TRAINING AND DEVELOPMENT

Submitted to: NASEEM HABIB Assignment no: 1 Topic: Training & Development in Different Organisations Submitted by: Arooj Shabbir (MHRM ) Roll # 03 Date: 17th October 2011

The organisations discussed in this assignment are Four Brothers group and Meezan Bank.

FOUR BROTHERS GROUP

Four Brothers goals regarding training and development

Four Brothers Pakistan is basically a pesticide company which is working all over Pakistan. Four Brothers Agricultural Services is working for the better high yield of farmers through providing new technologies and modern farming techniques. They have highly technical professionals and business oriented marketing team. They introduce innovative agriculture trends and focus on personalized customer services to fulfil day to day increasing market needs. Competitors of this company are Ali Akbar Groups, Saiban and green fertilizers. The company is facilitating in pesticide industry with 48% of shares and is market leader. Four Brothers goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people attention on incorporating their new skills and ideas back at work. In Four Brothers Training can be offered as skill development for individuals and groups. It involves presentation and learning of content as a means for enhancing skill development and improving workplace behaviours.

Four Brothers Group Employees and their Training Budget

The fundamental aim of training in Four Brothers Group is to help the organization achieve its purpose by adding value to its key resource the people it employs. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The policy and philosophy of training in Four Brothers Group is to educate people from very initial level they have 35 Agricultural graduate trainers for 80 government high schools having more than 35000 students. Four Brothers Group train their employees according to health and safety measures specially those employees who work in pesticide departments. They spend 10% of their total income on their training needs.

Training Objectives

The training objectives at 4B are as under;

o o o o o o o

Match the training with specific job assignments. Enable the successful trainees to acquire and apply the training lessons in their work. Specify the criteria for acceptable performance. Elicit target behaviour (acceptable performance) from the trainees. Promote continuous employee performance improvement. Encourage career-long learning. Provide an environment that fosters learning and encourages employee participation. o Provide learning experiences that facilitate the improvement of employee reasoning, confidence, judgment, and self-esteem. o Cultivate a work culture that provides a balance between organizational goals and personal development.

TYPES OF TRAINING Pesticide Spraying techniques Pesticide Granule Applicator Batch diping Communication in the application area.

TRAINING NEED ANALYSIS

The employees should be informed and the standards should be clear. This will help them to understand their roles and to know what exactly is expected from them. The standards should also be communicated to the appraisers or the evaluators and if required, the standards can also be modified at this stage itself according to the relevant feedback from the employees or the evaluators. The result of the appraisal is communicated and discussed with the employees on one-toone basis. The focus of this discussion is on communication and listening. The results, the problems and the possible solutions are discussed with the aim of problem solving and reaching consensus. The feedback should be given with a positive attitude as this can have an effect on the employees future performance. The purpose of the meeting should be to solve the problems faced and motivate the employees to perform better

DESIGN AND DELIVERY OF TRAINING Methods of training

In Four Brothers a multitude of techniques are used to train employees. Training techniques are means employed in the training methods. Lectures In Four brother groups there is a method of delivering lectures in which verbal presentation of information by an instructor deliver to a large audience of employees of Four Brothers Group. The lecturer is presumed to possess knowledge about the relevant department. A virtue in this method is that it can be used for large groups and hence the cost of training per employee is very low. On- the Job- Training In Four Brothers it is used primarily to teach workers how to do their present jobs. In Four Brothers majority of the technical training is on the job training. It is conducted at the work site and in the context of the job. Often, it is informal, as when experienced worker shows a trainee how to perform tasks. Simulation In Four Brothers there is a technique used name simulation .It is any equipment or technique that duplicates as nearly as the possible the actual conditions encountered at the job. It is an attempt to create a realistic for decision-making. Role Playing and Behavior Modeling This method mainly focuses on emotional (human relation) issues than other ones. Vicarious process learning takes place not by own experience but by observation or imagination of others action. Sensitivity Training Four Brothers give sensitivity training to their employees It uses small number of trainees usually less than 12 in a group. They meet with a passive trainer and get an insight into their own behaviour and that of others. These meetings have no agenda and take place away from the workplace. The objective is to provide the participants with increased awareness of their own behaviour, the perception of others about them and increased understanding of group process.

Apprenticeships and Coaching Apprenticeships and Coaching is involved learning from more experienced employees. This method may be supplemented with other off-the-job methods for effectiveness. In this method skilled workforce is maintained since the participation, feedback and job transference is very high. Immediate returns can be expected from training almost as soon as the training is over the desired outcomes can be seen in the trainee.

TRAINING EVALUATION

Four Brothers group evaluate the effectiveness of training. They ensure that it is cost effective; to identify needs to modify or extend what is being provided, to reveal new needs and redefine priorities and most of all to ensure that the objectives of the training are being met. The latter may not be easy to ascertain where results cannot be measured mathematically. In the case of attitude and behavioural changes sought, leadership abilities, drive and ambition fostered. Achievement is a matter of the judgment of senior staff. Exact validation might be impossible but unless on the whole the judgments are favourable the cooperation of managers in identifying needs, releasing personnel and assisting in training ventures will cease. In making their judgments senior managers will question whether the efforts expended have produced:

More effective, efficient, flexible employees Faster results in making newcomers knowledgeable and effective than would follow from experience More effective or efficient use of machinery, equipment and work procedures at company Plant. Fewer requirements to implement redundancy. Fewer accidents both personal and to property. Improvements in the qualifications of staff and their ability to take on tougher roles. Better employee loyalty to the organization with more willingness to innovate and accept change.

TRAINERS

NAME Umer Awan

QUALIFICATION 1. Advanced certificate in spray applications(UK) 2. Boom sprayer Rotary atomiser(UK)

TRAINING AREA Pesticide Spraying techniques

ALFALAH BANK
Bank Alfalah Limited was incorporated in June 21st, 1997 as a public limited company under the Companies Ordinance 1984. Its banking operations commenced from November 1st ,1997. The bank is engaged in commercial banking and related services as defined in the Banking companies ordinance 1962. The Bank has a registered office at B.A.Building, I.I. Chundrigar, Karachi. Since, its inception as the new identity of H.C.E.B after the privatization in 1997, the management of the bank has implemented strategies and policies to carve a distinct position for the bank in the market place. Strengthened with the banking of the Abu Dhabi Group and driven by the strategic goals set out by its board of management, the Bank has invested in revolutionary technology to have an extensive range of products and services. This facilitates their commitment to a culture of innovation and seeks out synergies with clients and service providers to ensure uninterrupted services to its customers.

TRAINING COURSES

Bank Alfalahs management believes in developing the potential of the Banks employees to the fullest extent. Training & Development Centre of the Bank is housed in custom-built, state of the art facility on the 4th floor of the Head Office building at Karachi. The centre is responsible for providing multi-level high quality training programmes to all staff members in the following areas: Consumer banking operations Credit marketing & credit proposals Credit administration/documentation Trade finance operations Marketing & selling skills Customer service skills Performance appraisal skills

Time management & personal effectiveness It is obligatory for each staff member of the bank to attend a minimum number of one training course during the course of a year. Wherever the Training Department is unable to provide focused training for certain groups of staff, reputable external training providers are invited to fill the gap.

TRAINING OUTSOURCED
HRS GLOBAL - HRSG Training specializes in knowledge management and professional

learning. They offer a number of public and private Workshops and Training Programs.

TRAINING METHODS HANDS-ON METHODS Training methods that require the trainee to be actively involved in learning .
On-the-job training (OJT) - new or inexperienced employees learning in the

work setting and during work by observing peers or managers performing the job and trying to imitate their behavior. Can be useful for training newly hired employees, upgrading experienced employees skills, cross-training employees, and orienting transferred or promoted employees to their new jobs.
Self directed learning

Employees take responsibility for all aspects of learning including when it is conducted and who will be involved.
Simulations

Training method that represents a real-life situation, with trainees decisions resulting in outcomes that mirror what would happen if they were on the job. It is used to teach production, process skills, management, and interpersonal skills.
Case studies - description about how employees or an organization dealt with

a difficult situation. Trainees are required to analyze and critique the actions taken, indicating the appropriate actions and suggesting what might have been done differently. Assumes that employees are most likely to recall and use knowledge and skills if they learn through a process of discovery.

Business games - require trainees to gather information, analyze it, and make

decisions. Is primarily used for management skill development. Stimulates learning because participants are actively involved and games mimic the competitive nature of business.
Role plays - have trainees act out characters assigned to them. For role plays

to be effective, trainers need to engage in several activities before, during, and after the role play. Role plays differ from simulations on the basis of response choices available to the trainees, the level of detail of the situation given to trainees, and the outcomes of the trainees response. Behavior modeling - Demonstrates key behaviors to replicate and provides trainees with the opportunity to practice the key behaviors. Is based on the principles of social learning theory. Is more appropriate for teaching skills and behaviors than for teaching factual information.

GROUP BUILDING METHODS Training methods designed to improve team or group effectiveness. Involves
Experimental Building - Four stages of this are: gain conceptual knowledge

and theory. Take part in a behavioral simulation. Analyze the activity. Connect the theory and activity with on-the-job or real-life situations.
Adventure learning - focuses on the development of teamwork and leadership

skills through structured activities. Includes wilderness training, outdoor training, drum circles, and even cooking classes. Best suited for developing skills related to group effectiveness such as self-awareness, problem solving, conflict management, risk taking.
Team training coordinates the performance of individuals who work together

to achieve a common goal. Teams that are effectively trained, develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other. The three components of team performance: knowledge, attitudes, and behavior.
Action learning - Gives teams or work groups an actual problem, has them

solve it and commit to an action plan, and holds them accountable for carrying out the plan. Addresses how to change the business, better utilize technology, remove barriers between the customer and company, and develop global leaders.

Number of Employees and their Training Budget There are currently 7,462 employees working for the Alfalah bank. A good amount of 16% of their total income is spent on their training needs. This seems to be quite a lot as compared with the training amount spent on their competitive banks. Although the banks relative growth as compared to other private limited banks justifies their decision completely.

TRAINERS Mr. Shahid Nafees has twenty six years rich and varied practical banking experience in Pakistan and at overseas locations. In 1977, he started Habib Banks Training Institute at Lahore as pioneer Directing Officer and rose to the level of Principal & Senior Vice President. In 1994 he joined as VP and Training In-charge. In 1998 he was elevated to the position of SVP & Principal of the Management Development Institute of HBL. He has conducted and attended quite a number (exceeding 100) of Seminars / Training Courses / Workshops on different subjects of International & Domestic Banking, Management, HRM and Finance within Pakistan and abroad. A large number of training courses have been developed and conducted by him within the bank and at the request of other local and multinational companies and banks. He has conducted training courses at more than 20 overseas locations for the staff of overseas branches of the bank in Europe and Far East.
Mr. Shahid Nafees