Training and development program CHRP

of 32 Training and Development Program
Training and Development Program
Ace the Artistic
Artistic Milliners (Pvt.) Ltd.
Training and development is part of Human Resource Management, training plays a vital role in
the growth of organization, many organizations believe that training is to be given to new
inductees in the organization so that they can perform well in the company, in past days a big
number of companies did not have training and development department separately on the
contrary training was given to the people on production floor, however as time passes training
and development department has proven its reliability and effectiveness, in this document I will
try to explain the function of training and development in a conservative garments company
where the concept of soft skills training is totally new and hard to believe that a garments
company where most the staff belongs to labor class and not school literate.
Monday, October 24, 2016
Abdul Rehan Rajput

Acknowledgement
It is my profound privilege to acknowledge with deep sense of gratitude
and ineptness towards my project guide Ms. Sadia Riaz Manager
Human Resource (Group) for her valuable guidance.
My sincere thanks to Mr. Qazi Mohammad Adnan GM Human Resource
for giving me a chance to do project at Artistic Milliners (Pvt.) Ltd.
My special thanks to staff members of Artistic who helped me during
this project work. I am also thankful to the management of Artistic who
has given their full cooperation in this project.
Abdul Rehan

Certification
This is to certify that Mr. Abdul Rehan (Assistant Manager
Training and Development) Artistic Milliners has worked on the
project Ace the Artistic with the capacity of Assistant Manager
T&D, Mr. Abdul Rehan has been working on this project since
December 1st 2015, he has prepared the project report from
August 20th 2016 till September 26th 2016, we wish him best of
luck for his project and in future career.
Ms. Sadia Riaz
Group Manager
Human Resource
Artistic Milliners Pvt. Ltd

Table of Content
S. No. Chapters
Page
No.
1 Introduction 3
2 What is HRM? 3
3 Training and Development 4
4 Training and Development Methodology 4
5 Factors that Affect Training Method 7
6 Company Profile 7
8 Project Objectives 8
9 Training and Development at Artistic Milliners 9
10 Ace the Artistic 9
11 Training and development Plan 10
12 Bob Pikes 5 Laws of Adult Learning 14
13 Laws of Learning 14 Principles 14
14 Data Analysis 15
15 Conclusion & Recommendation 25&26
16 Bibliography 26
17 Annexures 27

Introduction
Human Resource Management is the science of study of human behavior, humans are
social beings and whether deliberately of unconsciously we are interacting with other
people or planning something that involves other human, this relation appears nowhere,
they depend on our actions and abilities to manage our actions.
I personally believe that dealing with people is the most difficult things that we manage
to do in our lives, every human think, feels hears, smells, sees differently, other human
understands and behaves differently in the same situation where one person is. We all
belong to different cultures, ethnicity, religion and political backgrounds. This makes all
of us unique to each other in terms of values, morals and believes. This verity of
thoughts, believes and understanding does reflects in our day to day tasks. Peoples
characteristics, values and believes influence their attitudes, behavior and choice of jobs.
Science says that people’s genes and their environment affect their intellectual
capacity, people’s intentions and their tendency which generates people’s actions and
determine their behaviors. People do things their own way, for their own reasons.
What is Human Resource Management?
Human Resource Management (HRM) is the process of employing people, training
them, compensating them, developing policies relating to their benefits and company
benefits, making strategies to retain them. As a field HRM has gone through many
changes in past 2 decades, which gives at a more dynamic role on today’s organization
culture. In past HRM was meant to see payroll issues and arranging parties’ picnics to
the company employees, checking if the form were filled correctly or not, in other word
more of the administrative role than a management role, Jack Welch, former CEO of
General Electronics and management guru, sums up the new role of HRM, “Get out of
Payroll and enrollment forms. Remember HR is important in good times; HR is defined
in Hard Times.

Training and development
HR Management needs to provide the opportunities to the employees to improve their
knowledge, skills and expertise, individual learning and organizational learning are part
of a cycle and employees take initiatives to identify their own training needs however at
company’s level it is a totally different thing.
Training is the effort made by the organization to raise learning abilities among its team
members, focused on getting short team results.
Development is somehow different than training it is sued to enhance or flourish one’s
abilities for the future responsibilities.
Employees from different backgrounds have different understandings about the job,
there are different types of jobs in the company some are technical jobs and some are
office work (administrative) for technical jobs most of the companies have the practice
of adjoining the new employee to an old (experienced) employee who is responsible to
provide the information and train the new person, however this practice is not beneficial
for company employees, seeing as it is not necessary that an experienced employee has
the training skills and enough knowledge to train and tell the complete details, this puts
the new employee in difficult situation because he/she was trained by the person who is
not expert.
Training Methodology
There are different methods that can be utilize in training and each of them has
advantages and disadvantages, for designing a training course a good mix of all the
methods would work more effectively and would bring more verity in the training
program, below is the summery for different training methods along with their
advantages and disadvantages.

Method Advantages
Possible
Disadvantages
Remarks
Informational
Lecture/ Forums
(with question
answer session)
Conveys large
number of
information, Fast,
control on the topic.
Passive audience
Less interactive.
Trainer has to be an
effective speaker,
should be self-
limited and good
time manager.
Panel/ Panel Forum
Adds different point
of view
More information at
one platform.
Audience is more
passive and no
interaction, panel
discussion is not
effective with the
group of more than
20 people
Speaker should
express less
emotion and
communicate his
point of view with
logic.
Debate
Provides more
points for
brainstorming.
Audience is most of
the time not
interested and
passive.
Speaker should
express less
emotion and
communicate his
point of view with
logic.
Presentation/
presentation with
listening team
Presentation with
reaction panel
Keeps audience
active, interested
and interactive.
Lots of information,
fast and new
viewpoints is a big
advantage.
Learner can be
confused or lost
during the
presentation. Time
control is more
difficult.
The trainer should
prepare listening
assignment with
clear purpose,
should allow
enough time for
question answers.
Group discussion
(of given topic)
Keep audience
interactive and
For a few
participants some
Trainer needs to
divide large group

Buzz group
alive,
New points can be
discovered and
learning and
increased.
points may be
confusing and they
may lost in the
discussion.
into small groups of
4-5 people and
small groups would
have a short time to
discuss a topic or
solve the problem.
Brainstorming
Would involve all
participants in the
discussion, ideas are
coming quickly,
very effective of
problem solving and
unique ideas.
The problem must
be clearly defined,
time control is very
difficult.
Problem solving for
a creative team.
Attitudinal
Task group
Sustained
interaction allows
quieter people to
express their ideas.
Time consuming
and would be less
focused group.
Groups should be
small and diverse
with sustained
interaction and
clear purpose.
Behavioral
Role Play
Help retention and
deliver the message
more effectively to
the participates,
Audience is more
involved and active.
Require time to
prepare, may be
difficult for few
participants and
may not match with
the value and
culture of the
audience.
Trainer needs to
keep the reaction of
the audience and
should prepare the
situation according
to the topic and
culture of the
audience.
Movie
Very suitable for
practicing new skill
or behavior.
May not match with
the value and
culture of the

audience.
Games
Motivated
involvement
practice skills in
problem solving and
decision making.
Time consuming,
may require more
than one facilitator.
A package game
requires leaders to
learn the rules and
direction.
Main Factors that affect the training method
Artistic Milliners (Pvt.) Ltd.
Artistic Milliners was established in in 1949, it has been one of the biggest garments
group in Pakistan, operating on an area of 165, 922 sq. meter with and employing over
18000 people, operating as a full vertically integrated textile set-up Artistic has worked
on both the sectors fabric and garments it Unit 2, 3, 5 & 8 are dedicated to fabric where
spinning, weaving and dyeing operations are done, while 2, 4, 6, 7, 9, 10, 11, 14 work on
garments sector, The Artistic Milliners was rated No. 1 denim mill in terms of best
practices in Pakistan by Werner International, Artistic Milliners has been certified by
very first Green Plant by Green Building Conuncil (U.S.A)
Human Factor
-Trainer -Participants
Objective
-Knowledge -Skills
-Attitude
Subject Area
-Specific subject
-Inter disciplinary problems
Human Factor
-Time and material
-Finance –Training facility

Artistic Milliners with its mission statement giving new directions to the garments
industry in Asia
“To sustain our reputation as one of the top denim company in the world by
striving for excellence in each function of our business”
Project Objective
Since Artistic Milliner’s mission is to strive for the maximum output, in country like
Pakistan we have a big number of population who is not school literate and do the small
jobs where as Artistic Milliners is the company which gives them a chance to grow in life
and change their standards of living, keeping this in mind Autistic’s management
continually do the efforts to fulfill its social responsibility here at Artistic we have many
program where we encourage and support our employees to bring change in their lives
by getting education and advancement in their skill level, at Artistic we are currently
running training programs as follows.

Stitching Training Unit (STU)
In this training we are helping the unskilled labor to learn and develop stitching skills so
that they can earn for their families.
Personal Advancement & Career Enhancement (P.A.C.E)
P.A.C.E is a program which focuses on woman empowerment to empower the society. In
this program they are educated to learn the managerial skills that would enable their
personal and professional growth.
Her Health Program
This program is also focused on woman to educate them about the health related issues
they face and how they can avoid them to maintain their family health as well.
UNDP Youth Empowerment Program
In this program we focus on young population of low income areas to teach them
different skills so that they could support their family finance further study.
Ace the Artistic (AtA)
Ace the Artistic is the main program I would like to discuss in the document as it has
been discussed that people from diverse culture work in production factories and mostly
are not school literate, the behavioral issues are the problems faced in day to day life, the
realization of AtA program was initially proposed by the senior management because
the behavioral issues of labor were raised before them and it was realized that the lack of
education and diverse culture is the main cause of the problem, at Artistic we have
people from diverse religious, political and ethnical backgrounds, so we decided to
minimize the gap between the workers by educating them, we planned a curriculum for
them for soft skills, leadership skills development, Artistic Milliners hired the services of
an external trainer and planed a master trainers program for the better delivery of the
training content and started the execution of plan at middle management (supervisors &

In-charges) who are in direct contact with the labor seeing as for labor we had different
ongoing trainings for their skills development, the master trainers were trained on the
below mentioned trainings.
 Train the Trainer
 Communications Skills
 Team bonding
 Time Management
 Stress Management
 Emotion Management
 Leadership Skills
 Maximizing Personal Productivity
These trainings were planned for the middle management and executed by the Training
& Development department.
Training & Development Plan
While making the plan for the execution of the trainings we planned to do that gradually
at middle management because we have the strength of 35oo+ employees in 1 unit and it
is very difficult to arrange the training for all of them so we decided to train the
supervisors and in-charges who are 355 in count and easy to manage and follow up the
training results, further they will be responsible to deliver the same information to their
team members in the supervision of T&D team, each supervisor/In charge is responsible
of 10 to 12 workers in their lines so they can easily deliver the information to their team
mates, master trainers team will also do the floor visits and random discussion with the
workers regarding their supervisor’s behavior also a training and trainee evaluation
form was also made which will help to tabulate the end results also to identify the next
year’s plan because we all know that learning is a continues process. Below is the TNA
chart.

Gap Analysis
Identifying Target
Employee
Identifying Training
Resources
Training of Master
Trainers
Preparation of Training
Module and Calendar
Execution of Training Plan
Follow up and Feedback

GAP Analysis
Since we were having high turnover and has been in difficulties to overcome this issue,
the normal practice in the industry is that 30 to 35% workers leave the company on
frequent basis, they come from out stations and spend some time in the city and leave
for their hometowns, however the 40% population usually spend at least 1 year to avail
Gratuity and annual bonus, the remaining people try to build their career and go for the
further growth, our concern was that these people were leaving on frequent basis, when
the results of exit interview analysis came it tells in interesting story. In the month of
September 2015, the turnover was 25% in which 40% were old trained employees, the
management took it serious and realized that the most of the people left the company
due to misbehavior of supervisors and in-charges that was the point where Artistic took
the services of a training consultant to overcome this issue.
Identifying Target Employees
The basic problem with the middle management which was week in handling the
pressure and manage the work stress, we targeted those supervisors whose subordinates
were complaining the work load and the time management issues, a session was
conducted with the employees as well as the supervisors where their issues were heard,
management decided to educate the people of live skills and bridge the GAP.
Identifying Training Resource
Artistic being the first in the industry to observe and implement live skills training in the
organization to educate the people belong to the company, so it made a training
program and decided to find the resources from the company as we need to train a big
population of the workers who are most of the times not school educated so we found
people amongst them who are in contact with the workers and supervisors in their day
to day tasks.

Training of Master Trainers
As per the compliance roles no person can teach something to the people in the
company unless he/she has not get the proper training of this as well. So Artistic hired
the services of a consultant trainer from a renown trainer of Karachi, we selected a
group of 15 people from our company based on the profiles and test results, outsourced
trainer planed a 6 months program 1 training each month and then the delivering the
training.
Preparation of Training Module and Calendar
After getting training from the outsourced trainer the training for Artistic employees
was conducted, during this activity the only issue was faced was the noncooperation
from the workers and supervisors, seeing as they thought that the trainings are given
just to waste their time and there is no use of it, however when we explained them that
how the training is going to be useful for them and what benefits they might get by
completing the training so the reluctant behavior got changed and they participated in
the training. (An example of training calendar is available in Annexures)
Execution of Training Plan
Trainings were conducted by the master trainers, trainings were conducted during the
shifts and in lunch hour for which the employees were informed by their managers,
trainings were conducted in a group 20 to 15 people and all participants were involved
and given the information and examples from their lives so that they understand it and
try to implement in the similar situations when they come across.
Follow up and Feedback
Follow up and feedback is the most important part of the training, by doing follow up it
can mostly be identified if the trainings were effective and useful for the trainees or it is
just waste of efforts. It also gives us the insight of future training needs as well as the
opinion of the trainees about the training activity.

We did some work on training material and found the below mentioned practices that
may be useful for training modules preparation.
Bob Pikes 5 Laws of Adult Learning
Bob Pike a renowned public speaker introduced 5 laws of adult learning which are very
helpful for professional trainers to prepare the training material, his 5 laws are as
followed
1. Big bodies
Adults are big brain in baby’s body
2. Own data
People do not argue with their own data
3. Fun
Learning is directly proportional to the amount of fun you have
4. Behavior
Learning has not taken until behavior has changed
5. Fu Yu, WuYu, Wzu, Tu Yu
If mama can do it, if father can do it so the baby can also do it.
Laws of Learning 14 Principles
 Law of previous experience
We being human always refer our past experience about anything happens in our lives
 Law of relevance
Human does not show interest in anything if it is not relevant to their lives of affecting
their lives.

 Law of self-direction
Normally every one of us has the direction in life which is directly related to the above
mentioned 2 laws.
 Law Self-Expectation
It is natural that we develop some expectation in our lives from people, things or events
related to our lives
 Law of Self-Image
All of us have a self-image what we believe we are and always show reluctance to except
anything opposite to it.
 Law of Multiple Criteria
Being a learner we always have different criteria to judge the learning and utilization of
that learning.
 Law of Alignment
As a learner we want alignment in the method, content and activities in the learning
process.
 Law of Active Learning
Active responding procedures are more effective than the passive learning procedures.
 Law of Practice and Feedback
It is very important in learning to practice the things one has learned and must provide
the feedback of it so that the further innovation and improvement take place.
 Law of Individual Differences
In a group learner there are people from different background and they also have
different ways to learn things.
 Law of Learning Domains

Different types of learners require different types of strategies.
 Law of Response level
Learners master that skill and knowledge at the level to which they are asked to respond
during the trainings.
 Law of Reinforcement
We learn the repeat the behaviors that are rewarded.
 Law of Emotional Learning
Things that are accompanied by the intense emotions are one that last long with their
effects in the human behavior
Numbers
In AtA we targeted our biggest unit, which has the workforce of almost 5000 and we
have 350+ supervisors and in charges, below is the data which denotes the result of the
program. Turnover has been one of the biggest challenge for Artistic Milliners to sustain
the work quality and for employee satisfaction. Below is the turnover chart for 12
months six months before training and six months after the start of training program.
13% 13%
12%
18%
12%
10%
11%
9%
11%
9%
8%
7%
0%
5%
10%
15%
20%
Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 Mar-16 Apr-16 May-16 Jun-16
Turnover Percentage

Training evaluation and feedback
We adopted a training evaluation and feedback form which serves to different purpose
in this form we included, training material & trainer’s skills evaluation (by the trainee),
Trainee’s participation and over all evaluation during the training (by the trainer) and
after training impact of training on trainee’s performance (by the reporting authority, IE
or IB department)
Please find below the training analysis.
The objectives of the training were clearly defined
Excellent Very good Average Poor Very poor
17% 40% 43%
603 598
536
804
527
457
501
426
499
401
342 301
0
200
400
600
800
1000
Jul-15 Aug-15 Sep-15 Oct-15 Nov-15 Dec-15 Jan-16 Feb-16 Mar-16 Apr-16 May-16 Jun-16
Employees Left

Participation and interaction were encourage
27% 35% 38%
17%
40%
43%
Excellent
Very good
Average
Poor
Very poor
The objectives of the training were clearly defined
27%
35%
38%
Excellent
Very good
Average
Poor
Very poor
Participation and interaction were encourage

The topics covered were relevant to me
14% 60% 20% 6% 0%
The content was organized and easy to follow.
9% 77% 15% 0% 0%
14%
60%
20%
6%
0%
The topics covered were relevant to me
Excellent
Very good
Average
Poor
Very poor

The materials distributed were helpful
46% 37% 9% 9% 0%
9%
77%
15%
0% 0%
The content was organized and easy to follow.
Excellent
Very good
Average
Poor
Very poor
46%
37%
9%
9%
0%
The materials distributed were helpful
Excellent
Very good
Average
Poor
Very poor

This training experience will be useful in my work
50% 41% 6% 4% 0%
The trainer were well prepared before the session
33% 67% 0% 0% 0%
50%
41%
6% 4%
0%
This training experience will be useful in my work
Excellent
Very good
Average
Poor
Very poor

The trainer was knowledgeable about the training topics.
32% 63% 6% 0% 0%
33%
67%
0%
0%
0%
The trainer were well prepared before the session
Excellent
Very good
Average
Poor
Very poor
32%
63%
6%
0%
0%
The trainer was knowledgeable about the training
topics.
Excellent
Very good
Average
Poor
Very poor

The trainer has influential personality.
38% 51% 5% 6% 0%
The time allotted for the training was sufficient
22% 51% 25% 2% 0%
38%
51%
5%
6%
0%
The trainer has influential personality.
Excellent
Very good
Average
Poor
Very poor

The training room and facilities were adequate and comfortable.
17% 32% 34% 17% 0%
22%
51%
25%
2% 0%
The time allotted for the training was sufficient
Excellent
Very good
Average
Poor
Very poor
17%
32%34%
17%
0%
The training room and facilities were adequate and
comfortable.
Excellent
Very good
Average
Poor
Very poor

Trainer have good skills to explain
38% 60% 3% 0% 0%
Conclusion
 AtA has played a vital role employee retention
 AtA is a platform where employees freely discuss their issues and get the
solutions most of the time
 Artistic is giving importance to the people rather than the production
 Artistic Milliners is the pioneer in providing soft/live skills training to the basic
staff of their organization
 Employees are now behaving more formal than the other garments company
workers
38%
60%
3%
0%
0%
Trainer have good skills to explain
Excellent
Very good
Average
Poor
Very poor

Recommendation
 Employees participation should be appreciated in training
 Employees should be given some motivational rewards in terms of participation
in training
 A free and comfortable atmosphere is required for training
 Management should encourage the employees to participate in training
 Top management has to be focused on employees performance in training
 Required material and training place should be more easy to access
Bibliography
Websites/ URLs
www.google.com
https://www.wikipedia.org/
http://ctb.ku.edu/en/table-of-contents/structure/hiring-and-training/training-
programs/main
http://www.mnestudies.com/business-management/individual-organisational-learning
https://hbr.org/
EBooks
Managing Human Resource in 21st Century by Zorlu Senyucel
Employee Training and Development by Raymond A Noe
Developing Training Material Guide Swedish Civil Contingencies Agency (MSB) By Dr.
Mohammad Hamza

Training and development program CHRP

Recommended

Recommended

More Related Content

What's hot

What's hot (19)

Similar to Training and development program CHRP

Similar to Training and development program CHRP (20)

Training and development program CHRP