 Training start in 1563

 Mechanics Institutes founded in the 1760s to provide technical education.

 In 1917, the emphasis shifted to skill training
 1889 Technical Institution Act
 In 1945 courses were again adapted to provide training for the building
industry.
 But the quality of the training was generally considered poor
 In 1959 industrial training council established & 1964 industrial training
act is established
 From 1989 Training and Enterprise Councils (TECs) were established in
England
 Training opportunities programmed started at 1972
 1996 Training & Development celebrates 50 years of publication
 After this work related diplomas announced in 2007 & training becomes
important part of every organization

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 “To achieve clients Satisfaction by
providing guaranteed high-quality training
delivery at reasonable prices, on-demand,
where and when they wish.”

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 http://www.pim.com.pk/
 http://www.pseb.org.pk/
 http://www.sidathyder.com.pk/index.html
 http://www.rctm.com/
 http://www.logica.com/
 http://busconsulting.miingo.com/about/index.html
 http://www.maventraining.co.uk/

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 Training in Pakistan is growing now a days b/c
all the leading organization & academic
institute turned to the Training companies
because they need to make improvements in
their work relationships, effectiveness, and
team-work & groom workers so that they get
quality and skilled workers at workplace.

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 Continuing education programmes
 Individual and corporate membership schemes
 Management consultancy services in the areas of
strategic planning, human resource management,
marketing management, e-business and
organizational development.
 “Specialized Training” for local IT companies within
specialized areas in order to retain their competitive
edge among international market players. The
second was “General Training” in the field of project
management, network/security systems.

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 Delivering in-house trainings
 Open-audience trainings conducted for the professional
development of personnel belonging to various
organizations.
 Consultancy services in conducting Training Needs
Assessments (TNA) for organizations.
 Post-training Effectiveness Evaluation.
 Out sourcing & Vocational Training Facilities
 Mainly Providing training services to Organizations

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 Brings trainers from abroad that give training in
specialized fields like IT.
 Because of this they have to bear a lot of cost
 The vocational training centers are not properly
equipped to provide vocational training.
 No training for students & students are not prepared for
competitive employment.
 Having less Potential for growth in training services
 Training services is not provided in all cities of Pakistan

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 The refresher courses are not conducted.
 The staff at training centre is not usually fully trained
to train the special people.
 The training programmes mostly do not have
effective follow up programme.
 Lack of resources
 Less versatility in training methods & training topics
 Quality of training is not good
 Less experienced trainers

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 Trainingproducts for the work place in the form of
DVD/VHS
 DVD training include: English and Spanish versions
 Video, audio, and computer-based business training
programs
 Offer comprehensive directories of training programs
on customer service, sales, safety and more.
 Out sourcing & business services

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 Consulting Services & expert in providing Vocational
Training Facilities
 Providing training services to the sectors like College,
University, Voluntary Organization & small or medium
business
 On-Line training services
 Give virtual view of their training rooms through their
websites
  Provides business management consultants
specializing in implementing well proven management
profitability and organizational improvements.

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 Commitment to the training outsourcing industry
 Industry recognition and innovation
 Talent of corporate leadership and professional staff
 Experience in managing multi-year training business process outsourcing
 Capability to deliver multiple types of training services
 Revenue generated
 Potential for growth in training services
 Strength of clients & versatility in training methods
 Geographic reach
 Have a vast selection of video training products to assist in business’s
organizational development.
 Experienced trainers and high quality training materials 

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Training Games

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 Game 1

 Duration : 5 Minutes.

 Objective : To invoke a thought among the

participants, helping them to differentiate between the
Area Of Concern vs. Area Of Influence.

 Timing Of Activity : At the Start of the workshop

or when participants start raising issues which are not
under the direct control or while explaining the circle of
influence.

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 Ask the participants to stand facing the wall at an arms length. Now, ask them
to close their eyes & push the wall with full strength.
 The trainer here should generate excitement ,motivating the participants to
keep pushing the wall with all their strength.
 The trainer can also add humor to the entire activity by telling every one that
the wall is actually moving.
 After 2-3 minutes the trainer asks the participants to relax & open their eyes.
Once the participants are back to their respective seats, the trainer now takes
the feedback – whether the wall has actually moved or not.
 The answer here would be obviously “NO". The trainer now takes the
participants to the importance of focusing on the Areas of Influence.
 The wall here denotes the Area Of Concern/Area of Non-Influence. Trainer
here should state that one should try to focus on Area of Control & Influence
rather than spending time on issues on which we have no control.

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 Game 2

 Duration : 5 – 7 Minutes.

 Objective : Understanding the importance of

Standardization. One team One goal

 Timing Of Activity : Post Lunch. This activity can

also be useful while explaining the sales process – The
need for following the sales process

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 The trainer divides the entire batch into groups( 4 – 5 per group)
 Each group is asked to select a song of their choice.
 Once each group has finalized their song, all of them are asked to start singing the
song very loudly at the same go.
 Their will be total chaos in the training room since every one is singing their own
song.
 After 2 min. the trainer requests every one to stop singing & ask the participants
randomly if they were able to identify the songs sung by the other group.
 Result : Probably no one will be able to do that.
 Step – 2 : The trainer now gives a common song to all the participants / groups
(preferably a motivational one) & now ask them to start singing once again for a
minute or so.
 The groups will be much organizes this time.
 The trainer should now ask the participants to analyze both the situations.
 Result : Participants will themselves understand that every one should be on a
single thought or platform while performing a common task.
 The trainer here also need to built upon the need for every one to be focused on
one goal of the organization since otherwise it will become a “Khichdi”

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 Game 3

 Duration : 5 – 7 Minutes.

 Objective : Realize your Potential.

 Timing Of Activity : When doing Goal Setting.

 Requirements : 1 White Chart Paper + 3 different

color markers. The chart should be pasted at a height of
the wall.

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 Call for 3 volunteers & ask them to put their initials at a comfortable height on the
chart.
 Once every one is through ask them once again to put their initials higher than the
earlier attempt. This time the trainer should motivate the volunteers to stretch
themselves a bit.
 The activity will be repeated the third time with the trainer still motivating them
to reach still higher.
 At the end of the third attempt the trainer will now ask the audience to judge the
winner out of the three.
 Majority of the people will vote for the volunteer as a winner who has put his
initials at the highest level.
 However, the trainer will announce all the three as winners focusing on each
persons quest to go still higher with each passing attempt.
 Learning : At the first instance many people don’t realize their actual potential
but when they put the efforts , nothing can stop them from delivering the best.

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 Game 4

 Duration : 10 – 15 Minutes.

 Objective :
Problem solving. Don’t run around problems,
look for the solutions.

 Timing Of Activity : Any time during the workshop.

Preferably in a sales workshop.

 Requirements : 15 -20 Chairs arranged in a zig zag

manner in the training room.

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 Ask for 4- 5 volunteers & have them take a good look of the entire room.
 Give them a destination to be reached at the end of the room.
 Now, blind fold them & ask them to reach the assigned destination
without touching/colliding with the chairs.
 Meanwhile, silently remove half of the chairs from the room.
 The volunteers will try to reach the assigned destination taking every
effort not to touch the chairs as per the arrangement shown to them.
 Once every one has reached the assigned destination ask them to open
their eyes & have a re – look of the entire room. They will be surprised to
find that there are just half of the chairs in the room to which they had
taken precaution of not colliding with them.
 Learning : Obstructions are all in the mind.We perceive lot of
obstructions in our mind before getting on to the actual job,However,
most of the obstacles are baseless.

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 Case study films
 Such films make good openers
 Who Killed the Sale?  Is one of the all time best
training videos
'Who killed the sale?' is set in a modern company and
illustrates how the attitudes, communication and
actions of all employees can make a positive or
negative impact on prospects and customers.
 The film uses a series of interactions between
different parts of the selling and buying company to
illustrate the point including; dispatch, parts,
reception, sales and credit control.

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 Films provide a different set of memories,
different that is
 from what is said, discussed or dealt with in
other ways.
 Humor has become a popular way of creating
memorable images.

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Done systematically
 Smoking areas and policy
 Organizational history and background overview
 Ethics and philosophy
 Departmental structure and interfaces
 Other sites and locations
 Dress codes
 Basic communications overview
 Facilities and amenities
 Absenteeism and lateness
 Health insurance
 Rights and legal issues
 Time and attendance system
 Transport and parking

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 computer-Based Trainings (CBTs) are self-paced
learning activities accessible via a computer.
 In CBTs we offer visual learning benefits through
animation or video

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