UNIVERSITY OF THE PUNJAB

INSTITUTE OF ADMINISTRATIVE SCIENCES

MASTERS IN HUMAN RESOURCE MANAGEMENT
(SELF SUPPORT)
4th SEMESTER

Submitted To:
Ma’am Saima Jamil

Submitted By:
SHEHZAAD AHMAD 61 MHRM
FARHAN MUNAWAR SHAH 66 MHRM
MUHAMMAD ADEEL 81 MHRM
MUHAMMAD MUNEEB 84 MHRM
Human Resource Training and Development Practices

SEPCOIII
Shandong Electric Power Construction Corporation
III or SEPCO III

Headquarter: Qingdao, China

Industry: Construction and Engineering
Founded:  1985
PURPOSE:
“We rise to the challenge of building a world that works.”

About SEPCOIII:
SEPCO3 is a Chinese construction and engineering company that designs, builds, operates and
owns power plants. SEPCO3 offers the construction of power plants via the EPC (Engineering
Procurement Construction) method on a turnkey lump sum basis.
SEPCO has the integrated service capabilities of the entire industrial chain of power, oil and gas
and petrochemical, renewable energy, energy conservation and environmental protection, and
infrastructure sector, including project planning, investment and financing, survey and design,
complete equipment supply, construction and installation, commissioning, operation and
maintenance.
2018 SEPCOIII and GE (General Electric) Power successfully completed a Reliability Run
Test (RRT) at the Haveli Bahadur Shah Power Plant in Jhang, Pakistan. The project is
among the largest gas-fired combined cycle plants in the country, expected to add up to 1,230
megawatts (MW) to Pakistan’s national grid - the equivalent power needed to meet the
electricity needs of up to 2.5 million Pakistani homes.
SEPCOIII is a wholly-owned subsidiary of Power Construction Corporation of China in electric
power sector. SEPCOIII has aggregated installed capacity of 86,000 MW and ranked 58th of Top
250 International Contractor of ENGR (Engineering News Record) in 2014. At present, its
customer base has spread across 18 countries through 46 turn-key projects including India,
Pakistan, Bangladesh, Kuwait, Saudi Arabia, Oman, Iraq, Egypt, Turkey, Indonesia and
Singapore etc. SEPCOIII has been devoting himself to building the project with best quality and
the economic and technical indicators within shortest period. Therefore, it has been awarded
China’s Laban Prize for 8 times and National Quality Engineering Gold Medal for 3 times by
now.
sepco3/about.aspx

Mission:
SEPCO'3 corporate cultures have been formed with the mission of “make customers
successful, make employees happy, and contribute to the society”.

Vision:
SEPCO'3 vision of "world-leading and world-renowned".

Product/service related organization:

Sepco3 can provide clients with full range of services including feasibility study, engineering,
procurement, construction, commissioning, operation and maintenance.

Reason for choosing this Organization:

We choose this organization because it is an international organization and providing multiple
services or products. They also have proper HR department and well-mannered organization.

Access to this organization:

We got access through the reference of one of our group member. His brother is working on the
post of Health and Safety officer in the organization.
Methodology:
 A body of methods, rules, and postulates employed by a discipline. A particular procedure or set
of procedures.

Literature Review:
Training and Development:
According to the Michel Armstrong, “Training is systematic development of the knowledge,
skills and attitudes required by an individual to perform adequately a given task or job”. (Source:
A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,2001) According
to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an employee
for doing a particular job.” (Source: Personnel Management, McGraw Hill; 6th Edition, 1984)
The term 'training' indicates the process involved in improving the aptitudes, skills and abilities
of the employees to perform specific jobs. Training helps in updating old talents and developing
new ones. 'Successful candidates placed on the jobs need training to perform their duties
effectively'. (Source: Aswathappa, K. Human resource and Personnel Management, New Delhi:
Tata Mcgraw-Hill Publishing CompanyLimited,2000, p.189) The principal objective of training
is to make sure the availability of a skilled and willing workforce to the organization. In addition
to that, there are four other objectives: Individual, Organizational, Functional, and Social.

Individual Objectives:
These objectives are helpful to employees in achieving their personal goals, which in turn,
enhances the individual contribution to the organization.

Organizational Objectives:
Organizational objectives assist the organization with its primary objective by bringing
individual effectiveness.

Functional Objectives:
Functional objectives are maintaining the department's contribution at a level suitable to the
organization's needs.

Social Objectives:
Social objectives ensure that the organization is ethically and socially responsible to the needs
and challenges of the society. Further, the additional objectives are as follows:
To prepare the employees both new and old to meet the present as well as the changing
requirements of the job and the organization.
To prevent obsolescence.
To impart the basic knowledge and skill in the new entrants that they need for an intelligent
performance of a definite job.
To prepare the employees for higher level tasks.
To assist the employees to function more effectively in their present positions by exposing them
to the latest concepts, information and techniques and developing the skills they will need in
their particular fields.
To build up a second line of competent officers and prepare them to occupy more responsible
positions. To ensure smooth and efficient working of the departments.
To ensure economic output of required quality.

Types of Training and Development Programs Which Are Provided

To the Employee:
Different practices are followed in different industries and in different organizations too. So, the
need of training and development programs is depending up on the requirements of the job
profile. Therefore there are various types of programs shared by different authors. The types of
training and development programs are as follows:
Types of Training
 Job Instructions Programmed Instructions
 Apprenticeship & Coaching Class Room Lectures
 Job Rotation Simulation Exercises
 Committee Assignment - Business Games
 Internship Training - Case Study Method
 Training through step by step - Audio- visual Method
- Experiential Exercises
- Vestibule training
- Computer Modeling
- Behavioral Modeling
- Role Playing
- Conference/ Discussion Method
- Workshop / Seminars
* (Source: Researcher's Contribution)

Stages of Training and development Programs:

Training should be conducted in a systematic order so as to derive expected benefits from it. The
training system involves four stages, namely:
a. Assessment of training and development program’s needs.
b. Designing the training and development programs.
c. Implementation of the training program
d. Evaluation of the training program

Stages in Training and Development Programs:

(Source: P. Subba Rao, “Essentials of Human Resource management and Industrial Relations”
Himalaya Publication House, 3rd Revised & Enlarged Edition 2009, Pg-199-203)

Development:
Employee Development Programs are designed to meet specific objectives, which contribute to
both employee and organizational effectiveness. There are several steps in the process of
management development. These includes reviewing organizational objectives, evaluating the
organization's current management resources, determining individual needs, designing and
implementing development programs and evaluating the effectiveness of these programs and
measuring the impact of training on participants quality of work life. In simple way, it can be
denoted as per the following formula.
Employee Development = Employee Education + Employee Skills + Training Effectiveness +
Employee Quality of work life .There are various authors who shared their views regarding the
role of training and development in different
On- the -Job Training Off –the- Job Training

Stage – 1
 Assessment of Training
 Needs Organizational Analysis
 Departmental Analysis
 Job Analysis
 Employee Analysis
Stage – 2
 Designing of Training
 Programs
 Instructional
 Objectives
 Learning Principles
  Teaching Principles
 Training Principles
 Content design aspects.
Stage – 3
 Implementation of Training
 Programs
 On-the-Job Methods
 Off-the-Job Methods
 Characteristics of the Instructor Conducting the Program
Stage – 4
 Evaluations of Training
 Programs
 Reactions
 Learning
 Job Behaviour
 Organization
 Ultimate Value
According to the Michel Armstrong, “Training is systematic development of the knowledge,
skills and attitudes required by an individual to perform adequately a given task or job”.
(Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,
2001)
Investing in staff development in decision-making, problem-solving interpersonal
interactions & teamwork has a positive impact on the firms' degree of growth as well as
employee performance.
The term ‘training’ indicates the process involved in improving the aptitudes, skills and
abilities of the employees to perform specific jobs. Training helps in updating old talents and
developing new ones. ‘Successful candidates placed on the jobs need training to perform
their duties effectively’. (Source: Aswathappa, K. Human resource and Personnel
Management, New Delhi: Tata McGraw-Hill Publishing Company Limited, 2000, p.189)
Human resource (HR) development and other human resource functions have been found to
have a favorable relationship. Human resource practices, policies, and initiatives that
promote skill and knowledge for employee career development must be prioritized by
organizations.
Functioning in an international organization necessitates knowledge of the organization's culture
as well as the culture of the country's society. According to research, “training plays an important
role in the implementation and planning of human resource management”.
According to research, providing a comprehensive training and development program to
employees reduces employee conflict. Without training and development, no firm can acquire a
competitive advantage. In conclusion, training and development that has an impact on
individual's performance has not only enhanced the well-being of companies, but has also aided
the wellbeing of most regions of the world that have taken into account the design & delivery of
manpower learning & development at the national level.

Training design: is very necessary for the organization to design the training very carefully
(Michael Armstrong, 2000). The design of the training should be according to the needs of the
employees (Ginsberg, 1997). Those organizations which develop a good training design
according to the need of the employees as well as to the organization always get good results
(Partlow, 1996; Tihanyi et al., 2000; Boudreau et al., 2001).

On the job training:

Its helps employees to get the knowledge of their job in a better way (Deming, 1982). It is better
for the organizations to give their employees on the job training because it is cost effective and
time saving (Ruth Taylor et al., 2004).

Delivery style:
It is a very important part of Training and Development (Carlos A. Primo Braga, 1995).
Employees are very conscious about the delivery style Michael Armstrong, 2000). If someone is
not delivering the training in an impressive style and he is not capturing the attention of the
audience it is means he is wasting the time (Mark A. Griffin et al., 2000). It is very necessary for
a trainer to engage its audience during the training session (Phillip seamen et al., 2005). Delivery
style means so much in the Training and Development. It is very difficult for an employee to
perform well at the job place without any pre-training. Trained employees perform well as
compared to untrained employees. It is very necessary for any organization to give its employees
training to get overall goals of the organization in a better way (Flynn et al., 1995;Use the "Insert
Citation" button to add citations to this document.
Kaynak, 2003; Heras, 2006). Training and development increase the overall performance of the
organization (Shepard, Jon et al., 2003).

Theoretical Framework:
With the help of literature review, 3 key variables are identified that affect the organizational
performance. With the help of these variables, a theoretical framework is developed that shows
the correlation between the dependent variables and independent. Dependent variable is
organizational performance and independent variable is training and development elements
which are training design, on the job training and delivery style.
 Theoretical Framework

Training
design

On the job
Training and ORGANIZATION
training
development PEFORMANCE

Delivery style IV DV

Elements
 Questionnaire
Q: Give us introduction of your organization that what kind of work culture
you use in organization?
They are working with the multinational china based organization name SEPCO3 and our project
is operation & maintenance of Haveli power Plant our organization. They have worldwide many
projects of power industry. The work culture in sepcoo3 based on equality where the equal
employment opportunity to work.

Q: What is the purpose of training and development in your organizations?

The purpose of training and development in SEPCOO3 is to identify the gaps in the performance
of the employees and to develop the employee’s necessary skills and abilities in order to enhance
their performance. Training and development programs provide many benefits. It enhances
employee performance, boost productivity, reduce employee turnover, and improve company
culture.

Q: Explain your organization whole training and development process?

We provide two types of trainings to our employees, external and internal trainings we arrange
trainings on weekly bases as per provided TNA Plan. Plan is prepare and arrange by the
department head and submit to Human resource for further review and at the end HR need to get
approved by management. And implement that plan accordingly.

Q: How do you find training needs in your organization and when it needed?
A Training Needs Analysis looks at the knowledge, skills, and abilities of employees to
determine what types of training they need to improve his skils and achive the company goals.

Q: Why is on-the-job training important for the development of employees in

a company?
Trainings increase the skills set & help in the development of an employee as well as overall
growth of organization. Development is more expansive and focuses on employee growth and
future performance, rather than an immediate job role.

Q: Tell me about those specific skills which you bring into the employees?
Below are the skills we bring into the team of our organization…
 Communication skills
 Time management
  Problem-solving skills
 Listening
 Critical thinking
 Collaboration skills
 Leadership.
Q: How would you ensure that the Training Is effective for an employee
within the Company?
To evaluate the training effectiveness’ there are different ways are as below.
 Self-assessment questionnaires
 Key performance indicators (KPIs)
 On-job observation

Effective employee training method that you like to use

The Most Effective Employee Training Methods are as sited below.
Skills usually depend upon the type of the job but some specific skills that are essential for each
employee are good interpersonal skills and problem solving skills.

Q: How do you monitor the impact of your training sessions?

Self-assessment questionnaires and Informal feedback from managers to track the record of
training impact on the trainees.

Q: If you had to improve in one area of instruction or communication, what

would it be?
They will focus to improve communication skills.

Q: Have you ever trained a group of your superiors? If so, how did you
approach the situation?
They don’t have any training experience to superior groups.

Q: What are your favorite tools to use when it comes to delivering employee
training?
Learning Management System (LMS) The best training tool for trainers who want to create
courses, manage users, and track the performance of their online training and learners is an LMS
(Learning Management System)
Q: How would you conduct training programs during covid-19 pandemic?
They have conduct online trainings sessions during covid19 pendemic.
 PERFORMANCE MANAGEMENT:

They have monthly performance management system. HR Department generates performance

evaluation forms to the relevant department. HR officer mark his evaluation on the daily bases of
work task and performance, and discuss that evaluation with the personal.
PERFORMANCE APPRAISAL:
Monthly performance management System.

Consequences:
 Ignoring to implement training in the organization essentially means neglecting all areas
of your organization.
 Improve skills and knowledge of employees.
 Training is critical in running a successful organization. By not training your employees
you can affect their productivity, safety, and the overall well-being of the organization.
 Motivation and engagement of employees.
 Increasing capabilities.

Limitation:
 Safety issues
 Traveling issues
 Training is a time-consuming process.
 It is also a costly procedure.
 Tough to get time from HR Manager

Recommendations:
 There should have a question-answer session after every training so that can also observe
the interest of employees.
 Organization before introducing any training and development programs will take their
advice also as a representative of others.
 Training and development programs should be flexible
 Training and Development programs should be design and implement at that time when
employees can easily participate on these programs.
Conclusion:
After analyzing the report it was concluded by us that SEPCOO3 training and development
programs are considered as a positively development strategy in the organization. These
training and development practices positively enhance skills; improve efficiency, and
productivity and growth opportunities for employees. However, Sepcoo3 needs to focus on
Communication Skills of its employees. Most apparent changes in T and D are the shift to
performance improvement. Thus the skills, knowledge, and abilities involving these areas
will continue to become increasingly necessary for T and D specialists.