Report on

Training and Development

Muneeb Ijaz MBH-14-09
 LITERATURE REVIEW
ARTICLE:
The Impact of Human Resource Practices on Employee Retention in the Telecom
Sector by (Maqsood Haider, Amran Rasli, Chaudhry Shoaib Akhtar, Rosman Bin
Mohammesd)
SUMMARY:
HR practices like training and development, compensation and organizational culture
has a positive impact on employees retention. Attracting and retaining key employees
is always a challenge, but it has become more difficult due to the competition for
skilled employees. The employees feel that effective HR practices have a direct and
positive relationship with employee retention. The companies that successfully attract
and retain key employees offer high compensation pancages and dynamic
environment. The compensation and benefits given by Telecom sector to its employees
is a vital policy that helps organizational nourishment. The employees hold the opinion
that compensation/rewards contribute to improving an employees loyalty and
retention toward organization. The results indicate that Telecom sector is very capable
and successful in employee retention. It is also providing a culture that is helping in
retaining the employees at all levels. Training and development is a process of
developing expertise in employees for the purpose of better performance.
ARTICLE:
Employee Performance through Job Satisfaction: A Study of Telecom Sector of Pakistan
by (Afaq Ahmed Khan ,Raja Muhammad Waseem Sardar Osama Bin Haseeb Abbasi ,
Mohsin Ayaz)

Summary:
The results of this research strongly supported the relationship of training and development
of employees with the employee performance . The results show that performance is
increased with skills improving by T&D programs and also satisfaction level is high among
employees if they are given proper training. The gap between knowledge and skills
possessed by the employees and the skills required to perform effectively and efficiently,
should be narrowed down by creating awareness among employees as well as among
managers regarding benefits of training and development. This awareness can be
created by researchers by emphasizing on benefits of training and development, and
more and more papers are needed to be written on these variables, so that managers
can be encouraged that its a win -win situation if they will arrange T&D programs.
ARTICLE:
DETERMINANTS OF EMPLOYEE RETENTION IN TELECOM SECTOR OF PAKISTAN by (Madiha
Shoaib , Ayesha Noor . Syed Raza Tirmiz Sajid Bashir)

SUMMARY:
Results have shown that employee retention is highly dependent on all the five independent
variables which are career opportunities, training and development, work environment,
rewards and work life policies. The level of employee retention would be increased in
telecom sector of Pakistan by practicing independent variables more appropriately.
ARTICLE:
TELECOM SECTOR OF PAKISTAN:POLITICAL CHALLENGES AND BUSINESS
OPPORTUNITIES by (Syed Yasir Imtiaz, Mahmood A. Khan,Mustafa Shakir)
SUMMARY:
Telecom sector of Pakistan is still in the growing stage as there are many areas
where telecom services are yet to be deployed especially small towns and
villages where the awareness about technology has significantly increased.
Among many developing countries, foreign investors spot Pakistan as a
prospective market as there are many unexplored areas in the Telecom sector.
With the introduction of 3G/4G service, many countries like India and China have
enormously increased their broadband services. There are many unmet services
that can be offered like mobile advertising, mobile commerce (Branchless
Banking), e-education, e-health and even services like mobile agriculture for
farmers and food production companies. If the government will be able to
overcome the prevailing economic and political uncertainty, then the Telecom
sector of Pakistan is expected to draw huge foreign investment, revenue
generation and a lot of job opportunities.
ARTICLE:
CREATING VALUE OF EMPLOYEE: INVESTMENT I EMPLOYEE DEVELOPMENT by (Chay
Hoon Lee and Norman T. Bruvold)

SUMMARY:
The findings from this research have important implications for healthcare organizations.
Perception of investment in training and development can improve nurses morale and
dedication to the level that emotionally binds them to the organization and encourages
them to stay on. This implies that healthcare organizations need to pay greater
attention, both in investing and training and development activities that promote and
develop organizational commitment and job satisfaction among nurses.
ARTICLE:
FACTOR INFLUENCING JOB SATISFACTION OF EMPLOYEES IN TELECOM SECTOR OF
PAKISTAN by (Rashid Saeed, Rab Nawaz Lodhi, Anam Iqbal, Hafiza Hafsa
Nayyab,Shireen Mussawar and Somia Yaseen)
SUMMARY:
Through the results it was inferred that the factors affecting job satisfaction were very
well explained and in order to make business better great care and attention should
be given to the employees. From the results that were obtained it can be said that the
key organizations performance, to quite a big extent, depends factors that contribute
to employee satisfaction are on fairness. promoting, pay, fairness and working
conditions. The importance of money in this case should not be underestimated.
Everybody needs money. All employees work so that they can earn money. The main
purpose behind all of this is nothing but money. So, money and Satisfaction
compensation play an important role in the job satisfaction of the employees.
 ANALYSIS
Ufone & Telenor has same training and development process to some extent.
There are minor changes in the procedures of two organizations. They are
telecom companies so thats why similarities between the procedures are there.
One major difference which we identify while doing our project is that Telenor &
Ufone mostly focus on On-the-job Training, Coaching and understudy, Off-the-
job Training.
Ufone & Telenor are very large organizations with an old setup in Pakistan as
compared to Zong. So they provide opportunities and training system to their
existing employees.
Telenor is one of the organizations that are following their policies very fairly. In
Ufone some of the policies are not being followed.
These two organizations are working for a same purpose i.e. telecommunication
in Pakistan, so thats why some how their organizational structures and training
system are similar to each other.
All of these are centralized at higher authorities & decentralized at regional level.
 CONCLUSION
Both companies are doing great job in order to develop the 'soft' skills of their staff.
Training is being delivered to the employees which is not only beneficent for the
company but for employees as well. Telenor and Ufone has evolved a way of
working with their Trainers which produces truly effective training programs that take
into account different and changing needs all the way from the briefing process
right through to the delivery of the training itself, and beyond. There are three stages
that go into the creation and delivery of effective training: it has to be specific to the
objective, the group of people to whom the training is available and most
importantly the group to whom the training is delivered. In Pakistan,
Telenor has cultivated a good image not only in its employees but towards the
customers as well. On the whole the policies of the companies are employees
friendly, that why people love to work here, beside this life at Telenor is very dynamic
thats why people love to work there.
Ufone is to provide its employees the complete growth opportunities which motivate
and encourage the employees to be the part of this prestigious organization.
As far as our study is concerned we found its training system much effective, but as
the room for improvement is always there so, we have recommended some of the
important recommendations which will definitely helpful for the Telenor and Ufone
training system.
 RECOMMENDATIONS
We have described the Telenors training program with best of our knowledge, but due to lack of
availability of information we found certain problems in Telenor which may not be in actual so we
are recommended here generally about the effective training program which should be
adopted:
The trainer makes a difference.
Present training as part of a consistent message from the organization.
Ask each individuals manager, and the managers manager, to attend the training session with
their staff.
Provide training in chunks that are scheduled over a period of time.
Train people in skills and information that are immediately applicable on the job.
During the training session, practice active learning principles; honor a variety of learning styles.
Make use of session pre-work during the actual training session.
Provide reference materials and job aids for review after the session.
During the session, discuss how to address real life scenarios, and barriers participants believe they
will encounter when they apply the training.
Increase trainee investment in the session by engaging them in tasks requiring action.
 Contents
Company Profile Basis of quality management system
Introduction Scope of QMS
Departments Core elements of QMS
Vision & Mission Implementation of QMS
Core values QMS system procedure
Integrated Management System ISO standards
Quality council Why created the standards
Code of ethics and standard of conduct Benefits of registration
Process improvement HSE KEY Definitions ( ISO-14001)
Benchmarking HSE system procedure
Management system What are OH&S control
PDSA cycle Common benefits of IMS
QMS (9001)
Continuous improvement
SWOT analysis