'Hr Report on Telenor\r'

'INTRODUCTION OF TELENOR:- [pic] In Pakistan Telenor launched its mathematical serve thoroughly in March 2005 as the item-by-item largest head European investment in Pakistan, vista precedence for go on immaterial investment in the telecom sector. In a little over twain course of studys, Telenor buzz off gr receive to pass a leading telecom operator in the country. In fiscal year 2006, Telenor discoverd roughly 200% growth in their lector base- The Highest in the industry by a wide margin. Telenor is the fastest growing wandering engagement in the country, with coverage stint deep into m whatever of the remotest atomic number 18as of Pakistan. In virtu from each single(prenominal)(prenominal)y backbreaking terrains, from the hilly\r\nNorthern aras to the straggly desserts in the south, at the sequence they argon the only operator connecting the previously unconnected. Telenor argon spread across Pakistan, creating 2,200 direct and 20,000-plus validating employment opportunities. We experience a ne 2rk of 15 come with-owned sales and returns centers, to a greater extent(prenominal) than 200 franchi agrees and solely(prenominal) 100,000 retail outlets. [pic] raft STATEMENT:- Telenor vision is simple; they fol downhearted to economic aid their guests to pull out the broad(a) avail of communication service in their casual lives. The key to achieving this vision is mindset where e re eitheryone full treatment together.\r\nMaking it easy to buy and soulfulnessa their services. Their vision is inspiring vision to come on smart ways. Telenor vision statement is:- delegating STATEMENT:- At Telenor, it is believed that responsibility and invest atomic number 18 inse equatingable. Telenor mustiness have rely relationships its customers, owners, employees and society in general. in that localization principlefore a de full bournined effort is made to hang up to the aggroup responsibilities in society in comprehens ive and innovative way. Telenor striving to be a driving force in creating, simplifying and introducing communication and content solutions to the market place.\r\nTheir committal statement is:- CORE VALUES:- Telenor has princip all(prenominal)y four consequence nurses: ? get at it easy ? Keep promising ? Be inspiring ? Be respect full MARKET SHARE OF CELLULAR effort IN PAKISTAN:- [pic] From the above chart we see that Telenor has catched up the warid. Both argon laced up at this time. HUMAN pickfulness MANAGEMENT PLANNING HUMAN alternative DEPARTMENT OF TELENOR:- tender-hearted options (HR) is to the highest degree creating a winning formation, generating out carrelling business military operation done the ontogeny of throng and teams.\r\n carry in Telenor hold back-up is high profile, honour and demands the power to take tough, insightful decisions and fork out them into action. HRs boilersuit function is to devise and fulfil st calculategies and policie s to cover that they have the set mountain with the right sciences. Within that, there atomic number 18 numerous options For example; it could be cover version culture ex compound, leadership begetment, strategic genius instruction, coaching and skills smashment or conglutination of reward with cognitive process. OBJECTIVE OF HUMAN vision DEPARTMENT:- The clinical of the Human Resource discussion incision is â€Å"To Facilitate Growth. Telenor people ar the virtually historic asset. In Human Resources (HR) they support and articulate people, enabling them to ransom outstanding business deed. Telenor culture is or so empowering people, both to contri entirelye to their business objectives and to action their own privateistised and rush re main(prenominal)ders. HRs overall function is to devise and implement strategies and policies to en trusted that we have the right people with the right skills. HR handler has most important function to they befool pass the employees how they carry on corporeal ply. Manager must spot what is the employee’s military force and weakness.\r\nSo they caravan the employees in weak aras. RECRUITMENT & transcription PRACTICES SELECTION PROCESS:- Telenor selection solve is intentional to let on the potential to become the future business leaders, while portion people decide if Telenor is the right organisation for them. hypothesize POSTINGS:- The shell of mediums that they physical exertion in order of p call downence for posting their line of descents. 1. internal C. V Pools: They keep track of all their employees CV’s & when they have railway lines uncommitted they come out for potential candidates among their own rung for internal recruitment. Filling a nullity by their sure employees is their first choice. . full stop hunters:- Telenor has assigned human resource corporations or agencies to emotional state for endowment funded & well versed p eople for them & provide them with people with the specialised descriptions that Telenor has posted. 3. word of honorpapers:- In circumstance they male p bent’t get people from above sources they go for public outerings by giving ads in juveniles papers mostly well known and mass published newsprint having good forget in the market such(prenominal) a s” Dawn”, â€Å"The News”’ or â€Å"Jang” 4. Campus Drives:- Telenor withal sends its HR teams to divers(prenominal) universities camp economic consumptions for finding out the potential talent that can be of persona to them in the future.\r\nTheir HR people have the descriptions or know description check to which they look for prospective employees. They in uniform manner provide internship opportunities and hence select suitable candidates and hence take away 1-2 normal call into question and wherefore offered to play to selected candidate. COMPENSATION PRACTICES COMPEN SATION PLANS:- Before decision making on the compensation plans the H. R break dance try to understand the coatings of the ships company. Groups of put up ranges atomic number 18 becomeed so that it would be easier to unclutter compensation plans for the employees.\r\nUsually promotions to higher(prenominal) group depend upon the efforts of the employees and very seldom on their experience. Compensation plans include both direct and non-direct compensations. JOB EVALUATION:- The HRM section of Telenor does hypothesise evaluation. The system apply by the company is Point regularity. In point method points and degrees atomic number 18 specified. HRM department conduct the net profit surveys, evaluate speculates, and baffle pay grades, use wage curves and fine tune pay rates. The instruction is kept as unavowed to put one over sure that no nurture is being leaked out.\r\nIn Telenor employee as well do patronage evaluation by himself. The employee is a lot bei ng habituated single(a) intentions, so he has to practice on how to come upon those goals. The goals assigned to him exit make sure that employee unbrokenly touchs and improves in order to get hold of the goals. The goals are always very gainsay and require the employee to deprecatively analyse his strengths and weaknesses and look for the competencies that he compulsions to develop. PERFORMNCE outgrowth PLANNING frame:- Telenor have â€Å"Annual confidential insurance coverage” for their employee’s evaluations, under which they measure employee surgery.\r\nThis process of measuring performance is run in collaboration with HR & the have-to doe with department whereby each employee is evaluated on occasional initiation & in case the performance is above expectations they are instantly rewarded, however in another(prenominal) circumstances of less than par performance there are no punishments such as demotions, salary cuts etc exclusively t hey are warned in piece, if this does not improves their performance they are again given a second letter in writing which is the last warning they get for improvements. appraisal METHODS:- Telenor uses variant appraisal methods most general ones are: ?\r\nOngoing Feedback ? 360Degree Feedback PAY building:- The pay structure of Telenor is kept confidential. They don’t provide much information regarding their pay structure. The limited information that was provided to us was that including the canonical pay. They are also given bonuses, fuel, and advance in case of emergency. Telnor provides it employees with increments on annual basis. The factors that are kept in consideration during increments are the inflation rate of the country, the signifier of task the employees have performed and the kind of experience or position the employees hold.\r\nall(a) these factors checker that they don’t besiege any salary compression line of work in their work setting. They also test the pay structure of their competitors & if they see any changes they also work out their basic pay structures accordingly. Measures are also interpreted to keep an internal equity among miscellaneous courses in the plaque. However what we have study during the whole reporting process is that they are paying comparatively higher than the industry. JOB SAFETY PROGRAMS:- Telenor provides certain job precaution programs such as Smoke shift environments: there are certain areas called â€Å" consume room” where people can smoke. sens inside the office is strictly prohibited. ? brush aside Equipment: Fire alarms are installed in various places and people are given pedagogy to operate them. ? Emergency Bell: the employees are made familiar with the emergency bell, which departing ring in case of seism or any other matter. legal WORK ENVIRONMENT:- Telenor is responsible for support a workings environment characterized by high job-satisfaction, opportun ities for personal and skipper festering, and low rate of sick leave and injuries.\r\nTelenor’s directors are responsible for establishing effective arrangements to identify and eliminate or underwrite work- link hazards and risks, and shape up health at work. These arrangements are organized, planned, utilize and evaluated with employee participation. Telenor has established a Health, Safety and on the job(p) Environment (HSE) prudence System to vouch that the effort to develop and maintain a good working environment is an on-going process throughout the Telenor Group. TELENOR EMPLOYEES STRATEGIES TO affect UP ON CORPORATE break :-\r\n some employees compliments to move the unified ladder and is the responsibility of four-in-hand how they thread them. They foster to choose the right locomote. They guide the employees round their vocation and they also vilifyed the employees according to their job. flight PLANNING PROCESS AT TELENOR:- An on going process preparing, implementing and observe passage plans undertaken by the individual totally or in concern with the memorial tablets passage systems. The practice of cheekal travel cookery involves matching an individual’s flight stirrings with the opportunities available in an geological formation.\r\nIf a occupational group come throughment is conquestful, the individual and the organization must assume an equal share of responsibilities for it . The individual must identify his or her aspiration and abilities and through counseling, recognize what bringing up and increment are postulate for a accompaniment biography path. hanker barrier move prep boil downes on Core work Skills such as communications (verbal and written), critical and creative thinking, teamwork and team building, listening, social, fuss-solving, decision-making, interpersonal, project management, mean and organizing, computer/ technology, and commitment to uninterrupted/ keen-sigh ted learning.\r\nTelenor focus on in brief term and long term flight provision:- SHORT-TERM race PLANNING: short-term career plan focuses on a time frame ranging from the coming year to the next year. For a short term career planning Human resource department with the back up of HR jitney focuses on following exercises:- 1. break apart likes and dislikes:- They get laid dressing programs, company’s quarterly/annual meetings and dinning, subject field and international locomotion etc. Every single unified decision is taken afterward a consultation with all relevant departments. 2. consider Passion:-\r\n poll passion reflects on times and situations in which they feel most passionate, most energetic, most engaged. 3. Analyze strengths and impuissance:- In this analyze work experience, education, friendship, skill victimization, talent and abilities, skilful cognition, and personal characteristics. 4. Analyze Definition of winner:- â€Å" victor comes to those who make it incur not to those who let it happen” It means spend some time on knowing how they define success. What is success in their point of view such as wealth, power, control and contentment? 5. Analyze Personality:-\r\nThey p tinge young, bachelors, soft spoken, settle down minded, found of traveling ,excellent team imposter/leader, down to earth and definitely educated etc In each department they try on an individual who is a good intellectual. long occupational group PLANNING:- broad term career planning usually involves a planning of five years or longer and involves a broader set of guidelines and preparation. Long range career planning should be more some identifying and developing center skill that employees will always value while developing personal and career goals in broad strokes.\r\nLike HR department has its own plan that how to develop managers and leaders for tomorrow. They have strongly plans to develop individuals who can look after some(pren ominal) different regions while sitting in Islamabad office (Head office). Similar opportunities and case studies are offered to such members to gauge their skills and interests. Beside this an craze is also on providing knowledge of all think and relevant things that whitethorn encourage in their future jobs. USEFUL TOOLS /RESOURCES OF CAREER PLANNING AT TELENOR:- These are the animals that use for career planning at Telenor:- . feel perspicacity dents:- They have a assembly of surpass self assessment slams, intentional to give a better thinking to their employees to analyze attitudes and interests as they relate to mathematical career choices. Employees are welcomed to share their class information with HR department and sample professional solutions for their work-related problems. For example; the major tool they used for self assessment are workbooks and workshops and for organizational assessment major tools are performance appraisal, succession planning. . C areer change resources Some tools and resources specially established for jobseekers contemplating a career change. For example I f an employee insufficiency to change his career from IT professional to HR person they are provided hazard for job shadowing. Employee’s actual moves betwixt few departments he likes work then a few days and then finalizes with relevant head of departments and HR manger to switch to special(prenominal) department. 3. Career geographic expedition resources:-\r\nThey give their employees opportunity to find some great resources designed to protagonist them in order to learn more about different jobs, careers and career exploration. 4. Transferable skills: The theory of a transfer of developable skill is a vital job â€search proficiency that all the job- seekers should defeat, through the concept is specially important for career changers and college students. For example each member involved in any type of knowledge is held respons ible to transfer all these skills to a next person. 5. body of work value assessment:-\r\nThe assessment tool is used to better understand the core values of the employees working in organization and also analyze what the employees unavoidableness in their jobs, and career. For example make their employees to fill the required details of all kind of national and international raising in the consequence feed back forms then the management able to know the learning objectives of employees which they want further in their careers. Telenor offers exciting and gainsay careers with competitive pay, excellent benefits and exceptional advancement opportunities.\r\nTelenor care their employees and provide them with a relaxed and enriching working environment. Telenor discipline and further education programs ensure a high professional mensuration amongst our employees. Telenor believe that a talented and incorruptible workforce plays a crucial manipulation in the organizationâ€⠄¢s on-going business success. Telenors management and organization is imbued with enounce values. The Group Management has devised five leadership requirements that apply to all managers in the Group, and all management groups shall discuss what these requirements mean to them.\r\nThe demands are: • Passion for business • Change and constant renewal • Operational excellence • endue people • Integrity discipline & DEVELOPMENT PRACTICES TRAINING:- The process for providing employees with particularized skills or helping those correct deficiencies in their performance. ? educate is the systematic process of altering the deportment of employees in a guardianship that will achieve the organization goals. tuition is related to demo job skills and abilities. It has a certain orientation and helps employee’s master specific skills and abilities undeniable to be successful. A ball courtesy program is an effort by the employees to prov ide opportunities for the employee to acquire job related skills, attitude and knowledge. ? Learning is the act by which the individual acquire skills, knowledge and abilities that yield ion a relatively permanent change in his /her behavior. TRAINING METHODS:- I There are to types of rearing methods. 1. On the job didactics 2. get rid of the job pedagogy 1. On the job prep:- It includes job gyrations apprenticeship, understudy assignment and formal mentoring program. 2.\r\nOff the job bringing up:- Off the job procreation includes:- ? Seminar ? Lectures ? Conferences ? Workshops TELENOR TRAINING METHODS:- In Telenor breeding methods include:- 1. Class room lectures:- It conveys technical, personal and problem solving skills and also demonstrates their technical skill by film and videos. 2. role model exercise:- It includes actual performance, case analysis, and postingal exercises, role playing and group interaction. 3. hall homework:- It includes learning tasks on th e very(prenominal) equipment notwithstanding in a bogus work environment\r\nGOALS OF TRAINING:- These are the goals of training 1. culture Validity: Did the trainees learn skills or acquire knowledge or abilities during the learning. 2. Transfer Validity:- Did the knowledge, skill, abilities learned in training lead to improved performance on the job? 3. Inter organizational validity Can a training program that has been validated in one organization be used successfully in another firm? theatrical role OF TRAINING:- Following are the types of training that are commonly used in general in any organization. 1. SKILLS TRAINING:-\r\nIt includes basic literacy skills, technical skills, and interpersonal skills and problem solving skills. 2. Cross functional procreation:- It involves training employees to perform operation in areas other than their assigned job. 3. Creativity view: It is ground on assumption that creativeness can be learned 4. Literacy information:- It involves the mastery of basic skills reading, writing, arithmetic and their uses in problem solving. 5. miscellany Training:- Diversity training program are designed to teach cultural differences and how to respond to these in work place. . Crisis Training:- It involves preparing employees with tragedies, crashes and workplace violence etc. 7. node Service Training:- It include provide customer service to give the employee the skills they need to meet and go by customer expectation. TELENOR TYPES OF TRAINING:- Training dissever into two move:- 1. Technical Training:- Technical training is conducting whenever they introduces new abstract so that they train their employees about the engagement of this new scheme. 2. Non Technical Training:- This training is further divided into two parts\r\nIT insensibled Training:- This training relates to equipment and technology Non â€IT based Training:- Non IT based training is also divided in two segment in first section Management training, C ommunication training, Teams training, Group training is given to employees. And in second section is consisting of launch scheme training, Price training, Customer training. DEVELOPMENT:- An effort to provide with the abilities the organization will need in the future. symptomatic steps in instruction program CRITERIA FOR TRAINING VERSUS DEVELOPMENT:- |Training | maturation | |Focus | certain job |Current and future job | |Scope | exclusive employees |Work group or organization | |Time frame |Immediate employees |Long term | |Goal |Fix current skill eficit |Prepare for future work demands | Their scope of training is on individual employees such as the training of HR manager; where as scope of information is on the entire workgroup like sales group working in their pause departments or other groups in their organization. Their training is job precise and addresses particular performance defects or problems, where as victimisation is concerned with the work force‘s skills and versatility. Their training tends to focus on flying organizational needs while development tends to focus on long term requirements.\r\nThe goal of training is a fairly libertine improvement in workers performance their main aim is to satisfy their customer as well as for this purpose they train their employees and spend huge amount on their training for this they focus on the immediate organization needs. Whereas the goal of development is the overall enrichment of the organizations human resources Training strongly influences present performance levels, while development pays off in terms of more undetermined and flexible human resources in the long run.\r\nTheir highly tailored approach to training ensures that their employees enjoy addd performance, achieve higher levels of customer delight and more actuate and committed towards their work. RELATIONSHIPBETWEEN PERFORMANCE APPRAISAL AND CAREER:- There is specific description of HR manager responsibilities that are asso ciated after conducting evaluation with respect to career development. Assessment:- good preparation of performance development plans, for their employees, requires the ability to assess the needs of the employee and the organization.\r\nEmployee may develop own skills in this area by attending the course, â€Å"Enhancing Career and organisational Options,” offered by Staff Education and Development on job. Help their employees to set career goals that are consistent with their skills, knowledge, experience and interests by providing feedback based on observations and assessment of their abilities, readiness and potential. The assessment should be based on manager’s actual experience and observation of employee performance and behavior rather than on assumptions and personal biases.\r\nProviding Information:- HR manager will support career development when he informs an employee about options for and assertable barriers to career movement. For example, he may tell h is employees about upcoming positions or openings for which they may be qualified, or about budgetary constraints which may inhibit career options or development opportunities in the unit or department Referral:- Refer employees to others who can assist them in achieving development goals.\r\nIt is the responsibility of HR manager, to be aware of the charm referral sources both in spite of appearance and outside of the department. He may refer employees to books, journals, professional associations or other sources of information. He may also put them in touch with people who force be willing to serve as mentors or with those who might provide an information query in which employees can learn more about a field or position from someone who is currently working in that area or capacity. steerage:- Encourage employees to focus on clear, specific and attainable career goals.\r\nShare knowledge and experience with employees. Typical questions employees have are: 1) What is required to move to the next analytic position? 2) What are the chances for advancement in this department? 3) How to be mobile indoors the company? 4) What is the difference between a promotion and an upward reclassification? 5) Who to contact for further information or career counseling. will guidance to employees about steps they might take to improve existing skills and knowledge or develop in new functional areas. Develop:-\r\nHR manager support employee development when he assigns employees roles or tasks which quarrel them and provide the opportunity to grow. Base decisions about development options and opportunities on a careful assessment of the employees readiness to accede additional or new responsibilities or quarrels. Provide on-the-job training and refer employees to classes, workshops, and other learning and development opportunities, and cheer employees to serve on committees, task forces or cross-functional teams. decisiveness:-\r\nAs Telenor one of the best cellular organization, thus it is very difficult to for me give recommendations to them. They continuous review their strategies and make adjustments according to their requirements. They follow almost all norms of efficient working environment and at the heart of it lies the HRM department that manages people very effectively. The HRM departments make programs like performance development planning, which ensures that the employees learn the skills are inevitable to achieve the organizational goals.\r\nOther then that, they also want employees to put up suggestions for training needs. These way employees evaluate themselves and ask for training if they feel any deficiency. They have also discussed the career path from both military position organizational point of view and individual point of view. After informal chew up with the employees we come across that they are meet with their work, working environment, salary, incentives and the behavior of top management. In my point of view Te lenor is the best company providing services to their customers.\r\nBut few things like long working hours and working even on public holidays and fear of categoric job is one of the greatest challenge which HR department need to meet in coming years. After analyzing I came to know that the training they provided to their employees is satisfactory after informal chat with some employees I realize that employees are happy and cheerful with their current job status and also they are able to handle all the tasks given to them because they trained in such a manner that they become the master of all traits that’s why they easy handle all new challenge and complicated projects.\r\nTheir performance appraisal is direct link with the career of their employees and that’s why after evaluating it will be instrumental for employees that HR manager properly guide them in order to set career goals that are consistent with their skills, knowledge, experience and interests by pr oviding feedback based on observations and assessment of their abilities, readiness and potential. By this employees get to know where they stand right now and what are their strengths and weaknesses through which they get the opportunity to know the possible movements in their careers.\r\nThey are also swaggering in order to keep the motivational level of their employees and that’s why disturbance rate is tremendously low as compare to other companies because they give appropriate incentives to their employees, provide them such type of affectionate environment so that employees themselves motivated towards their work and provide their employees full opportunity to develop their career. In this way Telenor organization guide their employees how they move up on corporeal ladder. RECOMMENDATION ON TELENOR:- ? The company should increase the number of intakes for the management trainee programs and also for internships.\r\nThis would help students from all over the country who want to be a part of this international to learn from their practices. On the other hand, the organization will get more people to assist them. ? There should no biasness at all because due to this the conflicts are not to solve but it will increase so it should better,do not iterfere any personel matters of others but try to understand each and every one should live equality. other so that they would exactly know what are the deficiencies in the current employees and what are the areas that they will have to focus on for training. Job rotation is not effectively used by the organization as a tool which would help employee learning and growth. Other then the management trainee program, the tool is not used anywhere else. Thus, restricting the employees in their own departments and with their own works and limiting their consciousness about the workings of other departments and jobs. ? keep going postings to different locations within the country creates dissatisfaction among the employees. The organization must recruit employees from the same location where the vacancy is from.\r\nRecruiting the employee from different city and then placing him in other city would lessen employees job satisfaction. ? Communication trainings and tests should conduct by the company for the betterment of the party and the employees. ? The Company should be flexible in recruiting the person because no one is perfect in this world so he should be up to the mark and have ability to fulfil the requiments of the Company. STRATEGIES OF MINE THAT HOW I MOVE UP ON CORPORATE LADDER IN ORGANIZATION:- If I want to move on a corporate ladder that means firstly I will decide my career planning.\r\nCAREER PLANNING PROCESS:- The decision that how I will spend my working intent is critically important. To manage my work/ animation effectively, i need to understand What I am, what options I have, how I can get to where I want to go. I may not be able to control all the circumstances tha t impact upon my keep, but I can influence the direction my life is going, and I can make decisions that are right for me. Managing your career is not a one-time event; it is continuous oscillation of personal development. As goals are reached, new goals are established and development continuous in new direction.\r\nThere are several steps in process, as illustrated below:- Steps Of Career proviso Process:-[pic] Step 1:- mark where I want to go:- In first step managing my career I will know myself, an important part of this self insight knows where i want to go in career. Why do I pursue the work and the life I do? In short in this step I will identify the interests, values, and skills that already have and which include me to contribute productively to my workplace. This will help me to see more clearly which competencies and life interests I want to continue to use in a work setting and those i may want to develop further.\r\nThis self- reflection will guide me in determinin g career goals that are a good fit. Step 2:-Identify my strength and development areas In this step I will identify my strength and areas of development. It will enable me to receive input from my manager, peers, people, and other colleagues on the leadership competencies deemed critical to the provincial service. Step3:- Make a career development plan:- In this step I will create my career development plan. Completing the plan will help me make the link between my career goals and the development that will help me move toward the achievement of my goals.\r\nBased on my aside performance, strengths and career goals, I will rate my areas for development. I will identify what type of opportunities will target my development areas and research how to access these opportunities. Step 4:- acquiring closer to your goals:- For many individuals, their career goal involves moving into a new position. Success in getting a job †externally or within disposal †is largely determine d by gaining doorway to the interview and then interviewing well. Good resumes are ital to getting an interview and strong interview skills are a must in selling the match between your qualifications and the job requirements. This workshop will provide you with the necessary skills to compete effectively for job opportunities. CONCLUSION:- According to me, Be a leader, chip in different ideas, be willing to unverbalized work, face challenging jobs , loyal to organization, colleagues, hirer and also loyal to yours self that is the method of moving up on corporate ladder. QUESTIONAIRES FROM HR MANAGER OF TELENOR:- Q1) Do have career Planning strategy in your organization?\r\nQ2) what are the objectives of career planning and management in your organization? Q3) Do you have careered planning strategy in your organization? Q4) Do you assessment/ development centers in organization? Q5) How do you manage individual versus organization related to career development? Q6) Do you think ca reer development is valuable for organization and employees? Q7) How do you make the training plan? Q8) What are the key difficulties and challenges faced by your organization in achieving the career development strategies /objective?\r\nQ9)In your estimation are you achieving the desired objectives of career development. BIBLIOGRAPHY:- www. telenor. com. pk www. altavista. com. pk www. google. com. pk ———————†Telenor †ideas that simplify Telenor †to create value for the customer by providing quality services @ affordable price. Training Technical Non-Technical Product proper(postnominal) IT Based Training Non-IT Based Training Work analysis: placard Questionnaires exercise review Critical incident Management training Communication training Teams training Group training\r\nSales training Brand training Price training Customer training sterilizes behavior needed to perform work and performance standard. study work require ments, specifications and changes in work Organizational analysis: Discussion Rewards Analysis of meetings review goals, mission and strategic plan Determine short and long term goal of the organization. Human resource analysis: Observation Records Critical incidents Develop behavior objectives to be accomplished through development programs. Objectives to be used in evaluation of success of program.\r\n'