2. Brief overview of Telenor HRD Department and its functions Challenges faced by HRD department Framework for HRD Department Conclusion Recommendation Today I will discuss…
3. 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 Introduction
4. To increased profitable growth-2011 To strengthen performance culture To develop a competitive advantage To provide a superior customer experience To ensure best practice benchmarking across the Group To drive change and constant renewal Corporate level Strategies
5. Central I Central II North South Human Resource Development Departments
6. Training development Organizational development Career development The “new learning and performance wheel” Strategic management and HRD Human Resource Development Functions
7. Increasing workforce diversity Competing in a global economy Eliminating the skill gaps The need for life long learning Facilitating the life long learning Challenges
11. 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. Telenor’s culture and Training
12. Flat structure of communication Hierarchy of the organization is well managed Vertical as well as horizontal communication Training as a necessary component Necessary Components of Culture
13. HRD department follow a framework which consists of four major steps: Training need assessment phase Training design phase Implementation phase Evaluation phase Frame Wok for HRD Department
27. Trainees’ Learning Style The learning style, age, experience, educational background of trainees must be kept in mind in order to get the right pitch to the design of the program. Training Strategies Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training Topics After formulating a strategy, trainer decides upon the content to be delivered. Trainers break the content into headings, topics, ad modules.
28. Training Topics Contents Contents are then sequenced in a following manner: From simple to complex Topics are arranged in terms of their relative importance From known to unknown From specific to general Dependent relationship
29. Training Tactics Trainees’ background Time allocated Style preference of trainer Level of competence of trainer Availability of facilities and resources.
30. Support Facilities These are of two Types Printed Audio visual The various requirements in a training program are white boards flip charts markers.etc
31. Constraints Time Accommodation, facilities and their availability Furnishings and equipments Budget
32. EVALUATION PHASE Training evaluation ensures that whether candidates are able to implement their learning in their respective workplaces, or to the regular work routines.
33. PURPOSES OF TRAINING EVALUATION The five main purposes of training evaluation are Feedback Research Intervention Power Control
34. PROCESS OF TRAINING EVALUATION Before Training the learner’s skills and knowledge are assessed before the training program During Training It is the phase at which instruction is started. This phase usually consist of short tests at regular intervals. After Training It is the phase when learner’s skills and knowledge are assessed again to measure the effectiveness of the training.
35. TECHNIQUES OF EVALUATION In house Training Observation Questionnaire Interview Quizzes Outsource Training Execution on the job after Training During Execution at the job
36. RESPONSIBILITY FOR THE EVALUATION OF TRAINING Senior Management The Trainer Line Management The Training Manager The Trainee
37. Proper Training Programs. Discussion with Trainer about Training. Growth Opportunities. Motivate Employees. Friendly Environment. Conclusion
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39. Training must be a continuous process, and results of the Training must be Evaluate.