Training at Telenor

Telenor
Telenor Pakistan is owned 100% by the Telenor ASA. It was launched in Pakistan in year 2005. Telenor is
growing day by day because of it’s excellent coverage. Telenor has 2500 to 3000 indirect employment
opportunities.
Training At Telenor : Training is basically about improving the skills, abilities and knowledge of the
employees. Telenor wants to provide that kind of training for it’s employees. Teelnor wants to see the
performance of it’s individuals improved. Human resource department is responsible for the training
and orientation of the individuals. The best kind of training that Telenor provides is by knowing about
the objectives , history and rules about the organization. Telenor is trying it’s best to give the latest
training to it’s individuals in order to be on the top.
The basic training given at Telenor:

 Communication:
Every field requires employees who have the flexibility to communicate. And are able to
convey their message in different environments. The employee at Telenor should know how to
communicate with all kind of audience.
 Innovation:
The world is changing every minute. Telecommunication company is continuously changing.
Telenor train their people to be innovative. To accept the changes. To think outside the box. To
generate innovative ideas and solutions.
 Team working:
Telenor is a global business. So it can not actually function on individual basis. No business can
function on individual basis. Team working is required for any organization. Telenor trains it’s
people to be good with working with different people. Working relationships at Telenor are
made based on mutual trust and positive working potential. They focus on employees to come
as a team with one vision. And that is Telenor’s vision.
 Drive for results:
At Telenor the employees know about their objectives and goals. And they know how to achieve
them. They are trained to be aware of their objectives.
 Customer focused attitude:
Telenor believes in setting their customers their first preference. The employees are trained to
provide world-class customer service. They try their best to know about the needs of their
customers and their expectations from Telenor.
 Self confidence:
Employees with self confidence have higher chances of increasing their productivity for the
organization. Employees learn to gain their self confidence at Telenor. If the employee has the
confidence in himself only the he can contribute effectively to the productivity of the
organization.
 Seeking responsibility:
Employees look out for responsibility. They learn to take responsibility for their own
development. And for the development of their organization.
 Emotional intelligence: It’s about developing the personal power of the employee. The
employee gets aware of his/her emotions. It helps in maintaining a friendly work environment.
Less number of conflicts take place between the individuals due to this.
 Presentation techniques: Traditional classroom instructions are given to improve the
presentation skills. The audiovisual techniques of the individuals are improved. In Telenor a
number of presentations take place every other day. The presentation skills matters a lot. The
way an individual represents himself to the outside world tells a lot about his organization.
When we talk about the training given at Telenor they focus on two main kind of trainings
 In house training: The in house training is basically related to the activities that are happening
and are being carried out by the employees inside the organization. The examples of in house
training can be such as house to do a particular job more effectively. In house training can be
done by questionnaires , interviews, quizzes, and observation.
 System related training

 Product related training
 Technical training
 Front end desk training
 Operational wise training
 Outsource training
 Moral building
 Attitude building
 Executive training
 Values building
Level of training need:

 Organizational level: Organizational level training is basically the training to support the
strategic business objectives of the organization. It is also used to meet the require the tactical
training needs which are useful for support groups and projects.
 Individual level: Individual level training is working on the objectives, ambitions, interests and
development opportunities of the employees that a organization can offer.
 Operational level: Training at operational level is when the training is given for a specific project
or a task.
Types of TNA’s at Telenor

 Surveys
 Gap Analysis
 Observation
 Job description
 Performance review
 Interviews
Training design model at Telenor:

 Trainer: The trainer for training should have the technical, analytical, interpersonal and various
other skills. So that he is not only able to train people and also able to manage them. These skills
will help the trainer to deliver quality content to the trainees
 Trainees: The people who seek training are who we call the trainees. There are some factors
that are to be discussed before starting the training. Such as skills,age,experience,qualification,
and needs of the trainees. The best training can be delivered if the company knows it’s people.
 Topics to be discussed for training: The topics to be discussed in a training session should be in
a preference order. All topics be it a simple topic or a complex one should be covered. As long as
it’s providing any good to the organization it should be discussed. The topics should be arranged
in their relative importance.
 Learning style for the trainees: Different set of people have different learning styles. Their
age,qualification, needs etc can tell a lot about the learning style of a person. If the trainee
knows about the learning style of the trainess the training design model can work at it’s best.
 Training climate: A lot of things combined together make up the training climate for an
organization. Such as the working conditions, ambience, positivity, feelings and etc. If there’s a
good training climate for both the trainer and the trainees the training design model will work at
it’s best.
 Strategies used for training: The trainer should know the successful strategies used in giving a
good training. Such as the availability of facilities and resources. The art of knowing the
background of the trainees. The level of competence of the trainer. How to give preferences.
 Support facilities: From the white board to the markers. Everything that plays it’s part in the
training is a support facility. Be it a printed support facility or a visual support facility.
 Constraints : The cost of carrying out the training session can be a constraint. But Telenor
believes in investing in human capital. Furnishing can be a constraint. The equipment required
for a specific training session can be a constraint for the organization.
The conclusion phase for the training:

As for the conclusion the organization evaluate that whether the trainees are capable of implementing
their learning into their practical work. It’s basically a phase where the organization gets to know about
the productivity of the training session that they carried out. It’s that part of the training when the
learner’s skills and knowledge are tested again to measure the productivity of the training session. The
major purposes of the evaluation of the training session are
 Research
 Feedback
 Innovation
 Intervention
 Control
 Power
The training evualuation phase consists of two major parts

 Post-training test: Post-training test is conducted to know about the effectiveness of the
training provided to the individuals. The test tells about the productivity of a specific training
given.
 Post training survey: A survey is carried out to know about the improvement in the
performance of the trainees. On the basis of this test the organization designs it’s future
training sessions. And the kind of improvements needed in the future trainings.

Training at Telenor

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Telenor

The basic training given at Telenor:

 System related training

Level of training need:

Types of TNA’s at Telenor

Training design model at Telenor:

The conclusion phase for the training:

The training evualuation phase consists of two major parts

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