TRAINING AND DEVELOPMENT PRACTICED BY TNB

Training refers to the teaching and learning activities to enhance the knowledge, skills
and abilities of an individual in order to perform a specific task. On the other hand,
development refers to the learning of an individual in an organization in order to
prepare them with new knowledge and skills for their future. In this assignment, our
group will be focused on the training practices in Tenaga Nasional Berhad or TNB.
TNB is the only electric utility company in Malaysia and the largest power company
in Southeast Asia.
Based on the questionnaire that was responded by one of the Human Resource
Department of the TNB Kangar, Perlis branch, TNB was formed in 1990. This branch
is currently responsible for about 151 to 200 employees. TNB is owned by a foreign
company that specified in electric supplying business. Even though TNB Kangar is
only a branch from the big organization, it also has it own formal Human Resource
Department. This department consist of 11 individuals that are directly associated
with it. As we all know, an individual who is responsible for a job or task given,
he/she should have the knowledge, skills and ability to make sure that he/she be able
to perform any specific task. This is also applies to individual who is responsible for
any human resource activities. Based on the survey, an individual who is in charge of
human resource activity at TNB Kangar should have a minimum academic
qualification of Malaysian Certificate of Education or SPM.
Just like any other TNB branches or even the Headquarter, TNB Kangar also
identify individuals that need to be trained. The person who is responsible for
determining the training and development requirements in the organization is the
Human Resource Manager. Since TNB Kangar is only a small part of the TNB
branches, the formal training program will not be conducted at the TNB Kangar, but
managed by TNB ILSAS. TNB ILSAS is the official training institute for Tenaga
Nasional Berhad, which the premier technical training institute is located at Bangi,
Selangor. From January 2016 until now, TNB ILSAS has conducted more than 57
courses of formal training program for various categories of TNB employees. They
have also conducted almost the same number of training courses in the year of 2015.
However, due to confidentiality of information, we were not be able to identify the

average money spends in training and development per employee of TNB Kangar
every year.
Before a formal training program can be conducted, the responsible person
who is in charge need to perform a training need analysis. The training need analysis
is an assessment to consider who is supposed to receive the training, the type of
training needed, what trainees need to learn and more. Therefore, to make sure that
the right person receives that right training to enhance the knowledge, skills and
ability, a training need analysis should be performed. In TNB Kangar, the training
needs are identified through the organizational (corporate) needs analysis.
Organizational need analysis is an analysis to examine whether the training is the
appropriate solution of the companys strategic direction, social support to ensure that
individuals are motivated to attend training, learn and transfer as well as the training
resources, time and expertise.
At TNB Kangar, training is needs to be performed when the top level
management level has made their decision, which basically based on the changes in
the business strategy or adoption of new technologies or other strategic necessities.
Based on the research made, we have identified that TNB ILSAS has conducted
training and development programs based on 5 major field, which are the engineering
and technical training, management training, chargeman, Kontraktor Kerja
Bumiputera and Malaysian Technical Cooperation. These training programs provided
by TNB to train employees on numerous aspects such as, the supervisory/
management skills, knowledge skill, safety, customer service, IT development, carrier
planning/ personal growth, employees motivation, data processing, team building,
time management and retirement program. The person who is responsible to develop
or design the training program would be the Human Resource Manager and the
Training Manager of TNB ILSAS.
To deliver the training, the methods that were used by TNB ILSAS are lecture,
case studies, simulations, and on-the-job training. Different methods were being used
to make sure that the objective of the training program is achieved. This is because,
different type of training methods suitable for different type of learning and therefore
will determine the level of effectiveness of the learning transfer.

After conducted the training program, the evaluation of training need to be

performed. There are many reasons why a training program should be evaluated, such
as to identify the programs strengths and weaknesses, which trainees benefited,
determine the financial benefits and costs and more. The criterion used by TNB to
evaluate the training is based on the behavioral changes of the employees who
received the training program. Since the company owns training and development
centre, the training and development approaches used by TNB to prepare its employee
for the future.
In conclusion, training and development is important and need to be focused
by every organization especially for the big organization. The training and
development program that conducted by an organization, such as TNB is not only
preparing the employees for performing their current job, but also to acquire new
knowledge, skills and abilities for their future carrier growth.