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Telenor TnD

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Humaira Siddiqui

on 4 May 2013

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Transcript of Telenor TnD

Training & Development Presented by: Ashraf
Humaira Siddiqui
Kazim The Culture CategoryWithin the Culture category the following programs are being offered which are open to all employees:

Mastery of Self
To enable people to overcome obstacles and dysfunctions in their behaviors, and therefore create new perceptions by exercising the power of mind. The most common type of training programs are Orientation Training, technical skill training, and management development training. Training in Telenor revolves around these steps:
1.Training Need Assessment Phase.
2.Training Design Phase.
3.Implementation phase.
4.Evaluation phase. The final part of training process is the Evaluation phase. This entails evaluating the result of the training in terms of the criteria developed during the assessment phase. Telenor Pakistan HR Department which is known as Human Capital Division within Telenor. The philosophy at Human Capital Division (HCD) is simple - "Creating Passion, Making a Difference". Recommendations: TELENOR’S HUMAN RESOURCE DEPARTMENT HCD Four pillars Operational Excellence
Telenor strive to meet the highest standards in all its operations. Operational Excellence means having the most efficient and the most effective processes. People Excellence
The PE Team works in the following major areas:
- Recruitment
.- HR Operations
- Health Care Services.
-Compensation and Benefits.
.- Organizational Development..T&D Cultural Excellence
Telenor strive to provide the most challenging and satisfying environment to work in. Social Excellence
Telenor strive to give something back to the society. Social Excellence means reaching out to the community through various outreach programs and events Training and Professional Development The Group, encourage young employees to develop their confidence and important skills such as communication, planning and working in teams Phases of the Training Process - Assessment phase
This phase involves identifying training needs, setting training objectives, and developing criteria against which to evaluate the results of the training program. Training requirements are determined by conducting a need analysis. -Need Analysis
It is an assessment of an organization’s training a need that is developed by considering overall organizational requirements, tasks associated with a job for which training is needed, and the degree to which individuals are able to perform those tasks effectively. -Training Design and Implementation phase
This involves determining training methods, developing training materials, and actually conducting the training. A considerable amount of training is conducted using On-the-Job Training methods. With such methods, trainee learns while actually performing the job, usually with the help of knowledgeable trainer. Types of Training Programs Telenor offered three main categories in which offered programs are:
Leadership, Culture, and Competency -The Leadership Category.
Within the Leadership category, several programs are offered which include:
Outdoor Leadership
With activities related to trust building, team building, and exploration.Leaders are able to identify their true leadership styles, their managerial skills are put to test, making them better and bringing in more teamwork and transparency in the organization. LUMS/Telenor Post Graduate Certificate in Business Management
To give managers holistic business understanding, and manage succession planning for various cadres, this academic program focuses on strategy, pricing, market segmentation etc Core Leadership
The program helps to build leaders in accordance with the Telenor Expectations so that employees can use their abilities within the perimeters of the organization’s expectations Leadership-The Care & Growth Model
This three day workshop for all those in command positions, teaches managers and supervisors what they should be contributing to those who report to them Emotional Intelligence

Including the emotional quotient to employee’s intelligence quotient enables one to be smarter in work, relationships and health. Change Management: Who Moved My Cheese?

Most people are fearful of change because they don't believe they have any control over how or when it happens to them. Since change happens either to the individual or by the individual, the course shows that what matters most is the attitude about change FISH: Choosing Your Attitude

This training helps the organization become more vibrant, energetic, positive and optimistic. This helps to improve morale in the troops and reduce negativity The Competency Category include:
Creative Problem Solving
Breaking Communication Barriers
Team Work Results Through Resources Facilitation Skills TRAINING PROCESS Organizational Level
In Telenor, Training needs analysis at organizational level focuses on strategic planning, business need, and goals Individual Level
•Appraisal and performance review •Competency assessments •Customer feedback
•Self-assessment or self-appraisal Operational Level
Training officers gathers this information through technical interview, observation, psychological test; questionnaires asking the closed ended as well as open ended questions, etc. TECHNIQUES FOR DETERMINING SPECIFIC TRAINING NEEDS Management of Telenor believes that none of these methods can stand alone; they always use at least two, if for no other reason to validate their findings. These Methods are
1. Observation
2. Interviews
3. Questionnaires
4. Job description
5. Performance Appraisal
6. Analysis of Organizational Policies Training Need Organizational
Level Operational Level Individual Level DESIGN PHASE


The Trainer

The Trainees

Training Climate

Trainees Learning Style

Training Strategies

Once the training objective has been identified, the trainer translates it into specific training areas and modules. The trainer prepares the priority list of about what must be included, what could be included. Training Topics

Contents are then sequenced in a following manner:

• From simple to complex

• Topics are arranged in terms of their relative importance

• From known to unknown

• From specific to general

• Dependent relationship Evaluation Phase Purpose of
Training Evaluation Feedback Intervention Control Power Research TECHNIQUES OF EVALUATION
The various methods of training evaluation are being used by the Telenor which is different for in house Training and outsource training.

In House Training
In house Training, the different methods being used for the purpose of evaluation are
• Observation
• Questionnaire
• Interview
• Quizzes

Outsource Training
If the training is being provided by some outside firm then the evaluation is being done by

• Execution on the job after Training
• During Execution at the job
Full transcript