2. HUMAN RESOURCE MANAGEMENT
COMSATS Institute of InformationTechnology, Lahore

3. HIHGNON PHARMACEUTICAL LAHORE
Training and Development Through Human
Resource

4. Training and Development
 Analysis phase
 Instructional objectives
 Training and Development is provided to the employees
objectives
 Evaluation
 Verifying the Training

5. Arises of Certain Problems
 Behavioral Issues
 Cognitive Issues
 Technological Issues

6. What is Training
 The process of increasing the knowledge and skills of the
workforce to enable them to perform their jobs
effectively
Why Training is Required?
 Support new employees
 Improve productivity
 Increase marketing effectiveness
 Support higher standards of customer service and
production quality
 Introduction of new technology, systems or other change
 Address changes in legislation
 Support employee progression and promotion

7. Types of Training
 On-the-job training
 Transfer
 Courses
 Reading materials
 Observation
 Computer Based Training
(CBT)
 Web-Based Training (WBT)
 Online help menus
 Audio and video tapes
 Study leave
 Seminars
 Conferences
 Cross training
 Job rotation
 Job enlargement
 Job enrichment

8. Training and DevelopmentProcess
 Need Analysis
 Design
 Development
 Implementation or Delivery
 Evaluation

9. (1) Need Analysis
 Context Analysis
 User Analysis
 Work Anaysis
 Content Analysis
 Training Suitability Analysis
 Cost-Benefit Analysis

10. (2) Instructional design
 Prioritizing Organizational needs
 Identifying learning objectives
 Grouping information into meaningful related topics
 Sequencing topics in logical order
 Identifying best training solution
 Preparing Lessons plans, Training methodology
 Preparing feedback and follow up plans

11. (3) Development
 This step establishes the development of current job
descriptions and standards and procedures
(4) Implement the Program
 Implement your training program by communicating its
availability to all employees in your HR department

12. (5) Evaluation
 Did the training program work?
 Was it worthwhile?
 Did the results justify the investment?

13. SOWT Analysis
STRENGTH
 Competency base
 Measure technical skills
 Higher qualified
 Structured process
 Feedback sharing
 More competent to the job
 Cost leadership
 Well defined training process form for each
department

14. OPPORTUINITIES
 Hire more competent person for training and
development
 Increase accommodation area of training
 Online trining process

15. WEAKNESS
 Personal references
 Do not well established process
 Local employees

16. THREATS
 Energy crisis
 Local hiring
 biasness

17. Conclusion / Recommendations
 Support an organization through training
 The employees will be get the desired
performance and the difference of actual
performance and required performance
according to the companies need.
 anticipate and provide learning opportunities
to support the dynamic development of the
industry as well as facilitate to ensure
mandatory certification is obtained and
maintained

18. Thank You