1. EFROZE CHEMICAL INDUSTRIES

4.  What are the goals of the training department  What is there Training and Development budget  The monthly frequency of their Training and Development programs  The types of training offered by the company  General attitude and coordination of the Managers towards Training and Development  Identification of Training and Development Needs  Training and Development tools at Efroze  Tools for Post Training effectiveness

15. A career at Efroze means an opportunity for ample learning and growth. It offers avenues to work across the globe alongside the finest minds. The Company offers a challenging assignment, a world class working environment, professional management, competitive salaries and rewards.

16. They are looking for people with extraordinary dynamism, both as team leaders and players, to deliver superior business results and win in the marketplace.

17. Identifying and developing talents is a top priority at Efroze, Their learning program is dedicated to developing managers and inspiring them to grow as business leaders. Efroze wants to build a reputation for having an exciting workplace and encourage its associates to realize their professional ambitions. In house trainings and presentations, workshops create an environment of continuous development of Employees at professional and personal learning.

18. The business provides ample opportunities for its employees to build careers in various fields. Opportunities have never been a constraint for the deserving. They believe in employee growth that goes beyond vertical movements and change in designations. Potential and performance are the pillars of career progression at Efroze. A robust development process supports this. Their managers generally have the opportunity to live and work in different countries; such international experience will help them better understand the complex business and grow both personally and professionally.

19.  Structured interview with Assistant Manager HR, Zeeshan Abu Baker.  Open ended questionnaire

21. “Training is an integral part of the organizational development as it moves the organization as well as its employees towards continuous and incremental growth and improvement”. Says Mr. Zeeshan Abu Baker (Asst. Manger HR)

22.  Employee development  Motivation and building business leaders  Professional and Personal learning

23. The budget allotted to the HR department for the Training and Development activities in the company is Rs. 600,000/month (Including both Pharma sector and EFROTECH)

24. The monthly frequency of the training and development programs in the company is 4 in house and 3 external trainings on average (Including both Pharma sector and EFROTECH)

25. The company focus on both Technical and Behavioral training to it’s employees.

26. Training is granted at all levels of the company depending on the needs of the employee. The purpose is Problem solving (reactive) or Opportunity seeking (proactive).

28. 1 =Being poor, and 5 = Excellent

29. The managers of the following departments have a high degree of training acceptance and preference  Human resources  International Marketing  Research and Development

30. The managers of the following departments have a medium degree of training acceptance and preference  Marketing and Sales (Domestic)  Plant operations  Administration and IT  Quality Assurance

31. The managers of the following department have a least degree of training acceptance and preference  Accounts and Finance

33. The Training and Development needs are identified by the company with the help of Performance Evaluation Form and Training Need Form, for behavioral trainings Managers usually observe the performance of their team, the level of output and wastage.

34. To identify the Training and Development needs, Efroze Chemicals use surveys and document reviews as a tool.

35. The Training and Development programs are organized in the company are on average 4 in house and 3 external, the HR department plans Training and Development programs for both Pharma and EFROTECH which is one of the entity of the company.

36. The Training and Development programs involve all the Executives, Managers, Employees for the program depending on the nature of learning's from the program and the need of the target audience.

37. The usual practice of the company is outsourcing the Executives and Managers to Training and Development programs offered domestically or at international level. Then these Executives and managers render the learning’s to their respective departments as in-house training.

38. Efroze Chemical Industries has a focus of employee development and motivation from the Training and Development programs offered, the technical and behavioral training focus on the aim of succession planning and, professional and personal learning.

39. Efroze Chemical industries use the following methods of Training and Development  Apprentice  Job rotation  On-the-job  Lectures  Small group activities  Case studies  Business games  Role play  Programmed instructions  In-basket exercise  Experience learning

40. The Training and Development program ends up with Post Training Evaluation Form that provides extensive idea about the trainee’s learning from the program.

41. Implementation and follow up of the learning’s from the Training and Development programs are the limitation factor of the employee’s growth as due to the lack in impact and effect analysis limits the potential growth.

42.  The company’s Training and Development strategy needs improvement as a matter of fact that the Executives are send to external Training and Development programs and after accomplishment of the program, they render their learning’s to their team in-house.  But every individual has his/her own style of delivery so the training contents might be less effective if the person delivering it for the very first time expose its learning to the target audience.

43.  The in-house training programs with expert corporate trainers might be helpful, especially for the technical training. In addition many behavioral contents are well explained by the corporate trainers through their skills and expertise, and even a single session is much effective and time worthy.