What is Employee Training and Development?

Training may be defined as a learning process in which people acquire knowledge, skills, experience, and attitudes that they need in order to perform their jobs well for the achievement of their organizations goals. The HR department is responsible for designing and managing the organizations training and development programme. However, the successful design and implementation of an organizations T&D programme, greatly depends on the cooperation between the training officer or manager and the officers or managers in other departments, because the latter are the former sources of information as well as the leaders of the employees being trained. Because of their close and continuous contact with the employees, managers understand the employees general and specific training needs as well as training duration. NATURE OF TRAINING AND DEVELOPMENT In simple terms, training and development refers to the imparting of specific skills, abilit ies and knowledge to an employee. A formal definit ion of training & development is it is any attempt to improve current or future employee performance by increasing an employees ability to perform through learning, usually by changing the employees attitude or increasing his or her skills and knowledge. The need for training & development is determined by the employees performance deficiency, computed as follows: Training & Development need = Standard performance Actual performance. PTCL Message

We believe that the role of training and development in a service involved organization is many times more in comparison with what it has in a manufacturing involved organization. This role becomes more significant in a situation where the need to transform organizational culture is identified as the most glaring problem and the most difficult impediment on the way to organizational growth. PTCL employees are a great asset not only for the company but also for the country. Their marvelous potential is yet to be exploited. Their skills need to be developed, their expertise need to be updated for which training and development department is at their disposal to cater their training needs. We assure that we, training and development team would never miss an opportunity to contribute towards the betterment of the company. Training and Developments is playing an essential role in changing PTCL from a government sector organization to corporate sector company. We consider every employee of the company as our customer and firmly believe that meeting their expectation would help us achieve customer satisfaction. We look forward to your input for making our endeavors more effective.

We would like to take this opportunity to salute all our workers and employees especially those who are working in the field and assure them that the management is fully aware of their dedication and hard work and appreciates their performance and want to make them more skillful and improve their expertise through different trainings. In this spirit We assure that T&D Training and Development has a clear road map of activities and is committed to provide high quality trainings for the development of every single employee. We promise that your support and cooperation coupled with our hard work will bring epoch making triumphs and prosperity for PTCL. Asad Mahmood Awan's is the Current Director / SM (Training & Development) at Pakistan Telecommunication Company Limited (PTCL)

AIMS/OBJECTIVES OF TRAINING & DEVELOPMENT

The fundamental aim of training is to help the organizat ion achieve its purpose by addingvalue to its key resource the people it employs. Training means invest ing in the people toe na b l e t he m t o p e r fo r m b e t t e r a nd t o e m p o w e r t he m t o m a k e t h e b e s t u s e o f t h e i r na t u r a l abilities. The particular objectives of training are to:

Develop the competences of employees and improve their performance: Help people to grow within the organization in order that, as far as possible, its future needs for human resource can be met from within; Reduce the learning time for employees starting in new jobs on appointment, transferor promotion, and ensure that they become fully competent as quickly and economically as possible.

INPUTS IN TRAINING AND DEVELOPMENTS

Any training and development programme must contain inputs which enable the participants to gain skills, learn theoretical concepts and help acquire vision to look into distant future. In addition to these, there is a need to impart ethical orientation, emphasize on attitudinal changes and stress upon decision-making and problem-solving abilities.

Skills Training, as was stated earlier, is impart ing skills to employees. A worker needs skills tooperate machines, and uses other equipments wit h least damage or scrap. This is abasic skill which the operator will not be able to function. There is also the need for motor skills. Motor skills refer to performance of specific physical activities. These skills involve training to move various parts of ones body in response to certain external and internal stimuli. Common motor skills include walking, riding a bicycle, tying a shoelace, throwing a ball and driving a car. Motor skills are needed for all employees from the clerk to the general manager. Employees, particularly supervisors and executives, need Interpersonal skills popular known as the people skills. Interpersonal skills are needed to understand one self and others better, and act accordingly. Examples of interpersonal skills include listening, persuading, and showing an understanding of others feeling`s. Education The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgment. That any training and development programme must contain an element of education is well understood by HR specialist. Any such programme has university professors as resource persons to enlighten participants about theoretical knowledge of the topic proposed to be discussed. In fact organizat ions depute or encourage employees to do courses on a part-time basis. Chief Executive Officers (CEOs) are known to attend refresher courses conducted by business schools. Education is important for managers and executives.

Development Another component of a training and development is development which is less skill oriented but stressed on knowledge. Knowledge about business environment, management principles and techniques, human relat ions, specific industry analysis and the like is useful for better management of the company.

Ethics

There is need for imparting greater ethical orientation to a training and development programme. There is no denial of the fact that ethics are largely ignored in businesses. Unethical practices abound in marketing, finance and production function in an organization. They are less see and talked about in the personnel function. If the production, finance and marketing personnel indulge in unethical practices the fault rests on the HR manager. It is his/her duty to enlighten all the employees in the organization about the need of ethical behavior.

Attitudinal Changes Attitudes represent feeling and beliefs of individuals towards others. Attitude affects mot ivat ion, sat isfact ion and job commit ment. Negative attitudes need to be converted into positive attitudes. Changing negative attitudes is difficult because 1. Employees refuse to changes 2. They have prior commitments 3. And informat ion needed to change attitudes may not be sufficient Nevertheless, attitude must be changed so that employees feel committed to the organization, are motivated for better performance, and derive sat isfact ion from their jobs and the work environment.

Decisions Making and Problem Solving Skills

Decision making skill and problem solving skills focus on method and techniques for making organizat ional decisions and solving work-related problems. Learning related to decisio n-making and problem-solving skills seeks to improve trainees abilit ies to define structure problems, collect and analysis information, generate alternative solution and

make an optimal decision among alternatives. Training of this type is typically provided to potential managers, supervisors and professionals.

TRAINING AND DEVELOPMENT AS SOURCE OF COMPETITIVE ADVANTAGE

C o mp a n i e s d e r i v e c o mp e t it i v e a d v a nt a g e fr o m t r a i n i n g a n d d e v e lo p m e n t . T r a i n i n g a n d development programs, as was pointed out earlier, help remove performance deficiencies in employee. This is part icularly true when (1) The deficiency is caused by a lack of abilit y rather than a lack of mot ivat ion to perform, (2) the individual(s) involved have the apt itude and motivation need to learn to do the job better, and (3) supervisors and peers are supportive of the desired behaviors

There is greater stabilit y, flexibilit y, and capacit y for growth in an organizat ion. Training contributes to employee stabilit y in at least two ways. Employees beco me efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the emplo yees versatile in operations. All rounders can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits from year to year. Who else but well-trained employees can contribute to the prosperity of an enterprise? Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints, absenteeism, and turnover can be reduced if employees are trained well.

Future needs of employees will be met through training and development programs. Organizations take fresh diploma holders or graduates as apprentices or management trainees. They are absorbed after course completion. Training serves as an effective source of recruitment. Training is an investment in HR with a promise of better returns in future. A company's training and development pays dividends to the employee and the organization. Though no single training programme yields all the benefits, the organization which devotes itself to training and development enhances its HR capabilities and strengthens its competitive edge. At the same time, the employee's personal and career goals are furthered, generally adding to his or her

abilities and value to the employer. Ultimately, the objectives of the HR department are also furthered.

The Benefits of Employee Training How Training Benefits the Organization: Leads to improved profitability and/or more positive attitudes towards profit orientation. Improves the job knowledge and skills at all levels of the organization Improves the morale of the workforce Helps people identify with organizational goals Helps create a better corporate image Fosters authenticity, openness and trust Improves relationship between boss and subordinate Aids in organizational development learns from the trainee Helps prepare guidelines for work Aids in understanding and carrying out organizational policies. Provides information for future needs in all areas of the organization Organization gets more effective decision-making and problem-solving skills Aids in development for promotion from within Aids in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display Aids in increasing productivity and/or quality of work Helps keep costs down in many areas, e.g. production, personnel, administration, etc. Develops a sense of responsibility to the organization for being competent andknowledgeable Improves Labour-management relations Reduces outside consulting costs by utilizing competent internal consultation

Stimulates preventive management as opposed to putting out fires Eliminates suboptimal behavior (such as hiding tools) Creates an appropriate climate for growth, communication Aids in improving organizational communication Helps employees adjust to change Aids in handling conflict, thereby helping to prevent stress and tension The training program that the PTCL conducted recently: PTCL arranged Vocation Training courses in skill development. PTCL has selected Technical Education and Vocation Training Authority (TEVTA) for providing these courses. Employees could choose the best course of up to three-month duration according to the market needs and their plans on PTCL expense. Etisalat Academy and PTCL have jointly embarked upon a project, namely PTCLTraining & Development Functional & Operational Restructuring Project, Adedicated project team, comprising members from PTCL and the Etisalat Academy(EA) will work together on this Training & Development revamping project, The project team will review the resources available at PTCLs training centers, identify gaps and then devise a strategy to completely revamp these institutions. Now-a-days use of computer is important in every field of life. Therefore, PTCL also start computer training programs & providing computers to its main stations for online purpose, interlink, networking, Digital Switching Line (SDL) & for broad band system. Because use of computer is must for technical, HR &engineering section. What were the reasons to conduct that particular training program? There are many reasons to conduct these particular training programs. Because of VSS departing employees could find new means of employment and hence a source of regular income. PTCL Training & Development Functional & Operational Restructuring Project is to improve PTCLs training and development of it human resources and bring it at par with Etisalats high quality standards. Computer training is important for controlling, networking, interlink, SDL, Testing Instruments & maintenance tools. Like banks now PTCL system also computerized therefore computer training is important.