Mission

Statement
Every organization
incurs two types of
Human Resource Management
costs – visible and
invisible. By imparting
soft skills training, we
help organization to
control invisible costs

HISTORY:

The history of Quaid-e-Azam Group of colleges can be tracked back to 1987,

with the establishment of Quaid-e-Azam Law College, the first private sector
law institute in Lahore. Discerning the cumulative demand from the society
for sovereign & splendid law education, these Colleges bifurcated to several
cities of Punjab. The law college now has its campuses in Sargodha
established in 1998 followed by another campus in Okara in 2002. Last but
not least the group observed the establishment of Quaid-e-Azam College of
Accountancy & Commerce in the year 2004. In only four years, this institute
emerged as a specialized educational center, training individuals as
successful professionals and treasured citizens. By 2004, four campuses had
been established with more than 15000 graduates at its list and these
collectively became known as ‘The Quaid-e-Azam Group of Colleges’.
 Training Needs Analysis
Name:________________________

Please rate your level of skills from 0 to 3 (0= No skills at all, 3= Very skilled.)
Tick the appropriate boxes. 0123

Sr #. General Windows skills 0 1 2 3

1 I can find, save and print my own documents
2 I know how to save files in my own directory and in general
directories
3 I know how to use Windows explorer to manage files
4 I can create new directories/folders
5 I can create a shortcut on the desktop
6 I know how to move and copy files
7 I can use to disk cleanup tool
8 I know how to search for a file
9 I know how to deal with a “frozen” application
10 I can switch between applications
11 I can use Windows Help
12 I can update my anti-virus
TOTAL
Printers and other peripherals
Printers
13 I can deal with a printer paper jam
14 I can print on labels
15 I can print on non-standard paper
16 I can deal with print queues
Scanners
17 I can scan an image
18 I can manipulate a scanned image with appropriate software such as
Paint Shop Pro etc
19 I can scan a text page and use the OCR software
20 I can scan a page to the printer
21 I can scan a page to fax
Word Processing
22 I can format text e.g. size, bold, font
23 I can spell check a document
24 I can cut and paste
25 I know how to use Undo
26 I can set indents and tab section breaks and partial formats
27 I can create numbers and bullets
28 I know about multi level numbering
29 I can set headers and footers
30 I can use tables to present info
31 I can add borders & shading to tables and paragraphs
32 I can use heading styles
33 I know how to create a table of contents
34 I can mail merge
35 I can create labels
36 I can import images into my document
TOTAL
 Spreadsheet
37 I can enter text and numeric data in cells
38 I can enter a simple formula (e.g. to add up a column of figures)
39 I can change the orientation of the print-out from portrait to landscape
40 I can enable gridlines to be shown on prints
41 I can insert and delete rows and columns
42 I can change the width of a column and height of a row
43 I know the difference between a relative and an absolute cell reference
44 I can format text (size, colour, bold etc)
45 I know how to format a number to decimal places
46 I can copy and paste a cell
47 I can link cells between worksheets
48 I can sort data in a column
49 I can use the Autofill tool
50 I can produce a chart from my data
51 I can edit a chart
52 I can import information into a spreadsheet from another application (e.g.
from a Word document)
TOTAL
Outlook/Email
53 I can create and send an email to other staff
54 I can create and send an email to colleagues outside of the organisation
55 I can reply to, delete or forward an email
56 I can add a contact to my Contacts list
57 I can attach a Word document to an email
58 I know how to sort my emails
59 I can create a meeting & invite people to a meeting
60 I can allocate time in my Calendar
61 I can book a meeting room or a resource
62 I can save my email to an Outlook folder
63 I can create a new Outlook folder
64 I know how to clear my deleted mail box
65 I know how to set auto archive
66 I can use the journal to monitor project work
67 I know how to create and edit a Task List
68 I know how to fax from my PC
69 I can subscribe to and unsubscribe from an email mailing list
TOTAL
Training process Diagram

Design

Assessment
Define Implementation Evaluation
Objectives
Assess Select Evaluation
Needs Develop
Criteria
Lesson Plan Deliver the
Program
Develop Interpret Results
Material

Select Trainer/
Leader

Select Methods

Schedule the
Program
Need Assessment Training

Why Quid-e-Azam College needed Training Program to develop the office skills of their
employees

 New Staff
 Employee skills does not meet their Tasks
 Staff not much familiar to computers and I.T. system
 Burden of work

Identifying Needs

Training is an important part of employee development. Trainer must know exactly what
is required from the training programmed to management. He should tell completely that
when it should conduct efficient & effective Training programs. Training needs also
determine the nature of training program. Conducting a training program includes the
factors that are related to the evaluation of the training program in terms of new IT
techniques and skills.

Quaid-e-Azam College Analysis

Quaid-e-Azam College is one of the growing colleges in Pakistan. In the light of these
situations we can make an analysis.

Strengths

Quaid-e-Azam College is in its growing stages so their financial position is good

 Professional and committed workforce

 Well experienced and quality staff
 Successfully launching new product Lines
 cost is low than other colleges
 Effective Internal communication system

Weaknesses

Quaid-e-Azam College is growing but it has some weaknesses to eliminate for modern
system.

 Little bit expensing on Advertisement

 Short number of courses providing
 Satisfaction of staff relating to rewards
Opportunities

Environment to open new branches in other cities

Hiring of high qualified professionals

Market Availability

ATM facility for fee submission

Threats

Economic condition of the country

Other competitor colleges

Assessment

The process of identifying performance requirements.

 Efficient Work
 Quick Responsiveness
 Student Satisfaction
 New Methods to improve employee skills

Needs Assessment

It is the process, to identify the Gap between what performance is required and what
presently exists. Identify the job performance skills needed, accesses skills of prospective
trainee’s

 Self Assessment of Employees

 College performance
 Students Unsatisfaction
 New technology adoption
 Interview with management

Component of TNA

We selected the college Analysis because we covered the whole Official Staff of Quaid-
e-Azam College.

 Job required to performed

 Employee level of working
 KSA of employee
 Training
Training Design

This is the orderly development of the training program. There are three primary
considerations while designing training of employees of Quaid-e-Azam College. It is the
process of teaching new employees the basic skills that they need to perform their jobs
and development is result of that training.

 Learner Readiness
 Learning Styles
 Transfer of Learning

Learner Readiness

 Ability to Learn

Employees should learnt basic skills to develop the technologies.

Motivation to Learn

Trainees must be motivated by the management.

 Self-efficacy
Trainees must be believed that they can successfully learn the training
development.

Learning Styles

 Self directed
 Work related experience
 Problem solving approach
 Extrinsic and Intrinsic factors

Behavior Modeling

Copying someone behavior by observing the other response behavior dealings with a
problem.

 Reinforcement and Immediate confirmation

 Reinforcement and feedback are most effective when given as soon as possible
after training.
Transfer of Learning

 Technological Support
 Manger support
 Self Management Skills
 Opportunity to use learning capabilities
 Climate for transfer of learning

Objectives

 The objective is to transfer of knowledge in that timescale

 Employee should feel that the training is relevant, then the learning that takes
place and the application of the training is only going to be half-hearted.
 The objective should be truly measurable.
If you send an employee on a course to learn EXCEL, then be sure that your
objective is not a loose aim, e.g. ‘By the end of the course, Susan will be able to
produce EXCEL spreadsheets.’ You could argue that it is measurable. If he/she
still can’t do a spreadsheet, then he/she hasn’t achieved the objective .

Training Lesson Plan

 Topic
 Summary of Key points
 Training Objectives
 Duration of activity in session
 Training Contents
 Training Method activities
 Breaks
 Exercise to warm-up
 Question to test understanding
 Conclusion

Program Title:

Training of official Staff of QUAID-E-AZAM College.

Objectives of Lesson

To develop the commitment of employees and their hard working

Preparation required

 Physical Environment
 Equipments and Materials
 Instructor
 Trainees

Preparing Training Material

They are used to inform the target audience about the training program. Trainers
Management announced the training of Official Staff.

 Program Outlines
 Content
 Goals
 Expectations for Program

Content

 Time
 Activity

Goals

 Commitment of Employees
 Honest and diligence
 Hardworking
 Creating advance knowledge

Expectations

Employee’s expectations about the training of Official Staff are high because Official
Staff is the most important factor of QUAID-E-AZAM College.

Training Manuals and Text books

 In PowerPoint presentation
 In videos form
 Exercises
 Self tests
 Reading’s Books/Manuals related topic
 Self study
Select Trainer

Trainer should have

 Training Competency
 Advance Knowledge
 Advance Skills
 Must expertise about subject matter

Methods of training

We select the method Off the Job Training because it provides lectures, video
presentation, case study and self study. We divided into two sessions.

Training Schedule

Day Date Time Details

Monday 17/01/11 9:00 to 11:00 Introduction and
17/01/11 11:00 to 11:30 Tea Break
17/01/11 11:30 to 13:00 Training Session
17/01/11 13:00 to 14:00 Lunch and Prayer Break
17/01/11 14:00 to 15:00 Self Study
Tuesday 18/01/11 9:00 to 11:00 Training Session
18/01/11 11:00 to 11:30 Tea Break
18/01/11 11:30 to 13:00 Training in video form
18/01/11 13:00 to 14:00 Lunch and Prayer Break
18/01/11 14:00 to 15:00 Self Study
Wednesda 19/01/11 9:00 to 11:00 Training Session
y
19/01/11 11:00 to 11:30 Tea Break
19/01/11 11:30 to 13:00 Studying Books/Manuals
19/01/11 13:00 to 14:00 Lunch and Prayer Break
19/01/11 14:00 to 15:00 End of Training Session and Feedback
Implementation and Deliver of Program Training

We implement the training program according to the given schedule by the training
management and deliver the training to the trainees.

Evaluation

After conducting the training session, we evaluate the training program that how much
we become able to fulfill our requirement. It is very important to assess the result of any
training. We should aware the participant about the goals of the training. They should be
asked about the impact of the concerned training program. The first step toward
evaluation of a training program is to define the goals and objectives of the training
program. These goals and objectives should be stated in such format so that they can be
measured statistically. The first requirement is to collect valid and reliable data by using
the fowling techniques.

 Self assessments + sheets.

 Approved Questionnaire
 Analyzing the collected information and observation.
 Final result based on previous information plus the new data

Select evaluation Criteria

The Evaluation of any training programme has some certain aims to fulfill. Evaluation of
any training program must inform us whether the training programme has been able to
deliver the goals and objectives in terms of cost incurred and benefits achieved. The
analysis of the information is the concluding part of any evaluation programme. On the
basis of these comparisons, problems and strength should be identified.

Selection of Trainer:

Prof. Mohammad Haris will be selected as a trainer for this training course.

Forecasting and measuring costs:

 Trainer cost:

The trainer will charge Rs: 50,000/- for this training.

  Material Cost:
Some handouts and case studies will be provided to the employees for this
training that will cost Rs: 50,000/-
 Venue cost:
AL HAMRA hall will be booked for 3 days from 9:00 AM to 3:00 pm. This
will cost Rs: 200,000/-.
 Timings
The training will be of about 6 hours daily.

Benefits:

 Better computer skills.

 Familiarity to new Microsoft office skills
 Career Development of Employee
 Growth of the organization

Conclusion

HRM managers at Quaid-e-Azam College are performing a great job. Along with the
other managers and employees HRM managers are also doing a great job in achieving
College goals and objectives. The environment at Quaid-e-Azam College is good because
of the HRM department and their policies for keeping their employees happy, productive
and efficient and providing those more incentives.