN 1996 BY TWO ENGINEERS.
LEADING PROVIDER OF CARDS AND
PAYMENT SOLUTIONS, POWERING
DIGITAL PAYMENTS FOR MORE THAN
130 COMMERCIAL AND CENTRAL
BANKS.
EMPLOYS OVER 300 SPECIALISTS WITH
MULTI-FACED EXPERTISE

19. STEPS OF HR
PLANNING AT TPS
1. ANALYSE OBJECTIVE
2. ANALYSE CURRENT INVENTORY OF HUMAN RESOURCES
3. FORECAST DEMAND
4. ESTIMATE THE GAP
5. FORMULATE PLAN
6. IMPLEMENT PLAN
7. MONITOR THE PLAN
8. PROVIDE FEEDBACK

20. HOW DOES TPS IDENTIFY
THE NEED FOR THE
TRAINING IN ITS
EMPLOYEES?
 HEAD OF THE
DEPARTMENT(HOD)
WORKS CLOSELY WITH THE
TEAMS.
 DESIGNS THE PROCESS.
 RECOMMENDS TRAINING.
CUSTOMER
SURVEYS ON
YEARLY BASIS.

21. STEPS OF
TRAINING NEED
ANALYSIS
1. HR SURVEYS AND
CUSTOMER FEEDBACK
PLAYS AN IMPORTANT
ROLE.
2. IDENTIFY PROBLEMS AND
NEEDS
3. COLLECT DATA
4. ANALYSE DATA
5. PROVIDE FEEDBACK

22. TRAINING METHODS
USED AT TPS
JOB
SHADOWING
TEAM TRAINING
ONLINE
TRAINING

23. 1. JOB SHADOWING
 ON-THE-JOB TRAINING
 ALSO KNOWN AS SUCCESSION
PLANNING
 WORKING WITH ANOTHER EMPLOYEE
WHO HAS A DIFFERENT JOB IN HAND.
 IF A DEPARTMENT’S MANAGER RESIGNS,
THERE IS A PERSON IN THE BACKUP
WHO TAKES OVER THE

24.  A NEW PRACTICE IN THE MARKET
THAT THE COMPANY DECIDES TO
FOLLOW SUCH AS AUTOMATED
INSTEAD OF THE MANNUAL SYSTEM.
 ONE PERSON INITIATES IT AND THEN
TRAINS THE ENTIRE TEAM (MOSTLY
THE MANAGER)
 EMPOWERS TEAMS TO IMPROVE
DECISION MAKING, PROBLEM
SOLVING AND TEAM-DEVELOPMENT
SKILLS.
 COVERS TWO AREAS: CONTENT TASKS
AND GROUP PROCESSES.

25.  THE TRAINING VIDEOS ARE
UPLOADED ON PORTAL WHICH
IS THEN USED FOR ONLINE
TRAINING.
 THE PORTAL IS BEING
MODIFIED WHICH WILL BE
USED AS A TPS ACADEMY.
 THE OLDER ONE WAS KNOWN
AS ‘TPS EDITION’.

26. MEASURE OF EFFECTIVE OF
TRAINING AT TPS
VIDEOS ARE
THEN SENT TO
THEIR TRAINING
MANAGERS WHO
THEN DO
COMPARISONS
FILMED WHEN
PERFORMING
THEIR ASSIGNED
TASKS AFTER
FEW WEEKS OR
MONTHS.
TRAINING
UTILIZED BY
THE
EMPLOYEES.
REQUIRED TO
TRAIN THEIR
SUBORIDNATES.

27. MORE
INFORMATION
 THE TRAINING NEED ANALYSIS
PROCESS IS REPEATED SEMI-
ANNUALLY.
 THE TRAINING NEED ANALYSIS IS
VIEWED AS A CRUCIAL FACTOR FOR
THE ORGANIZATION TO GROW.
 THIS ALSO ALLOWS COMPANY TO
REDUCE REOCCURENCE ISSUES
WITHIN THE PARTICULAR TEAM.
 TRAINING RELATED TO THE HR
ANALYTICS IS REQUIRED FOR THE
COMPANY TO OVERCOME THE GAP
BETWEEN THE ACTUAL AND THE
DESIRED LEVEL OF PERFORMANCE.

28. CONCLUSION
 IMPORTANT STEP IN DEVELOPING SOLUTIONS TO
ASSIST THE EMPLOYEES.
 MUST BE MADE SURE THAT THE RESOURCES ARE
NOT BEING WASTED.
 IDENTIFIES GAPS AND OPPORTUNITIES TO DEVELOP
FURTHER LEADERSHIP AND COMMUNICATION.
 INCREASED ORGANIZATIONAL TRUST AND BETTER
MANAGEMENT.