DEVELOPMENTAL PLAN: A performance development plan focuses on enhancing the performance levels of the employees.

It provides additional motivation to exceed the targets assigned. It assists in setting goals and provides the direction to attain them. At ZONG performance development plan focuses on enhancing the performance levels of the employees. It provides additional motivation to exceed the targets assigned. It assists in setting goals and provides the direction to attain them. A well-defined Performance Development Plan is important from an organizations point of view as the growth of the company depends highly on how the employees perform. Certain factors that should be considered while defining performance development are: What is a good job? How long will it take to achieve it? What is the acceptable degree of accuracy required? What are the budget considerations? What results would be considered satisfactory? How is good performance differentiated from a poor one? The principles relating to the development of the working environment are made available on the learning portal Learn at ZONG in the form of separate e-learning programs for both employees and managers. ZONG believes that each individual is attributed with potentials, which can be maximized by enabling conditions favorable to their growth. It is recommended that staff gets an opportunity to engage and learn through active involvement in HRD interventions, which could include trainings, workshops, learning exposures, conferences, exchange visits etc. The staff training needs will be identified through performance development program plans in consultation with respective line managers and individual staff. Line managers will be fully responsible for ensuring their staff receives access to training and development events in areas that have been identified for them. The national HRD budget will be located. The employee upon return form local HRD event will submit detail report outlining key learnings and use of training received in the organizational work set. ZONG Pakistan is providing the training to its employees at level where the organization feels about the performance gaps especially in engineering department and IT division and level of technology does matter too. ZONG at present providing the training to its employees when they introduce any kind of

new technology and further more they also provide training to their employees in the call center division. Most important thing to note is that ZONG Pakistan is still employing the experienced people for jobs and at start they dont have any kind of formal training.

TYPES OF DEVELOPMENTAL PLANS AT ZONG: ORIENTATIONS ZONG has a very well organized and well established HR department that practices all the HR strategies which are beneficial for the organization. As other departments are well established and operational for there matters, HR department is empowered to develop and plan what so ever is required for the company. Orientation and induction is required for employee familiarization with the organization and ZONG is well aware of this fact. Affiliation with organization is only possible if the employees are informed about each and everything. When the employee is hired he get proper orientation and that orientation may exceed to few months until he get the feeling of affiliation and get to know the organization well.

TRAININGS

At ZONG, there is a continuous assessment of the technical and managerial skills. For the further enhancement of these skills formal training programmes offered at all levels. The employees are provided with opportunities to put these skills into practice, in preparation for the move to a managerial role. Training is viewed at ZONG as a way of creating intellectual capital. Employees are expected to acquire new skills and knowledge, apply them on job and share this information with other employees. The training is cross-functional for sharing of skills. The employee are trained periodically either locally or abroad according to preplanned schedules. The objective of such training is to upgrade the capabilities of employees. If an employee attends an overseas training then he/she has to serve the

company for a certain period after the date of completion of training subject to the cost and duration of training itself. In case an employee leaves the company during this period he/she will have to pay the amount specified at that point in time. Types of trainings at ZONG are: Conflict management training People management training Communication skills Anger management Time management training Teamwork training Customer Services training Sales related training Marketing and technology training Leadership workshop

COURSES

ZONG offers and provides different courses to those employees which are well trained and skilled for skill enrichment so that they can be internally hired for higher post.

MENTORING

Mentoring at ZONG is a common development way. As employee is in direct observation of the manager and the manager is always acting as a mentor and a supervisor to tell the employee about what he has to do.

COACHING

Coaching is one of the major aspects in developmental plan as there should be a leader. In ZONG most of the work is done in teams so a coach is appointed with every team who acts like a leader. Coaching classes are also given within the office.

FEEDBACK

There is well developed feedback system. A 360 degree feedback system is implemented at ZONG.