By - Hijratullah Tahir

1. Employees
Traning and Development
By: Hijratullah Tahir

2. Presentation Overview
1. Quick Assessment
2. Definitions & Concepts about the T&D
3. Execution of the Training and
Development Concept
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3. Phase 1
Quick Assessment
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“If we trained an employee and leave the job or
if we do not trained him and stay or retain with organization”

4. Quick Assessment
1. What is the Difference between HR and
HRD?
2. What’s the difference between Training and
Development?
3. Why training is crucial for employees &
Employer?
4. How you would establish new T&D Unit?
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5. Phase 2
Definitions & Concepts about Training
and Development
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6. 6
Importance of Training
• Achieves high service standards
• Provides information for new comers
• Refreshes memory of old employees
• Achieves learning about new things; Policies, technology,
products / service delivery
• Reduces mistakes - minimizing costs
• Opportunity for staff to feedback / suggest improvements
• Improves communication, relationships & Team Work
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7. 7
The Gap Concept
Performance/
Results
Time
Expected Curve
Actual Curve
Gap
In training terms this means we need to
develop programs to fill the Gap
1,000 Cars
800 Cars
200 Cars
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8. 2-52-5
Definitions and Concepts
• Training
– Training is a systematic process through which an
organization’s human resources gain knowledge and
develop skills by instruction and practical activities. In
order, to improved corporate performance.
– Most training is targeted to ensure trainees “learn”
something they apply to their job.
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9. 2-52-5
Definitions and Concepts
• Training
– Is short term, task oriented and targeted on achieving a
change of attitude, skills and knowledge in a specific
area. It is usually job related.
• Education
– Is a lifetime investment. Initiated by a person in the area
of his/her interest
• Development
– Is a long term investment in human resources for their
upcoming career or future jobs
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10. 10
Model of the Training Process
Assessment Stage Training Stage Evaluation Stage
Organizational
Needs Assessment
Task Need
Assessment
Development of
Training Objectives
Design & Select
Procedures
Measure Training
Results
Development of
Criteria for Training
Evaluation
Train Compare Results to
Criteria
Feedback
*Goldstein, I. (2002) Training in Organizations 4th
Ed.
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11. Phase 3
Execution of T&D Concepts, How to
Establish T&D Unit
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12. 1. Data Collection
• Data Collection
– Literature review; Organization mandate, Legal and
regulatory Documents, Similar Case studies,
Capacity Development and other related info. (If
available)
– Individual meetings; with GM, Unit Heads & Experts
– Group Discussions, meetings & organizational
scanning
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13. 2. Report
• Inception report/ Proposal for T&D unit
structure and functions;
– Report will include findings from;
• Literature review, Individual and group meetings
– Proposed Unit Structure and functions
• Then, report will share, welcome to the
comments & amend the proposal accordingly
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14. 3. Develop Action plan for Activities
• Develop Strategic or annual plan;
– Develop Training and Development Guideline
– Capacity Needs Assessments
– Structure, Designed ToRs for unit and Positions
as well
– Start wok on curriculum & other training
material
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15. Discussion
Questions and Answers
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