PACKAGES GROUP

LEARNING STRATEGY,
FRAMEWORK & PROCESS
Outline
• Why?
• Learning Strategy
• What?
• Learning Framework
• Development Areas
• Organization Profile
• Sample Programs
• Leadership Growth Profile
• Learning Approach: 3E Model

• How?
• Learning Needs Analysis (Timelines, Tool)

• Implementation
• Training Process & Roles
• Approval Matrix
The Learning Strategy

Business People Learning

Strategy Strategy Strategy

• Market • High Performing • Best Practice

Leadership & Home-grown Tools
• Industrial Talent • Effective
Leadership Processes
• Mechanisms
(Training,
Coaching/
Mentoring)&
Resources

Purpose:
To build people capability in support of business strategy, providing structured learning programs that
enable employees to enhance their skills/knowledge so they perform effectively as individuals and in
teams.
The Learning Strategy
•4 Broad Areas of •Attract Talent
Development •Engage Employees
•Modules tailored to •Create a Value Based
Different Career & Performance
Levels Oriented
•LNA Strategic Culture
Direction tied
Structured
to
Learning
Organizational
Framework
& Business
Goals

Analytics Diverse
Focus Learning Tools

•Average Training •3E Model

Hours Per Employee (Experience;
•No. of Employees Exposure, Education)
Trained •Blended & E-Learning
•No. of Programs Programs
Delivered •Resources & Guides
The Learning Framework: Development Areas

DEVELOPMENT PERSONAL BEHAVIORIAL MANAGEMENT FUNCTIONAL

AREAS (People Expectations) (Commercial/Technical)

C
a
r
e Application of
How How well
e individuals
professional
individuals
r skills related
manage understand and How well
to the
themselves contribute to individuals
S particular
and how Packages, its Values, lead and
function to
t they Goals and manage
which the
a interact their own people
individual
g with others Business/
belongs
e Function
 The Learning Framework: Org Profile

C
a - Develops & deploys people, customer, technology & financial strategy
r - Anticipates the future, plans for long-term requirements to add value
e Level 4: CEOs / Group Heads Managing the Organization - Decision-making is strategic and forward looking
e - Evaluates processes, implements changes for better performance
- Establishes best practices in his/her area, adding value for the future
r
Level 3: 2nd Line &/or Heads of Dept. Managing Teams & Budgets - Decision making is complex, characterized by uncertainty or risk
- Responsible for managing complex activities
S - Provides service excellence, builds on the Contributor's work
t Level 2: 1st Line Managers Managing People - Decision-making includes project-related operational judgements
a
g - Responsible for meeting customer needs
- Ensures quality in work transactions
e Level 1: Individual Contributors Managing Self - Decision-making spans practical work-related judgements
The Learning Framework: Sample Programs

DEVELOPMENT PERSONAL BEHAVIORIAL MANAGEMENT FUNCTIONAL

AREAS (People Expectations) (Commercial/Technical)

• Corporate Governance • Leadership (Personal, Business, EI) • High Performance Culture

C Level 4: CEOs / • Advanced Corporate Finance: • Cross-Functional Collaboration • Optimizing Diversity
a Group Heads Creating Shareholder Value • Strategy Execution: Plans to
• Law for Business Executives Perform
r • Marketing Strategy
• Business Planning • Advanced Selling Skills
e Level 3: 2nd Line
• Finance for Non-Financial
• Situational Leadership II –
• Manufacturing Excellence
&/or Heads of Managing Multi-Function Teams • Engaging & Motivating Teams
e Dept.
Managers
• Change Management • Coaching & Counselling Skills
• Hazard & Operability Studies
• Project Management • Environment Protection
r • Talent Development
• Territory Sales Management
• Sales Planning & Forecasting
• Negotiation Skills • Building & Managing Teams • Performance Management & • Marketing Management
S 1st
Level 2: Line • Problem Solving & Dec. Making • Managing Innovation Development Discussions • Quality Assurance Practices
Managers • Emotional Intelligence for Mngr.s • Interviewing & Selection • Plant Maintenance Management
t • Technical Project Management
a • Customer Service Excellence • Professional Selling Skills
Level 1: • Basic Business Finance • Objective Setting & Performance • Intro to Packages Sales
g Individual • Communication Skills Appraisal • Engineering Standards & Procedures
Contributors • Time Management • Introduction to Business
e • EHS Awareness
• Packages Code of Conduct, Values • Engineering Applications
Learning Approach: 3E Model

Experience (70%): Exposure (20%) Education (10%)

• Buddy Program • Formal Learning

• Job Enhancement/
• Mentorship Program • Classroom Learning
Enlargement
• Coaching • Virtual Live Sessions
• Rotations
• CEO Connects • Self-Learning
• Projects
• Meetups (e.g. Lunch & Learn) • Digital Library
• Short Assignments
• Stories of Success • External Resources e.g.
• Value Chain Connects
• Developmental Feedback LinkedIn Learning,
• Professional Memberships Assigned Readings, etc.
The Learning Needs Analysis

Organizational & Individual Learning Programs

Functional Need Learning Need Assessment Identified & Planned
Assessment

Company/Functional Development Discussions Annual Program

Competency Key Features: Calendar
Assessment *Dialog with Guideline in place
*Online Learning Need
*Sales Assessment Tool
*Operations *Company & Group TNA
*Engineering

2021: August 2021: September

2022: March 2022: April
Training Process
Mandatory Development Discussion LNA Tool Completed with SMART
Self- between Employee & Line Manager
to identify Development Actions.
Development Actions on 70:20:10
Approach
PPP (Jan-March)
Assessment 2021: August 2021: August
2022 Onwards: March 2022 Onwards: March

Company Training Need Analysis: Group TNA: Collate & Identify

Company HR Team to identify Common Learning Needs to Plan
HR Analysis & Training Interventions Selected (10%)
in IDP Tool & Share with Group L&D
Programs in Line with Organizational
Goals
Consolidation 2021: August 2021: JAugust
2022 Onwards: 1st – 15th April 2022 Onwards: 15th – 30th April

Individual Needs not covered by

Annual Program Calendar of Company HR Teams to Share Cost of Group Managed Programs
Group Calendar Addressed by
Execution Group Managed Programs (July-
June)
Nominations for Group Managed
Programs
Allocated to Companies in Proportion
of No of Nominations
Company HR Teams through Open
Enrollment
2021: September 2021: September 2021: September
2021: October
2022 Onwards: 1st May 2022 Onwards: May 2022 Onwards: May
2022 Onwards: May
Training: Process & Roles
No. Process Responsibility Timeline (2021)
1 Identification & Communication of Available Training Budget for the Year Company HR Head August
2 Definition of Training Process, Frameworks (Competency & Learning) Group COE July
3 Self-Assessment - Development Discussion Employee August
4 LNA Tool Completion – Agreement on 70/20/10 Actions required for achieving Line Manager August
business goals
5 Completion of Development Actions Employee August
6 Training Need Analysis – Company Level Company HR August/September
• Identify 10% Training Intervention.
• Ensure quality of TNA
7 Training Need Analysis – Group Level Group COE 15 September
8 Annual Program Calendar Group COE 15 September
• Define Modules in line with business goals
• Faculty Selection
• Auditing of Quality
9 Nominations for Group Managed Programs Company HR 30 September
10 Cost Allocation & Approvals Company HR 15 October
11 Plan Company-specific Training (programs not covered by group calendar) Company HR 30 October
12 Training Administration – Maintenance of Employee Training History & Company Company HR Oct-Dec.
TNA Data
Approvals Matrix
Approvals Matrix

Internal Programs External In-House Open Enrollment * Open Enrollment * (PKR 60,000 Open Enrollment*
Programs (Cost Allocated (Below PKR 60,000/ Below – PKR 150,000/ E Grades) (above PKR 150,000/ M &
to Company) E) Above)
Need Identification Line Managers Line Managers Line Managers Line Managers Line Managers
(Documented In TNA
Tool)
Nomination HR Head/HR HR Head/ HR Business HR Head/ HR Business HR Head/HR Business Partner HR Head/HR Business Partner
Business Partner Partner Partner
Approval L1 Head of Department/ Head of Department/ Head of Department/ Division Head of Department/ Division
(Budgetary Sign-off) Division Division
Approval L2 Group L&D Lead Group L & D Lead CEO Group L&D Lead Group L & D Lead

Approval L3 Group Head of HR Group Head of HR Group Head of HR

Approval L4 CEO CEO

For International Group CEO

Programs, Approval L5
Communication Group Training Calendar Announcement 2021: September 2022& Onwards: March to March
Group L&D Function to Update Quarterly on Overall Program Analytics
*Company to Update Quarterly on Training Intervention Planned &/or Executed Programs, Purpose & Participants

*Only for Individual Requirements Not Covered by Group Training Calendar

Q&A