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Training and Development
Training and Development
The unit of Training and Development performs several important functions for the company, like orientation training, Performance Appraisal and the general Training and Development.
.1 Steps of Orientation Program Need determination for orientation program. When an employee joins Descon, the HR Department, the department in which the employee has been selected and the top management determines the need for the orientation program. If the candidate has been transferred from some other country to Descon Pakistan, it is very necessary to acquaint him to the culture of the country and the general business practices. He is of course, aware of the Descon engineering culture but he may be informed about the new department he has joined and about his new duties and authority.
Designing of orientation program At Descon the orientation program is designed by Head of HR Department Training Specialists Immediate Supervisor
In designing the orientation program, the length of the program depends on the employee for whom the program is conducted. If the employee has joined Descon from some other country the program is very lengthy as he is not only to learn the culture of the organization but also the culture of the country as a whole. The program usually includes
History, policies, practices, rules and regulations of the organization An overview of the department, the employee joints An introduction to the work environment, co-workers, superiors, and sub-ordinates.
Hence, in this way the new employee is thoroughly acquainted with the Descon culture and thus can perform his job effectively. Implementation of orientation program at this step management simply implement the already design orientation program effectiveness.
Analysis of Orientation Program The HR Department of Descon holds that the feedback on the success of orientation program is very necessary. The follow-up is conducted in the following manner:
Discussion amongst Key Personnel A comprehensive discussion is conducted by the HR Department with the immediate supervisor and the Head of the Department of the employee to evaluate the prose and corns of the orientation Program. If he is comfortable with the Descon environment, the Program is a success or vice versa. Managements View on Orientation Process The management of Descon believes that orientation Program necessary because of socialization and knows how about companys policies and procedures. The purpose of this step is to introduce the new employee with the work unit, organization, peers. Tell them the rule and regulations of the company. In different companies different persons are responsible for this but when we talk about Descon manager gives orientation.
Training Policy Basic purpose of training is to update the knowledge of employees and enhancing their skills. Today organizations want professional employees because they have come know the importance of employee thats reason organization call employees their most important assets. Due to which companies send their employees on different types of workshop, seminars and other educational programs. Even some companies provide opportunity of getting knowledge on the cost of company.
5.3.3Selecting trainer/leader The company select the trainer based on the training criteria, No. of employees and their skill enhancement. If the No. of employees are less or any specific criteria demands to train through the outside trainer, they outsource the training program. 5.3.4Preparing material The material is prepared by Trainer if the trainer is of the organization. 5.3.5Selecting program methods and techniques Descon mainly uses the following training and development methods are: In-Housetraining On-the-Job Training Program Conducted Abroad
In-House Training On-the-Job Training In-House Training On-the-Job Training This is the most common method used at Descon. Under this bank have two options; On-the-Job Training: Descon give the training to their employees on the job by hiring a trainer from outside or from within the organization. But company selects the trainer very carefully and only professionals individuals in field. Training In Institutes Within The Country: If the trainees need training in a specific technical skill, which the company cannot provide economically, it sends the employee to institutes where they get the requited training. The trainee interacts with new people and can make contacts for the organization. Training Program Conducted Abroad Employees are sending abroad for special training and development Program conducted by the Descon Group. This training Program may be conducted in other countries Dubai or anywhere else where the Descon exists.
5.3.6Scheduling the program The scheduling of the program is helping to conduct the program in right direction and the employees learn in training.
this specific area of training, it is possible that he may receive rewards like, increase in salary or Promotion. Because he is now the precious asset of the organization and everyone wants to retain his precious asset.
This picture indicates that How Performance management system works to evaluate the job and after evaluation, the management decides what strategies in which they can grow by considering the approach of their work force and set standards on the basis of evaluation. These standards are in shape of rewards and sanctions. The rewards are in the shape of promotion; increase their pay or some non-monitory reward. Performance Appraisal System (Fig 6.1)
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Analyze Your Organizational Structure The first step of performance appraisal method is to analyze the structure of the organization and then identify those ways which help to make it more effective.
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Descon Company is Project Base Company in which the structure of the companys work force is usually contract base. But the company is focusing their employees to train them and motivate them. This thing starts from assessing needs to the completion of those needs. The performance management system is one of the ending processes of the whole retention program. Evaluation of the Jobs When the structure of the company is analyze by the HR Managers. They start to evaluate the people and jobs to match the right individuals to the right roles. Define Career Progressions The company defines career progression both from individual roles and across related job groups and interlinking organizational goals with personal goals. Reward Program After the Performance Appraisal Process, the company had develop targeted pay and reward programs, using Hay Groups global compensation database optimize the return on investment in people by paying in proportion to contribution. All of this ultimately leads to an increased ability to manage your human resources more effectively. The reward program is held and employees take reward according to these levels:
which first prepare feedback discussion, second part conduct feed back from employee and last one conclude the discussion through analyzing the behavior of employees.