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TRAINING AND DEVELOPEMNT

MEHWISH FAROOQI

HINA GHAFOOR

RABIA KHALID

BBA VIII
 TRAINING NEED ANALYSIS

The training need analysis is a systematic process in order to know the reasons of performance
gap and the areas which need training to fill that performance gap, leading the organization
towards the success.

Organization selected:

The organization that we have selected for this purpose is “Technology Architects”. It is a
software house located in I-8 Islamabad. The visit to the office acquainted us with its impressive
interior and professional work environment. The Technology Architects offer customized
solutions to help its clients steer through the world landscape nd let their business expand,
flourish and make its mark in this IT universe.

Technology Architects specialize in providing comprehensive web & software solutions. Their
services varies from web solutions, web & graphic design, e-commerce solutions, content
management systems(CMS), real estate solutions, survey solutions, social networking, Facebook
applications, customer relationship management systems(CRM), software applications,
SEO/SEM/PPC, flash & flex development and human resource management systems(HRMS).

Data collection:

We collected data from the owner, supervisor and one employee. The methods that we used were
observation and interview. However, as we would proceed, we would use the questionnaires as
research tools as well. The data that we obtained from interviews is classified as follows:

Organizational analysis

• Mission, goals and objectives:

The mission of the company Technology Architects is stated as follows:

“To provide high quality, timely and bespoke solutions as per exact needs

of our valued clients around the globe.”

The mission statement is clear and it is been communicated to all the employees working in the
organization.
The goals and objectives are:

 Not focusing on one time venture, but focusing on the long term relationship with the
clients

 Building designs for the clients that are fulfilling following criteria:

- Unique

- Quick to load

- User friendly

- Easy to navigate

- Attractive

• HR systems:

In order to hire the employees, they must have at least a bachelor degree in computer sciences,
along with affluent communication skills and professional presentation skills. The candidates are
passed through a couple of interviews, first with the project manager, who checks the technical
capabilities of the candidates. Later, after the filtration of
the deserving candidates on merit basis, they are further interviewed by CTO. Finally, they are
hired employees.

As far as bonuses are concerned, they are given to the employee who is best performing among
the rest of them in terms of completing projects up to mark and in the given dead line.

• Reward systems:

Different employees are paid differently, but in general terms, the pay ranges from Rs. 15,000 to
Rs. 45,000. Moreover, increments are given after every three months based on the performance.
In order to promote the employee, a performance system exists and goes through two ways:

I. First, a performance appraisal form is given to the employee, in which he rates himself on
the basis of number of projects he has completed, communication skills, presentation
skills and capability of meeting dead lines. In the form, he also has to mention his extra
achievement, if he has any.
 II. Next, the performance appraisal form is verified by the project manager and he also rates
the employee. If there is huge contradiction between both ratings, a meeting takes place
between the employee, manager and CTO. The contradictions are then clarified.

As a result, the employee who achieves highest ratings is considered to be the deserving one, and
hence he is promoted to the next post.

• Job design:

The clients of Technology Architects are spread out in U.S.A, U.K and Middle East. So, projects
are ordered by the clients through portal. The staff then completes those projects and after
completion sends them to the respective clients. After, the completion of the projects, the
payments are made by the clients, which are already predefined before taking the projects in
hand.

• Performance:

The project manager regulates the performance of the staff. He assigns tasks to the team
members and takes their feedback. If they get stuck, then he helps out them and sorts out their
difficulties. Hence, he updates them on daily basis.

• Methods and practices:

There are some practices that must be adopted by all the employees. For example, if some one
wants to leave the organization, he should inform it before at least 30 days of leaving. Another
practice is that it is mandatory for all the employees to use project management tool for the
completion of their tasks.

Job analysis:

We would consider three jobs for the analysis purpose:

 Senior multimedia architect

 Software architect

 Lead software architect

Right now, we have gone for the job analysis of software architect only. A software architect
should have following set of KSA’s:

 Technical competence
  Ability to cope with the challenges

 Communication skills

 Presentation skills

Person analysis:

We conducted an interview with one of the software architect and we found that he goes through
following set of activities every day. At the start of the day, he checks the PM tool and finds out
that what are the tasks that have been provided to him by the project manager. He then prioritizes
the tasks and starts completing them. At the end of the day he has to update the project manager
about his performance. Also, he updates the PM tool as well about whether the task is completed
or not, and if it is pending then what is the percentage that has been completed.

We found that although that software architect was capable enough in terms of technical
acquaintance and perfection, he had good communication skills along with convincing power as
well, but the problem that he was facing was that in most of the times he was unable to manage
the time and complete projects at the dead lines. As a result of this, with the dead line coming
near, he has to spend long sitting hours in office doing his utmost effort to complete the project.
Moreover, this situation, leads to stress as well because of the fear of leaving the project
uncompleted in the given time and resulting in dissatisfaction of the client.

TNA outcomes
Non Training needs:
The non training needs that we identified are:

a. Mission and objectives

b. Performance appraisals

c. Compensation

Training needs:
The training needs identified are:

a. Time management

b. Stress management

c. Team negotiation skills

d. Presentation and communication skills

Conclusion:
The analysis of the Technology Architects revealed that functions are accomplished in a highly
systematic way. The employees are not only provided sound work environment but also they are
motivated by monetary incentives in the form of pay raises, bonuses and promotions. Moreover,
the employees are very much clear about their duties, and over all a very healthy and competitive
atmosphere is present in the office. However, if the company wants to show betterment in the
business, it has to give serious attention towards training of those employees who are facing
difficulty in terms of time management. The training would surely leas the company to achieve
its objectives more efficiently.