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PRESENTATION: Training And Development at PSO

PRESENTATION: Training And Development at PSO

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Published by Adnan Yusufzai

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Published by: Adnan Yusufzai on Mar 07, 2010
Copyright:Attribution Non-commercial


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PSO is the market leader in Pakistan’s energy sector. The company hasthe largest network of retail outlets to serve the automotive sector and isthe major fuel supplier to aviation, railways, power projects, armed forcesand agriculture sector. PSO also provides Jet Fuel to Refueling Facilities at9 airports in Pakistan and ship fuel at 3 ports. The company takes pride incontinuing the tradition of excellence and is fully committed to meet theenergy needs of today and rising challenges of tomorrow.Pakistan State Oil, the largest oil marketing company in the country, iscurrently engaged in storage, distribution and marketing of various POLproducts. The company’s current market share of 82.3% in the black oilmarket and 59.4% share in the white oil market, alone speak volumesabout its success.
Training & development increases the knowledge and skills of employees.
Training & development increase the quality of work life
Training & development makes employees more cost effective andtask oriented.
Customized Training
In customized training, people from differentcompanies of the same industry go to the institution for training PSOalso sent there staff for training
In-House Training:
only PSO employees are there and these trainingsessions are conducted in the PSO house
On-the-job Training
 1.Job Instruction Training2.Job Rotation3.Coaching
Off-the-Job Training
 The employees are given off-the-job training in the form of lectures, videopresentations, and self-study.
The T & D department of PSO is playing an important role intraining and development of its employees to be at competitiveedge and to develop its potential employees to enrich theirknowledge. PSO also wants to enhance their skills by trainingthem with business related courses available in the corporatesector.
Training usually starts from its orientation programs tomanagement training they spend million of dollars each year toenhance the skills of its management and non-managementemployee’s through on the job, off job, apprenticeship andcoaching training programs.
There is Nepotism in the organization that polluted the T & DProcess.
PSO doesn’t have any specific module for conducting TNA, theone method that they are following are internally developed
It has been found that PSO didn’t hire any external consultantsfor T & D.
don’t have psychologist who diagnose the sickness of theprocess, culture, roles, working environments, policies etc
Employees working in rural areas don’t have opportunity to visitthe head office and interact with the management and to betrained. 
There is need to eliminate nepotism This can be done by regularfeedback taken by the HR department from employees abouttheir problems.
PSO must develop a TNA model which is a mix of qualitative andquantitative factors for a realistic picture of the training needs
PSO need to hire an external consultant for Training Development who can impartially assess the flaws of the system.
PSO must hire an Organizational Psychologist
Employees working in rural areas should be given theopportunity to visit the head office for training.

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