L

I Doc No: HNR/ QP/HTI/Ol

HNR (Pvt.) Company Limited

Haier Training Institute
'

Rev # OS

Effective Date:'Ol.lO2014

, Procedure & Policy for Training and Development

PURPOSE:
TheseSOP'sdefines the training &competence enhancement procedure of the target market for
effect"iveimplementation and achievement of planned objectives and for Continual Improvement.
2. SCOPE:
The contents of this procedure are applicable to training and development activities of the target
market of the haier training institute.
3. OBJECTIVE:
To become state-of-the art Institute for training & development of human resource for meeting future
challenges & business objectives

NEED BASED TRAININGS PROCEDURES:

Responsibility

Activity / Process
DETERMINETARGETS &

Concerned HOD

ACTION PLANS

Process/ Product Parameters and

,Other Descriptions
Every year targets and action
determined
for the company,
departments,
sections,
and
worktables/workstations

Related Record &

Information

plans are
factories,
individual

Doc #: HNR/HTI/Ol (a)

.

--

'"..

Concerned HOD
, HOD HR

Based on every work' table/work

station
action plans/targets and job descrlptlonr a
standard competency matrix is developed.
. Doc #: HNR/HTI/Ol (b)
...
This will determine what competencies we
require to achieve departmental targets=to
ultimately achieve company's targets.

Concerned HOD
HOD HR

For each existent employ a competencv ,

matrix is prepared. This will determine the
em-ployee - skllls" set-available.n-ew Doc #: HNR/HTI/Ol (c)
induction,
criteria
of sel
be
available in form of ski!

re

matrix

is

DETERMINE
COMPETENCYMATRIX
GAP'S

Concerned HOD
HODHR

Concerned HOD
HODHR

Every year (TNA) shall be conducted on

prescribed formats by each HOD for their
respective department in order to bridge the
employee competency skill gap. The HOD's
must also mention the objectives of training
and time period within which the gap
bridged could be witnessed
after the
training.

Dean
Concerned HOD

The trainings determined to bridged the gap,

needs to be accessed whether there are
appropriate
resource
persons available
within HNR to take up as Internal training or
we had.to go for the outsourced or external
trainings.

DETERMINE TRAININGS
TO BRIDGETHE GAP
(TNA)

DETERMINETRAININGS
TO BE OUTSO~RCED,
INTERNAL OR EXTERNAL

Doc #: HNR/HTI/Ol (d)

Doc #: HNR/HTI/Ol (e)

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HNR (Pvt.) Company Umited

Haier
Training Institute
-,-,-,-",-.;,.;,..;;,-,-,---,,<-:..:.:..:..c..:..:..:::"':'='

Procedure & Policy for Training and Development

Dean
Concerned HOD

Finance & Budget

There shall be provision of training budget

specified for HTI to conduct trainings for all
departments.
Maximum limit of training
budget
for
each department
is pre
determined.

Concerned HOD

0:

H R/ QP/HT1/01

Effective Date: 01.10-2014

Cost of training
material
required
for
internal trainings or cost of training in case
of external trainings and cost of trainer and
training material in case of outsourced is
determined. Various ou'tsourced or external
sources training quality and market repo are
also considered:

PROVISION OF

APPROVAL OF TNA

Doc

-I Rev II 05

Training Budgets

TNA shall be submitted to CEO Secretariat

for approval before preparing departmental
annual training plan.

5. CAREER DEVELOPMENT TRAININGS PROCEDURES:

DETERMINE CAREER
Dean .HTI
Training Manager
Concerned HOD

DEVELOPMENT
TRAININGS

1
DETERMINE COST &
QUALITY OF TRAININGS

Dean
Concerned HOD
f--

PROVISION OF CAREER
DEVELOPMENT
Finance & Budget

APPROVAL OF CAREER
DEVELOPMENT
TRAININGS

Concerned HOD

Keeping in view the career development of

the employees of HNR, trainings are
arranged, on recommendations of CEO,
HOD's, Dean or employees themselves.
These trainings could be internal, external of_
outsourced.
Cost of training
material
required' ~for
internal trainings or cost of training in case
of external trainings and cost of trainer and
training material in case of outsourced is
determined. Various outsourced or external
sources training quality and market repo are
also considered.
There
shall
be
provision
of
career
development training budget specified for
HTI to conduct trainings for all departments,
except community support trainings. For
community support trainings, special budget
shall be approved on case to case basis by
the management.
Proposal of career development trainings
shall be submitted to CEOSecretariat for
approval before preparing departmental
annual training plan.

Training Budgets

HNR (Pvt.) Company Umited

Haier Training Institute

~------------------------~--~~-----------------1
Procedure & Policy for Training and Development

6.

TRAINING'S IMPLEMENTATION
.

~~-------------,

Concerned HOD

PREPAREANNUAL
DEPARTMENTAL
TRAINING PLAN

PREPAREANNUAL

Training Manager
Dean HTI

HNR
employees
having
successfully
completed at least graduation or equivalent
and besides has at feast 5 years of
experience in the field, and sufficient
training experience, are qualified to be a
trainer at HTI for Junior officers & above. A
qualified engineer or DAE or equivalent,
. withalleast~y~ars
~f practical experience,
and sufficlent
training
experience,
are
e
qualified to be a trainer forthe training of
staff below Junior officers. Based on training
topics, appropriate trainers for In-house/On,
Job trainings shall be nominated strictly on
merlt. Trainers shall be selected by the
Dean, Hrl in consultation wit Ii the CEO /
HOD's. Preference shall be given to the Inhouse expertise.
However
if required,
trainers may be hired from outside. Internal
7-externaltrainer's
Or trainingbodies
paner
list shall be prepared by HTI for reference.

METHODOLOGY

TRAINEE
NOMINATIONS

Based on the need based and career

development
trainings
recommended,
annual training plan shall be prepared by
each factory / department for its employees
along with the justification and expected
result time.
Annual TrainingCalendar shall be prepared,
based on training's recommended in the
departmental training plan.

,
"

TRAINING

PROCEDURES:

Training Manager
Dean HTI

TRAINING CALANDER

TRAINERSSELECTION

Doc 0: H R/QP/HTl/01
Rev#OS
Effective Date: 01.10-2014

Training Manager
Dean HTI
Trainer

The Training methodology Involves one or

more combinations of open discussion, mini
lectures & inter active open discussions,
presentations & brain storming sessions,
group exercises & case studies, training
videos and self-assessment.

Concerned HOD

All HOD's shall forward nominations for

internal trainings from their departments,
on the basis of annual training plan, and
training sch_edule issued. These nominations
shall reach HTI on the prescribed format at
least 03 days before the scheduled date of
training.
Any change in nomination
/
schedule shall be communicated to HTI at
least 07 days before scheduled 'date of
training. No change in nominations,
or
change in schedule shall be acceptable after
the prescribed date.No one will be allowed
to sit in the class, who is not nominated by
the concerned HOD on the prescribed

Doc #: HNR/HTI/01 (f)

Doc #: HNR/HTI/02
REV#: 000
Effective Date
01-07-2014

'.

Doc #: HNR/HTI/03

Doc #: HNR/HTI/04

HNR (Pvt.) Company Limited

Haier Training Institute

Doc

0:

R/QP/HTI/Ol

~----------------~~~~~~~~-----------------4
Rev#OS
. Procedure & Policy for Training and Development

Effective Date: Ol.l()'2014

format submitted within deadline date. For

Out-sourced
or
external
tralntngs,
nominations shall be considered on the
basis of. available budget, available seats
and eligibility criteria.
'
/

TRAININEE CLASS

Trainer
Training Manager

The trainees must attend and be marked

present for at -least 90% of each session
time. Trainers take attendance
at the
beginning of each session. A participant is
considered late if miss up to 10 minutes of
training in any session and is considered
absent if he miss more than 10 minutes of
training in any session. There is no valid
excuse for absence or late. An absent
student shall in no way be issued the
certificate of attendance or certificate of
training.

Doc #: HNR/HTI/OS

Training Manager
Dean HTI
Concerned Trainer

At the end of every training session (Inhouse, Outsourced or External Trainings)

feedback
evaluation
is
required
to
determine the impact and. quality of the
training session through a written feedback
form.

Doc #: HNR/HTI/06
REV#: 001
Effective Date:
01-07-2014

Training Manager
Concerned Trainer

At the end 'of each -traininl(-seS5ion of an

internal, or external training, the trainee
needs to develop his action plan for the
learning's he made during the training
sesslonjm the prescribed format.

ATTENDANCE

TRAINING FEEDBACK
FROM TRAINEES

.1

,
"

TRAINEE LEARNING

,.

ACTION PLAN

Training Manager
Concerned Trainer
- -

~TRAINERSREPORT--

OBSERVERREPORT

..---------IN-CLASSTRAINING
ASSESSMENT

Observer
Training Manager
Concerned Trainer

Trainer
Training Manager
Dean HTI

Doc #: HNR/HTI/08

At the end of each training session, the

trainer of an internal training program
needs tocomplete
the trainers-feedback
form.

Doc #: HNR/HTI/09

If an observer is appointed for any training,

he / she needs to give his observation report
regarding the training session he / she
attended.

Doc #: HNR/HTI/l0

At first stage; trainees are evaluated on the

basis
of
class
participation,
practical/project/class
test, and behavior.
Total weightage of such evaluations are
40%.
Doc #: HNR/HTI/ll

HNR (Pvt.) Company Limited

Haier Training Institute

Doc

0:

H R/QP/HTI/01

~----------------~~~--~~~~-----------------1
Rev#OS
.ProcedureS Policy for Training and Development
TrainerHOD's
WORKPLACE
TRAINING ASSESSMENT

Effective Date: 01.102014

At the second stage, trainees are evaluated

by immediate senior or the HOD/Manager
on the basis of practical application of
learning at its work place and contribution
towards achieving departmental objectives.
Total weightage of such evaluations are 60%

Doc #: HNR/HTI/12

The evaluated
results
of
workplace
assessment shall be sent to HTI on the
prescribed format for compilation with the
training
session
assessment
and
a
consolidated result is prepared to decide
pass or failure status of the trainee.

Doc #: HNR/HTI/13

Training Manager
Dean HTI
Concerned Trainer

TRAINING ASSESSMENT
RESULTCOMPILATION

Training Manager
Dean HTI
Concerned Trainer

TRAINING ASSESSMENT
CRITERIA

Grading Criteria includes:

A*(Excellent)
90% to 100%
A (Very Good) 80% to 89%
B (Good) 70% to 79%
C (Average) 60% to 69% .
o (Poor) 5.0%to 59% or below

=
=

Training Manager
Dean HTI
Concerned Trainer

TRAINING FEEDBACK
EVALUAT.ION ..

...

.-

.
TRAINING FEEDBACK
EVALUATION CRITERIA
-~

..

---

.Training Manager
Dean HTI
Concerned Trainer
--"

Learning must contribute to both business

success and personal development
and
overarching this is the need to ensure that
the company achieves value for money. For
these reasons there must be a robust
process of evaluation in place. AII"training &
development activitiesshall be evaluated in
accordance with the evaluation
guide!
Trainings are evaluated through feedback-" form at the end of each training session
Grading Criteria includes:
A* (Excellent) 90% Scale
A (Very Good)
80% Scale
B (Good) 70~ScaleC (Average) 60% Scale
o (Poor) 50% or below Scale

Concerned HOD
PERFORMON-JOB LIP
MONITORING

RE-TRAINING

CONDUCT
ANNUAL TIA

=
=

After conclusion of the training session, the

concerned HOD or immediate senior shall
ensure learning implementation progress of
the trainee and gauge the improvement in
the skills, behavior, productivity and quality
aspects of the trainee after training.

Trainer
HOD's
Training Manager
Dean HTI

If a trainee secures 50% or below %age in

the consolidated result of an In-House
training program. The trainee is re-trained
upon the recommendation of the trainer or
concerned HOD.

Concerned HOD
Dean HTI

At the end of the year, a training .impact

assessment is determined to meas
he
success of trainings through
.n e

"tlO"~CU'

.- .
-

--

Doc #: HNR/HTI/14

Doc #: HNR/HTI/15

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Doc #: HNR/HTlf07

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HNR (Pvt.) Company Limited

Haler Training Institute
f----------'..:.=..:..:.....:....:....::c..:..:..c-"'--c:..:.;:,.:::..::..::=----------l

Doc No', HNR/QP/HTI/01

Rev # 05
Effective Date: 01.102014

Procedure & Policy for Training and Development

Concerned HOD
ANNUAL REVIEW OF
COMPETENCYGAP

Training Competency Gap shall be evaluated

every year and competence matrix shall be
updated accordingly

Doc #: HNR/HTI/16

1
Training Manager
Dean HTI

TRAINING

MonthlYj Quarterly and Annual reports of

training activities shall be compiled for
management information.

Doc #: HNR/HTI/17
Doc #: HNR/HTI/18

MIS REPORTS

Trainer
Training Manager
Dean HTI

TRAINING RECORDTO
BE MAINTAINED

AWARDS AND

Award Committee
Dean HTI

Successful trainees are awarded certificates

and highest achievers shall be awarded
shields. Best Internal, Trainers shall-also be
awarded
shields
and
certificate
of
recognition as'per award policy.

Trainer
Training Manager

General companies discipline and code 1)'1'

conduct shall be strictly followed.

. RECOGNITIONS

All training records shall be maintained

including:
TNAj
departmental
annual
training plan: trainee nomlnatlons: training
calendars; attendance
sheet; orientation
record;
training
In-Class
assessment:
training work place assessment: compiled
result:
training
feedback;
feedback
evaluatlon; including photographs

"

Doc #: HNR/HTI/19

"

DISCIPLINEAND CODE
OF CONDUCT (QUALITY
POLICY

L:::.:==-.:::=:;:======:::..J-

TRAINING BOND

-.

Admin
Training Manager
Dean HTI
Finance & Accounts

The employees
shall be required
to
complete the compulsory
service after
obtaining external training. The employees
leaving
the
companies
job
before
mandatory period of service shall be dealt
as follows:
For overseas external training, employee
has to sign 24 months service bond and in
case of leaving the job before maturity of
agreement, at least 70% of total cost of
training . will
be recovered
from
the
employee.
For local external training of at least ~5 days
or more, if employee leaves the job within 6
months, at least 70% of the total: c~st
training
will' be recovered
from
employee.

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HNR (Pvt.) Company Umited

Haier Training Institute

Doc 0: H R/QP/HT1/01
R~#05
Effective Date: 01.10-2014

~--------------~~~~~~~~~----------------~

. Procedure

& Policy for Training and Development

7. ON .JOBTRAININGS
Determine On-Job
Trainings/Follow-up

of

New Induction

Concerned HOD
/Manager/Supervisor
Training Manager
Dean HTI

On-Job training requirement is determined

by the CSD,concerned HOD, Manager or
Supervisor. For new induction follow-up, the
training manager shall prepare schedule for
On-Job Follow-up trainings .

Training Manager
Trainer
Dean HTI

The training manager or the trainer

responsible shall impart the required On-Job
training at the required workstation or
production line. For record purpose feedback
Form shall be used signed by the concerned
supervisor.

.:

~
Conduct On-Job
Trainings/Follow-up

by

HTI Trainer

8. INDUCTION ORIENTATION TRAINING

..

Demand of New Hiring

All the departments shall demand for new

hiring as and when required within their
budgets from HRD

HRM
Concerned HOD

from HRD

~.

HRM

'.

Interview and Selection

HRDshalllnvlte andcall for interview for

.
seleq,ion.
~

byHRD

.,

'~

1
HRM

HRD after proper interview and selection

transfer the new induction to HTI for
orientation

Transfer of New
Induction to HTI
-

--

---

--

---

--

-_.

--

t
Orientation

of New

Training Manager
Dean, HTI

Orientation of new induction is conducted by

'HTI

Training Manager
Dean, HTI
Concerned HOD

After proper orientation, the new inductions

are transferred to the concerned
departments by HTI.

Induction by HTI

1
Transfer of New
Induction to Concerned
Departments

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HNR (Pvt.) Company Limited

Haier Training Institute

Doc No: HNR/ QP/HTI/01

Rev # 05
Effective Date: 01.10-2014

Procedure & Policy for Training and Development

'.

9. TRAINING POLICY

TRAINEES
RESP<?/NSIBILITIES

Trainee's

TRAINERS'
RESPONSIBILlIIES

Trainer's'

--------

--

Every tr.ainee must sign their attendance

sheet and fiJI~in the feedback form with due
diligence. Every trainee should sit attentive
in the training sessions and participate in
session dlscusslons-and Q&A sessions. As a
learner, it is his/her duty to gain out of the
training session and give regular feedback.
The trainer's role is to help create an
atmosphere
and
environment
that
encourages the learning process to take
place. Trainer's shall be able to organize and
present information
in such a way that
trainees can use it to increase their
knowledge
base, organize and present
activities that will reinforce the learning
process, and enable them to work more
effectively and to collaborate and achieve
synergy. Trainers
are responsible
for
retaining
all original
training
records.
Trainer should develop a class quiz/class
test for the learning evaluation of trainees,
after each training session. The .trainer shall
also present .videos/photos
or.' develop
examples/exercises' for the better learning.
Best practices/benchmarks
could also '~a
good source of inspiration and learning for
trainees. If required, some 'further study
material
could
also be provided. or
prescribed to the trainees. It is mandatory
for each trainer to develop and discuss at
real life own company experience/issue or
problem - as a-case
study- for-better
-

understanding of the training topic and its

real time application/solution.
Trainer must
ensure his timely presence at the training
venue and must effectively utilize complete
training time.
TRAINING QUALITY CRITERIA
Trainer

AWARD POLICY(TRAINEE)
Trainer
Training Manager
Dean, HTI
Award Committee

Criteria of a training to be of quality

standard includes: (a) Must start and end on
scheduled time,
(b) Must have clear
objectives, (c) Must be interactive, (d) Must
cater for all type of learners, (e) Learning
must take place, (f) Objectives are achieved,
(g) Both training assessments are compiled.
Top three trainees shall be awarded the
"Best Trainee Award". The trainee to be
considered for this award, must (i) secure at
least 80% marks in both parts of the training
assessment. (ii) Successfully implemented
"Learning Action. Plan" prepared at the ~
of the training session, and
Sho(iii)
positive progress on job.
.
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HNR (Pvt.) Company Limited

Haier Training Institute

Doc No: HNR/ QP/HTI/Ol

Rev#OS
Effective Date: Ol.lO-20J4

~----~----------~~~~~~~~~----------------~

Procedure & Policy for Training and Development

AWARD POLICY(TRAINER)

Top three trainers shall be awarded the

"Best Tralners Award". The trainer to be
considered for this award must (a) secure at
least 80% marks in feedback .j!valuation (b)
Training have well defined objectives, (c)
Included Visual presentation, picture or clips
for visual learner tyj;e (d) Exercise, practical,
or case study for tactile learner type (e)
Trainee involvement
& Q&A session for
auditory learner types (f) Training must
conclude with the preparation
of the
"Learning Implementation Plan".
The "Award Committee" shall finalize the
nominees for the top three Trainees and
Trainers Award.
The Committee
shall
include concerned HOD's and Dean HTI.

Training Manager
Dean, HTI
Award Committee

AWARD COMMITTEE
CEO
Dean, HTI

Successful trainees are awarded' certificates

and highest achievers shall be awarded
shields. No certificate of attendance or
certificate of training wifl be issued to an
absent student. In order to be awarded a
TRAINING"tERTIFICATE
certlflcate, the trainees must attend and be
marked present for at .least 90% of each
,,
session time. Trainers take attendance 'at
CEO
Dean, HTI
the beginning of each session. A participant"
..
is considered lat~ if miss up to 10 minutes of.
training in any session and is considered
absent if he miss more than 10 minutes of
training in any session. There is no valid
excuse for absence or late, An absent
student shall in no way issue the certificate
of attendance or certificate of training.
~~~----------------~--------~---4~~~~~~~~~~~~~~---4--------~------~
In order to resolve any dispute, or to
DISCIPLINEAND ENQUIRY
conduct an enquiry against any breach of
COMMITTEE
discipline, information shall be shared with
the CEO. The CEO if deem necessary shall
CEO
constitute Discipline & Enquiry Committee.
Dean, HTI
This committee shall recommend the action
to the CEO. The CEO shall make the decision
and his decision shall be final and binding
upon everyone.

1;

INTERNAL TRAINING'S

'

Training Manager
Dean HTI

ON-JOB INTERNAL
TRAINING'S

Training Manager
Dean HTI

OUTSOURCEDINTERNAL
T~INING'S

Training Manager
Dean HTI

Internal trainings shall be conducted ~~~v

schedule by internal resource person
. -

./.

\-

Professional and Managerial t~s

On-Job internal technical trainings shall be
conducted for employees of HNR while
working on the job for existing as well as
newly inducted employees.
Internal trainings for which no appropriate
expert is available In-house, the training is
outsourced
to. external
trainer/training
body. These trainings wifl be held ln-house.

<"\-

employees
of
HNR
any A~I'!)P"'
companies. The trainings i~Z.l-i~~cal,

.. ,-'

..

QP/HTI/Ol

Procedure & Po"

Tralnlngs
no appropri:m:o
and can
conducted- as
trainings are speda.E:zedtra':"";'~

Training
anagerDean HTI

EXTERNALTRAINING'S

HRD
Training Manager
Dean HTI
HOD's

HRD
Training Manager
Dean HTI
HOD's

COMMUNITY SUPPORT
TRAININGS

New induction orientation trainings for nonmanagement staff shall be conducted by HTI
on regular basis. This will cover awareness
of organization and system, culture, policies
and functions.
In order to serve the social obligation
towards the society, In-house or external
train,ings shall be orga~jzed for deprived and
under privileged community of our society
to upgrade their technical skills and develop

I them

CONFERENCES
& SEMINARS

HRD
Training Manager
Dean HTI
HOD's

CONTINUOUS
IMPROVEMENT

Trainer's
Training
ManagerHOD's
Dean

"--"'

external training
HTI will match the requJrecl tra!nirtg wrtn tne
trainings offered by the training bodies and
their cost. HTI will verify the training budget
of the departments involved from budget
department, and seek approval for the
external
training
of
the
nominated
employees.
However,
trainings
not
recommended in TNA but important for the
employees can be taken up as external
training with special approval.

into useful member of the society.

These are awareness programs .or R&D
related brain storming sessions presented
by researchers or learned people. It-could be
In-house as well as external.' On-line
conferences / seminars could also be part of
these sessions
HTI is committed
to the process - of
constantly improving the way in which its
operations
occur and its continuous
compliance with the policies. HTI will
progressively and actively seek out and
eliminate all potential problems and act
upon all opportunities in a way that results
in the continual improvement of its training
and development. To achieve the process of
continuous improvement, Opportunities for
continuous improvement can be identified
from varied sources including, feedback
from students, staff and stakeholders;
omplaints
from
student,
staff/other
~keholders,
undertaking self-assessment
audits, attending internal and external
professional development workshops.

#.

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HNR (Pvt.) Company Limited

Haier Training Institute

Doc No: HNR/ QP/HTI/01

Rev # 05

1--------------'<----'-'-'-'-----------1
Procedure & Policy for Training and Development

Procedure

Effective Date: 01.10-2014

ISO 9001 :2008

Procedure for Training and Development

Scope:
(This procedure is applicable to Haier Training Institute)

~
Document Reviewed by:

Management

Representative

(Signature)

.Document Confirmed by:

General Manager

~'oY'~8CqAL )
(Signature)

Document Approved by:

CEO / Director

(Signature)

1/\"vl\

l.\

HNR (Pvt.) Company Limited

Haier Training Institute

Holer
"'-

Procedure & Policy for Training and Development

sos Prepared

By:

Doc No: HNR/ QP/HTI/01

Rev # 05
Effective Date: 01.10-2014

.-

SOP Reviewed By:

AC Factory:

WM- TV/LED/LCD,MWO Factory:

Ref - DF Factory:

Commercial Department

Haier Training Institute

Budget Department

Human Resource Department

Operations Department

Admin Department:

Audit Department: