Professional Documents
Culture Documents
Block No. 13, Sector H-8, Allama Iqbal Open University, Islamabad.
Submitted by:
Muhammad Hammad Manzoor MBA (HRM) - 4th Semester
Roll No. 508195394 508, 5th Floor, Continental Trade Centre (CTC) Block 08, Clifton, KARACHI (0321-584 2326)
ACKNOWLEDGEMENT
All praises to Almighty Allah, the creator of the Universe who blessed me with the knowledge and enabled me to complete this research. I feel great pleasure and honour to express my sincere gratitude and heartfelt thanks to my worthy subject faculty member Ms. Sarwat Afzal, for her guidance, encouragement and friendly attitude during the present study and throughout the period of M.B.A (Semester IV). I pay my thanks to all the Faculty of the Department & AIOU Karachi Campus Staff for their kind support, constructive criticisms and real encouragement. I wish to thank Ms. Zehra Jabeen for valuable discussions and knowledge sharing during the completion of this project. I further wish to record my thanks to all my students, class fellows, well wishers and especially Petroleum Exploration Pvt. Limiteds Mr. Javeed Azam (General Manager Human
Resource Management), Col. Aurangzeb, Khurram Shahzad, Rehan Hassan, Sohial, Waleem,
Javed for their help, valuable suggestions, whole hearted cooperation and prayers. Finally, I owe all my academic success and progress in life to my loving parents and sisters, whose affection, endless prayers, good wishes and inspiration remained with me for higher ideals of life.
M. Hammad Manzoor
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Sr. No.
1 Introduction
Contents Description
Approach of Training Development Objectives of Training & Development Process of Training & Development Importance of Training & Development Training Program Evaluation Purpose of Training Evaluation General Approaches to Training Evaluation Data Collection Methods Importance of communication in organization Company Profile Data Collection
Page No.
4-6
Review of Literature
6- 15
3 4
16-23 24
Data Analysis
Demerits and Deficiencies Merits & Strengths
25
References
26
Annexure
Feedback Form
Annex-I
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
On-the-job training takes place in a normal working situation, using the actual tools, equipment, documents or materials that trainees will use when fully trained. On-the-job training has a general reputation as most effective for vocational work. Off-the-job training takes place away from normal work situations implying that the employee does not count as a directly productive worker while such training takes place. Off-the-job training has the advantage that it allows people to get away from work and concentrate more thoroughly on the training itself. This type of training has proven more effective in inculcating concepts and ideas.
Training differs from exercise in that people may dabble in exercise as an occasional activity for fun. Training has specific goals of improving one's capability, capacity, and performance. Development 1. The systematic use of scientific and technical knowledge to meet specific objectives or requirements. 2. An extension of the theoretical or practical aspects of a concept, design, discovery, or invention. 3. The process of economic and social transformation that is based on complex cultural and environmental factors and their interactions.
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Individual Objectives
Functional Objectives
Organizational Objectives
Societal Objectives
Individual Objectives: Help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Functional Objectives: Maintain the departments contribution at a level suitable to the organization's needs. Organizational Objectives: Assist the organization with its primary objective by bringing individual effectiveness.
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Societal Objectives: Ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
The starting point must be to consider why one wishes to carry out any sort of evaluation. What kinds of purposes are intended to be served by the exercise? There are four main purposes that are most likely to be covered by evaluation activities, and each of these is most likely to be the concern of different groups of stakeholders (i.e. the people who have some legitimate claim to find out what effects the training). The figures below shows four main purposes as partially overlapping circles. That means that in many cases particular evaluation studies manage to combine more than one purpose, even though on or other of them usually predominates. A gap in the middle of the four circles has been deliberately left, which is intended to represent the hollow ritual of using elevations without having any clear idea of why they are being conducted.
Proving: The notion of Proving is most commonly seen as the ideal aim of the evaluation. Thus a study can be designed in order to demonstrate that a particular course has, or has not, had a particular effect on trainees, and that it therefore is, or is not, worth the amount of time and money that is being spent on it. Controlling:
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
SCIENTIFIC
SYSTEMS
INTERVENTIONI ST
ILLUMINATIVE
SCIENTIFIC MODEL:
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Usage
Most common model for training evaluation Pickups trivial outcomes, assumes objectives are real
Useful for new programmes, inside story Costly; difficult to use results
Weaknesses
SYSTEMS MODEL: The systems model is the most commonly applied and recommended for training courses. This usually takes the form of handling out questionnaires and rating scales to participants on courses and occasionally following up on their reactions and thoughts after the whole thing is finished. Unfortunately, it is usual for evaluation to take place to stop after the reactions stage, and it is rather rare for any systematic follow-up to take place. This is partly because of the cost of tracking down people who have left the premises, and partly because trainees become less positive about courses and their applicability once they are have returned to their own workplace. The verdict, therefore, on the system model is that idea, that it can sometimes produce useful information for the trainers. ILLUMINATIVE MODEL:
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Participants Information One of the other medium is to obtain information from the participants directly and other interested parties. These comments can either be written or spoken, and in each case they may be conducted in an open or closed way (an open question is one which gives people space in which to write, in their own words, their own comments, thoughts. Written Comments Written comments usually have to be structured around an acceptable focus, such as formal aspects of the course, the nomination procedure, or what has taken place since the course was completed. It is less acceptable to ask the people to comment how on how they have been sleeping, whom they have been arguments with, or what kind of informal chats they have been having with colleagues in the bar.
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
PEL holds exploration and production rights over 17,300 km2 area in some of the best proven and potential areas for hydrocarbon find in Pakistan. Currently PEL acreage portfolio consists of 06 development and production leases and 10 exploration licenses, 03 offshore exploration licenses and 02 non-operated licenses. PEL Joint Venture Partners The diversity of operating companies which are joint venture partners with PEL clearly shows their confidence in PEL as a sound operating company. Below is the list of our esteemed joint venture partners.
GHPL (Government Holdings Private Limited) PPL (Pakistan Petroleum Limited) PEII (Pyramid Energy International Incorporated) OGDCL (Oil & Gas Development Company Limited) BP (British Petroleum) FHPL (Frontier Holdings Private Limited) SHERRITT International Oil & Gas Limited SPUD Energy Limited OGIL (Oil & Gas Investments Limited) MGCL (Mari Gas Company Limited) OMV Pakistan
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
This hierarchy shows the technical relationship amongst the professionals through whom training flow is floating on fast track basis for the sake of exploration activities in Badin North Block. Training of young and senior professionals is playing a very important role in the rectification of matters which needs to be addressed from time to time on immediate basis. On the basis of the provided data by the PELs manager human resources, the following points are analyzed and reviewed and finally conversed with the management:
Chairman/Chief Executive has the responsibilities of reconciling the matters
with Govt. of Pakistan like on acreage allocation, Logistics and taxation etc. COO, is coordinating with CE for the solution of the matters with Govt. and his peers including SGM and the GMs. SGM is being reported by GM (Exploration), GM (Process) and GM (Finance). GM (Exploration) is supported by Manager Exploration & Manager Exploration. Manager Exploration is supported by two Senior Geophysicist
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Senior Geophysicist hold the three geophysicist along with three Tr. Geophysicist for each Geophysicist
Geographix Training had been arranged by PEL management for Trainee Geophysicist and Geophysicist at Land Mark Resources (LMKR), Islamabad for making them train to work on Seismic Interpretation. Data Analysis Methods: Data Analysis had been carried out by different methodologies after completion of the Geophysical Training by the exploration team in the following ways; Observation Method: An observer had been assigned during the training session; she was a foreign qualified experienced geophysicist having an experience of Ten (10) years. She attended the course all the way with the fresh graduates and made her observation report, which highlighted the future strategy for designing the training course for Geographix Software Interpretation Suit. Record Method: Record Method had been used another medium for this training session. Chris Stephen had been assigned to observe the previous record. He reviewed all the previous working, documents and report for conception, design, promotion and implementation. Record method had been worked out by Chris Stephen in the form of Audio set up for strategizing the courses in future. Participant Information Method (PIS): Another method had been adopted by Human Resource Department, i.e. PIS method. They managed to have a meeting with each participant and collected the information about the training course for the attending professionals. Informal discussion had been made to sort out the information regarding the conduction of course with the participant. Questionnaire Form: Questionnaires forms had been utilized for collection of quantitative and qualitative information about employee reactions to the training event. The questionnaire had been focused on both training content and delivery. The training content section had been targeted in questions to ascertain whether the training materials provide useful information that will assist in performing work tasks and whether the employee is more knowledgeable about the subject matter following the training event.
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Geophysicist?
2) Which course do you think you gained the most from during the last year and why?
4) If you have been unable to attend any training during the last year, why?
5) Have you found the evening and weekend courses more accessible?
6) Have you found the training has helped provide underpinning knowledge for
8) Are there any other training areas we should consider? Please list:
9) Any other comments: Feedback Form: Feedback evaluation form had been used regarding the training and its output of the training in the form of ample comments for the fruitfulness of the training, lecture, materials held by LMKR, Islamabad (Annexure I)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Training and Development (819) Merits, Demerits, Strengths and Deficiencies: Merits & Strengths:
The company is wholly Pakistani owned and has the bright future in the energy sector of Pakistan. Senior and superior professionals have been engaged with for the exploration and production of hidden energy natural assets of Oil and Gas. The company has very aggressive future plans for drilling and production of Oil and Gas. The company is fully equipped with modern day equipment for the facilitation of employees to enhance their performance effectively. Organized communication channel, shown in the attached Organogram, been used for spreading information from bottom to top management. Under the proctorship of Mr. Zaheeruddin the company is developing by leaps and bounds and spreading its business throughout Pakistan and abroad. Have Joint Venture with almost 70% E&P companies operating in Pakistan. Mr. Zaheeruddin was awarded the best business man for the year 2007 by the Prime Minister of Pakistan. The departments like Exploration, Production and Process are working cordially and proving to be the back bone of each other. Mr. Zaheeruddin and Co. does have very good relations with Govt. which is very important especially in the matter of acreage allocation. The company is on the verge of developing several ongoing projects which would prove a real epic in the disastrous power and energy shortage situation of the country. Equal opportunity Employer.
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Name
Javeed Azam Muhammad Usman Javed Muhammad Hasnain
Designation
General Manager HR Manager HR Senior Geophysicist
Contacts
Javeed@pepl.com.pk ujk@pepl.com.pk husnain@pepl.com.pk
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Lecture materials
3. How helpful were the lecture materials?
1. Not helpful. Made things more difficult to learn and understand. 2. 3. 4. 5. Really made things easier to understand and learn. Comments and suggestions
5. If you have Linux project opportunities, will you use these materials again in the future?
1. No. I will look for other sources of information. 2. 3. 4. 5. Definitely. Comments and suggestions
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
8. How well did the instructor answer questions from the audience?
1. Poorly. Didn't try to understand the questions well or rarely managed to find useful answers. 2. 3. 4. 5. Answered very well to questions from the audience. Comments and suggestions
Training labs
10. How useful were the training labs?
1. Not useful. Didn't add significant value to the lectures. 2. 3. 4. 5. Very useful. Helped to highlight things not understood and build useful experience. Comments and suggestions
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Training conditions
In the below three questions, you also rate the training environment. This can help people in charge of the training facilities to improve their service and training conditions for future sessions. So, please rate the below points, even if some were not provided by Free Electrons (training room, computers...).
13. How do you rate training conditions (room size, equipment, environment...)?
1. Poor. 2. 3. 4. 5. Very good. Comments and suggestions
15. How well was the course organized (program, registration, schedule...)?
1. Not well. 2. 3. 4. 5. Very well Comments and suggestions
OVERALL RATING
16. How much did you learn?
1. Definitely not much. 2. 3. 4. 5. Definitely more than I expected. Comments and suggestions
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)
Ms. Sarwat Afzal R-39, Block-3, Unique Unique Cottoge, Gulistan e Johar KARACHI. (0333-340 9456)
M. Hammad Manzoor 508195394 # 508, 5th Floor, CTC Continental Trade Centre, Block-08 08, KARACHI. (0321Clifton 584 2326) Training & Development 02 0819
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By: M. Hammad Manzoor, MBA HRM-IV, 508, 5th Floor, Continental Trade Centre (CTC), Clifton 08, Karachi. (Roll No. 508195394)