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.

1. Training & Development

2. MBA-2ND
GROUP MEMBERS:
o ASIM SARWAR
o ADNAN IDRESS
o TALHA HUSSAIN
o ABDUL SAMAD

3. Presented To:
LATIF
BDUL
MR A

4. TOPIC:
TRAINING & DEVELOPMENT

5. Outline
Training
Development
Why Need Training
Stages IN Training & Development
Methods
Practical Work(PTCL & TELENOR)
Introduction Of Organizations

6. Outline..
Training & development In Organizations
Training Need Analysis
Types of Training
Conclusion
Recommendations

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. 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. WHY NEEDTRANING..?
1. Saving Time
2. Saving Money
3. Saving Effort

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. 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. CONT….
Mentoring & coaching
Case study
Behavior modeling
Role playing
Apprenticeship training
Simulations
Business games

13. E
L
C
I
T
A
R
:
P
K
R
O
W

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
• Policies, Rules and Regulations of the organization
• Duties and responsibilities to be performed
• Routine Task
• Communication to colleagues and immediate boss

16. Training Need Analysis (TNA)
• PTCL do TNA by performance evaluation
through Performance Management Software
(PMS), observation or asking by employees’
immediate bosses.

17. Types of training
PTCL do TNA provides following two types of
training
On the job training
Off the job training

18. On-the job Training
It includes learning by observation
 Training by supervisor
 Training by colleagues
 Learning by doing

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. 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. TELENOR PAKISTAN

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. Training & development IN
TELENOR
In house training
Outsource training

24. In house Training
System related training
Product related training
Technical training
Front end desk training
Operational wise training

25. Outsource Training
Moral building
Attitude building
Executive training

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. TNA at Telenor:
• Techniques for Determining Specific
Training Needs
– Observation
– Interviews
– Questionnaires
– Performance Appraisal
– Job description

28. TRAINING DESIGN MODEL :
The Trainer
The Trainees
Training Climate
Trainees’ Learning Style
Training Topics
Training Strategies
 Support Facilities
 Constraints

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. PURPOSES OF TRAINING
EVALUATION
The five main purposes of training
evaluation are
•
•
•
•
•
Feedback
Research
Intervention
Power
Control

31. Conclusion
• Proper Training Programs.
• Discussion with Trainer about Training.
• Growth Opportunities.
• Motivate Employees.
• Friendly Environment.

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. NK
HA
T
! !!
..!
S