Submitted By: Muhammad Arif Aamir Rafiq Muhammad Shahzad Asghar Ali Ali Waqas Muhammad Sohail Chief HR officer Training Specialist officer Recruitment officer Job Analyst officer Compensation officer Labour Relation officer

Date Submitted: 24-05-2009


Training & Development is the field concerned with organizational activities aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning & development. Training & Development ensures that randomness in organizational setting is reduced, and learning or behavioral change takes place in structured format. The conflicts at workplace, with perhaps the most devastating career consequences, are those that take place between employees and their bosses. Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Training & Development encompasses three main activities: training, education, and development. These three are often considered to be synonymous; however, they encompass three separate, although interrelated, activities: 1. Training: This activity is both focused upon, and evaluated against, the job

that an individual currently holds. 2. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. 3. Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. Most of the organizations never used to believe in training before. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth the time and efforts involved. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. Organizations have now realized the importance of corporate training. Training is now considered as more of retention tool than a cost.1


So we offer a firm grounding. Unilever also support Supply Chain graduates in gaining Chartered Engineer status (IEE. Professional skills Training takes place both at your company and on a national level with other graduates. Professional Skills is the first of a series of programmes that continues as you develop. often with e-learning packages to help you transfer what you’ve learned to your everyday work. There’s a skills programme for each function. In some functions employees study for professional qualifications. 3 . such as: Marketing • • • Marketing Foundation Programme Brand Building Excellence Integrated Brand Communication Finance • • • Finance Academy Foundation Programme Value Creation Workshop Innovative Business Partnering Professional qualifications Of course.Name of the Project : Professional skills Development Professional skills training ensures you have the expertise needed for your Career Area. Moreover Some courses for the lower level employees will also be offered so that they maybe educated about the current needs of the organization. Some will have experience of business. with business induction programmes. such as CIMA for Financial Management and CIPD for Human Resources. These are courses that often target specific areas of professional development. IMechE and IChemE). Through these they learn about operating company and gain a broad overview of Unilever’s corporate strategy and growth objectives. others will not. we recognise that people joining the Unilever Graduate Leadership Programme come from a number of backgrounds.

Learning is an ongoing process. resources. Line managers are responsible for coaching. 4 . The funding for the project will be allocated by the Unilever Pakistan and the employee who will be given the Training will be employed on key positions of the Company. The providers are specialists in the field.Training and Development is a Process So often when we design a plan. The participants are those who actually undergo the processes. government employees and technocrats all attending this programs. It also offers a variety of part-time programs at the City Campus in the evenings. The clients of training and development are business planners. The plan is a general guide -. the plan becomes the end rather than the means. Look at learning as a process and you enjoy the long time during the journey rather than the short time at the destination. and performance. a rich and educational experience. The programs will be offered with the coordination of Unilever Pakistan and IBA Lahore. Authorities responsible for: Stakeholders in Training & Development The "stakeholders" in training and development are categorized into several classes: • • • • • The sponsors of training and development are senior managers of the organization.the real treasure found from implementing your plan is the learning you achieve. It is not uncommon to find entrepreneurs. Specialized executive education programs are conducted by the newly established Center for Executive Education (IBA-CEE) for professionals from the corporate world. inside as well as outside the class. The facilitators are Human Resource Management staff. The diversity in their work backgrounds makes interaction. 2 Location: Institute of business Administration (IBA) The IBA offers full-time business programs both at the Main and City Campus. practicing managers.

To train them to be aware of the significance of communication and enthusiasm in their day-to-day work as a tool for better organizational climate and morale. Hence the cost allocation and expenditure is specified in the Annual Financial Report. which sometimes conflict with the agendas and motivations of the others.Each of these groups has its own agenda and motivations. Project objectives Objectives of Training & Development • Principal Objective . The participants will be accommodated in the hostels of the Unilever and IBA and will be provided basic facilities of Travelling and recreation. This will help us make the human resources cognizant of the functions of different sections. • Individual Objectives – To help employees in achieving their personal goals.To make sure there is availability of a skilled and willing workforce to an organization and enlighten the partakers more about their organization. its aspirations. enhances the individual contribution to an organization. this in turn.1 Plan provision The Training and Development is a 3 month program for the senior employees so that the above mentioned courses will be beneficial for them. support and trusteeship among trainees. fellowship. To see that once they go back after attending training. • Organizational Objectives – To assist the organization with its primary objective by bringing individual effectiveness. and the business background in which it operates. To develop friendship. 5 . challenges. they feel that they belong to the organization. Unilever offers training session of employees every year based on the requirement of the Business.

It houses the program offices. The facilities are immaculately maintained in line with the IBA tradition of excellence in all facets of its activities. Improved skills and capability of the trainers to associate inputs to outputs. These compare in size and splendor to any campus of a world-class institution of higher learning. and Printing Services 6 . which is attended mainly by professional managers. The IBA Main Campus is a large complex of buildings spread around lush green sprawling lawns. and students. The classrooms at both the campuses are large and airy. Some of the services provided by this department include E-mail and Internet Service. two computer labs and eleven classrooms.3 The IBA's IT department provides computing facilities to staff. faculty and administration is absolutely essential for providing quality. a library. Audio Visual Support. The City Campus is in the heart of the business district of the city. and four computer labs. to enhance the learning experience and make it more interactive. It also develops plans with objectives and actions that help achieve a highly competitive and technology-intensive environment for the institute. conference and seminar rooms. The IBA’s computing facilities are being continuously upgraded to keep them in sync with fast paced advance in computing technologies. The City Campus is also home to the Evening Program. Apart from housing 20 classrooms. faculty offices. which serves as a backdrop to an extremely conducive environment for academic pursuit. and are fully-equipped with modern audiovisual facilities. justification and technical parameters The two campuses are spread over 80 acres. faculty. an auditorium.• Functional Objectives – To maintain the department’s contribution at a level suitable to the organization’s needs. IT Help Desk. Description. it has a library. The IBA believes that a modern IT environment for students. All facilities at both campuses are accessible to the students. • Societal Objectives – To ensure that an organization is ethically and socially responsible to the needs and challenges of the society. faculty and course participants. an auditorium.

of Membe rs per course Residential/ot her Charges (Per member) Total Residenti al/ other Charges Total Charge s Marketing Foundation Programme 5 15.550 30000 150. The hostel provides many facilities to its residents: it is equipped with a gymnasium and an indoor table tennis room. to socialize and to play indoor games Three month training will be provided in the IBA and the sponsorships will be provided by different departments of the organization. Students use the TV Lounge.000 227750 Brand Building Excellence 10 15. which is equipped with a big screen television and a satellite decoder.550 30000 300000 455500 Integrated Brand Communication 15. Capital cost estimates Marketing FINANCE Unit Fees per memb er Items No. The hostel provides single accommodation for its students and has one hundred rooms.Residences: The IBA provider residential facilities for out-of-town full IBA students.75 acres with lush green lawns and is a short walk from the Main Campus.550 10 30000 300000 7 455500 . The hostel is spread over and area of 1.

550 30000 150.Finance Academy Foundation Programme 5 15.000 227750 Value Creation 10 15.550 30000 300000 455500 Sources of financing Equity: The amount of equity to be financed from each source         Sponsors own resources Federal government Provincial government DFI's/banks General public Foreign equity (indicate partner agency) NGO’s/beneficiaries Others 90% 0% 0% 10% 0% 0% 0% 0% Project benefits and analysis Financial: 8 .550 30000 300000 455500 Innovative Business Partnering 10 15.

The trip will be a part of the learning activity. Participants may find their organizations offering support to use the training and also the support for continuing contact with the training institution. June 1-July 15 July 15th July 16 to July 21 August 31 September 5 • • Recreational Activity: A week recreational trip to Northern Areas will be hosted by the Unilever Pakistan. Training and development programs are also important to cope up with the changes in technology and with diversity within the organization. Today because of number of changes in technological fields. the important aspect of training and development programs is that it helps to avoid the managerial obsolescence.2 Implementation of the project Project will start from the month of June and will be completed in three months. On the other hand. they may step into a quagmire of distrust. The remaining parts of the project will be as follows: • • • • Starting date First Session First Session Course Assessment Mid Course break End of Second Session Submission of Report by job Analyst June 1st 2009.The newly-acquired skills and knowledge undergo modifications to fit the work condition. these programs are increasingly emphasizing on converting the organization to learning organizations and human performance. Work Environment: On the other hand. acquisitions. More effective behavior of people on the job is the prime objective of the training process conducted by an organization as a whole. These programs also play an important role managing the changes in organizational structure caused by mergers. rapid growth. The cost of will be allocated on the basis of individual employees: 9 . Organizational problems either major or minor can be solved our by these programs. downsizing and outsourcing.

50000 Rs. 833 - Total Cost Rs. 4000 iii.000 Total estimated cost(approx. Travelling) Rs. of days 6 60 Rs. iv. of visitors Per Night stay(per member) Total no.) Rs.i. of members 25 25 60 - Per Unit Cost Rs. ii. 37550 Rs. 37550 Rs. 1282500 Letter of recognition of effort 10 .000 v. 938750 Rs. 500. TOTAL COST AND EXPENDITURE: Item Marketing Courses Finance Course Tour Cost Other Cost Grand Total No. 938750 Rs. Other expenses( Food. 260. Total no. 5000 Rs.

qualification/course will have been a pleasure to you.... next step is analyzing their training and development and issuing them letter of recognition... Being able to do a difficult task is always pleasurable....... the related field of training and development (T & D) deals with the design and delivery of learning to improve performance within organizations....... After Training the employees by an organization... Keep up your excellent efforts.. 24th may.... Best wishes....... we appreciate your interest and effort to complete this training session... I wanted to let you know that I was greatly impressed by your efforts and attitude in approaching your challenges. and I have every faith that you will succeed on your next attempt.... 2009 Asghar Ali Job Analyst Unilever Lahore Dear . We have developed a letter of recognition for the Unilever employees..... I am happy that your recent success to achieve/complete .. Employee 11 . However..... Moreover.In Organization development..

Muhammad Sohail Labour Relation officer Checked by : _____________ Asghar Ali Job Analyst officer Approved by : _________________ Muhammad Arif Chief HR officer 12 .Prepared by: _______________ 1. Muhammad Shahzad Recruitment officer ________________ 2.

Performance Appraisal 13 .

14 . To help in development of the employee. This is not in much in organisations as it very subjective and judgmental. The various kinds of performance appraisal systems are: Personality based performance appraisal system: Here the appraiser is supposed to rate the personality traits of the person being appraised.To determine training and development needs.Performance Appraisal Performance appraisal is a process in which one values the employee contribution and worth to the organization. In Unilever this is done periodically depending on the need of the organization. 4.g. Employees across the entire organisation are appraised of their performance. To give employee feedback and counsel them 5. This is totally related to the job and concentrates on the end results that are more important to the organization. Competence based performance appraisal system: Here the job analysis is used and the employee is appraised for the skills he exhibits. It could also be biased and prejudiced. To review performance for salary purposes. if his job entails dealing with the clients then he is judged foe his effectiveness in dealing with them. 3. Result based performance appraisal system: This system concentrates on the final results achieved by the employee irrespective of his personality or deficiencies.To help better current performances 2. For e. The objectives of performance appraisal for Unilever are: 1. This enables both the organisation and the employee as to what deficiencies are to be overcome and can be useful in providing training to the employee to better his performance.

The procedure followed for evaluation. Second. Before creating a PA program. the employer should prepare for any obstacles that might appear. decision making 15 . to contributing to the company’s or firm’s bottom line. should be exempt from having a formal PA program. Performance Appraisal in Unilever: Performance appraisal at Unilever is usually done periodically and after every 1year. Everything is done strictly and confidentiality maintained in the Evaluation System so that the managers can express their views in free and frank manner. there are several factors to consider. the employer should develop a plan and timeframe for launching the program. and improved employee morale. A performance appraisal program (PA program) is important to employees’ professional development. The managers must also be trained to look at the cases objectively outside of their personal opinion of the candidate. in which they have to fill in the multiple choice questions related to the level of satisfaction with their co-workers and supervisors. an opportunity to effectively address performance problems. to meeting the company’s or firm’s goals or objectives and. ultimately. Finally. No employer. is that the performance appraisal forms are distributed among the employees. a Big Four firm. and regularly consider ways to improve the program. The employer should first determine the objectives for the program.The HR person must also ensure that line managers are properly trained for carrying out the appraisal including interviewing techniques and on how to give feedback. a nonprofit organization. whether a small CPA firm. One Performance Appraisal method can highlight only some attributes as the Paired Comparison Method can only highlight the attributes like leadership. a government institution or a private or public company. Other benefits that could be derived from having a PA program include enhanced communications.

16 . and all false and irrelevant indicators are excluded. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from "poor" to "excellent" (or some similar arrangement). The traits assessed on these scales include employee attributes such as cooperation. communications ability.etc. This encourages equality in treatment for all appraises and imposes standard measures of performance across all parts of the organization. Techniques for Performance Appraisal at Unilever Pakistan Rating Scales The rating scale method offers a high degree of structure for appraisals. Rating scale methods are easy to use and understand. This is a common and normal psychological phenomenon. Each employee is subjected to the same basic appraisal process and rating criteria. There is an assumption that all the true and best indicators of performance are included. and the traits they purport to measure. initiative. All human beings are affected by it. punctuality and technical (work skills) competence. Perceptual Errors This includes various well-known problems of selective perception (such as the horns and halos effect) as well as problems of perceived meaning. 3 Advantages The greatest advantage of rating scales is that they are structured and standardized. In other words. with the same range of responses. This allows ratings to be easily compared and contrasted . The nature and scope of the traits selected for inclusion is limited only by the imagination of the scale's designer. we see in others what we want to see in them. Disadvantages Trait Relevance Are the selected rating-scale traits clearly relevant to the jobs of all the appraisees? It is inevitable that with a standardised and fixed system of appraisal that certain traits will have a greater relevance in some jobs than in others.even for entire workforces. or by the organization's need to know. generally attempt to encapsulate all the relevant indicators of employee performance. Systemic Disadvantage Rating scales. So Unilever practices mix methods for appraising the performance as they believe that by doing so many critical incidents can be highlighted.

Essay Method In the essay method approach.Perceived Meaning Problems of perceived meaning occur when appraisers do not share the same opinion about the meaning of the selected traits and the language used on the rating scales.is also its greatest handicap. The process is subjective and. The varying writing skills of appraisers can upset and distort the whole process. the appraiser prepares a written statement about the employee being appraised. . This contrasts sharply with methods where the appraisal criteria are rigidly defined. 17 . Appraisers often find the essay technique more demanding than methods such as rating scales. or it be composed in collaboration with the appraisee. it is difficult to compare and contrast the results of individuals or to draw any broad conclusions about organizational needs. The statement may be written and edited by the appraiser alone. these errors may be (at times) deliberate. The appraiser is not locked into an appraisal system the limits expression or assumes that employee traits can be neatly dissected and scaled. The techniques greatest advantage . Thus the process is open-ended and very flexible. Advantages The essay method is far less structured and confining than the rating scale method. in consequence. The statement usually concentrates on describing specific strengths and weaknesses in job performance. Appraisers may place whatever degree of emphasis on issues or attributes that they feel appropriate. It permits the appraiser to examine almost any relevant issue or attribute of performance. Rating Errors The problem here is not so much errors in perception as errors in appraiser judgment and motive. It also suggests courses of action to remedy the identified problem areas.freedom of expression . Disadvantages Essay methods are time-consuming and difficult to administer. Unlike perceptual errors.

they can lead to unrealistic expectations about what can and cannot be reasonably accomplished. Advantages The MBO approach overcomes some of the problems that arise as a result of assuming that the employee traits needed for job success can be reliably identified and measured. Instead of assuming traits. Once an objective is agreed. That is. Supervisors and subordinates must have very good "reality checking" skills to use MBO appraisal methods. MBO advocates claim that the performance of employees cannot be broken up into so many constituent parts . The guiding principle of the MBO approach is that direct results can be observed.as one might take apart an engine to study it. then he or she has demonstrated an acceptable level of job performance. the MBO method concentrates on actual outcomes. If the employee meets or exceeds the set objectives. whereas the traits and attributes of employees (which may or may not contribute to performance) must be guessed at or inferred. 18 . They will need these skills during the initial stage of objective setting. and not on their potential for success. the employee is usually expected to self-audit. But on the downside. that is. Employees are judged according to real outcomes. Disadvantages MBO methods of performance appraisal can give employees a satisfying sense of autonomy and achievement. The MBO method recognizes the fact that it is difficult to neatly dissect all the complex and varied elements that go to make up employee performance.Results Method MBO (management by objectives) methods of performance appraisal are resultsoriented. Typically they do not rely on others to locate and specify their strengths and weaknesses. or on someone's subjective opinion of their abilities. they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. They are expected to monitor their own development and progress. and for the purposes of self-auditing and self-monitoring. But put all the parts together and the performance may be directly observed and measured. to identify the skills needed to achieve the objective.

Leaves personal affairs at home 10. owners. Motivation among subordinates 4. Name of person to be reviewed: ___________________________ Review Period: From ________ to ____________ Poor Average 0 point 1 point Fair Good Excellent 4 points 2 3 points points 1. Self-control under pressure 7.In order to complete the anonymity of this form. How much he gives importance to others. 5. Listening Skills 3. whoever will be tallying the results. NOT the person being reviewed). Is thoughtful and considerate of staff members 6. and put it in __________'s box (managers.Performance Appraisal Forms of Top management Section 1 Please complete this form. please DO NOT SIGN it or put your name on it. Gives compliments and positive feedback 19 . Is punctual 9. place it in a sealed envelope. Will admit it or apologize when wrong 8. Professionalism 2.

List down the goals you have accomplished in this period: ________________________________________________________ 2. What particular strengths do you feel you have and to what extent are they being used? ___________________________________________________________________________ __________ 5. the authority to do the job 16. Provides on-the-job training 12.Summarize briefly how you feel you have contributed to the smooth running of the Organization over the past year? ___________________________________________________________________________ __________ 4. How would you assess your own ability to be organized and get things done? Performance Appraisal for Department Managers 20 . Interaction between staff members 13. Extraordinary Skills Section 2 To be filled by the boss and appraised by the higher executives 1. Lets me know in a fair and constructive manner when I have done something wrong 14. Keeps his/her promises 15.11. Have you created any new business strategy? ____________________________________________ 3.

Name: ___________ Department & Title: _________ Feedback being provided for: ______________ Please rate on competencies below by writing yes in front of your choice 1.What do you think should be trained to this employee? 3.What are the areas of improvement for this employee in your opinion? 2.At what time the employee behaved against the standards? Performance Appraisal form for self assessment Employee Self-Assessment Form 21 .

Goals: Completed On: Expected Completion: *For any goals not completed. List your goals for the previous year and your progress on each of them*. What growth opportunities would you like to pursue in the upcoming year? 5. for the upcoming year. What else would you like to discuss during your review? 22 . list the obstacles that prevented you from reaching your goal during the previous year. including time frames.Employee Name: Current Job Title: Evaluator’s Name and Title: Date: (m/d/yy) Employee ID: 1. What department standards did you exceed this past year? 3. List your goals. What resources do you need to do your job more efficiently and effectively? 4. 2. 6.

2.coolavenues.com/know/hr/smitha-training-3. 4.com/ http://www.htm www.pk http://www.com/ratings.php http://www. 3.performance-appraisal.do c- 5.edu/working/hr/performancemgt/employee_self_assessment.rochester.unilever. www.References 1.citehr. 23 .

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