GAP ANALYSIS

Saad Hassan
Ammar Yasir

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Gap
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Siemens is
one of the
largest firms
in the field of
technology
currently
operating
around the
world.

#1
Gap Analysis
Gap analysis between practical
application and theoretical knowledge
on training and development

Company Overview

Known for its

work of
engineering
and
innovation.

Siemens has
the strength
of 343,000
employees
approximatel
y, around the
world.

In Pakistan,
Siemens
Engineering
is also known
as Siemens
Pakistan is an
engineering
conglomerate
and also
offers
financial
services.

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#2
Gap Analysis
Gap analysis between practical
application and theoretical knowledge
on training and development

Operating Activities at Siemens

Since
partition,
1947,
Siemens is
one of the
largest
engineering
firms also
known for its
management
services
around
Pakistan.

Projects are
mainly
focused upon
management,
healthcare,
energy,
computer
(technology)
and
construction.

Initially,
Siemens
Pakistan was
providing
Communicati
on networks
in the country
and later in
1987 it
diversified
into the
energy
sector.

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#3
Gap Analysis
Gap analysis between practical
application and theoretical knowledge
on training and development

Vision at Siemens

To remain market leader and technology

pace setter in the engineering and
electronics industry by utilizing the hightech engineering expertise of the Siemens
Group worldwide. To maintain our strong
and prominent local presence.

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Provides
quality to
the
customers

#4
Gap Analysis
Gap analysis between practical
application and theoretical knowledge
on training and development

To realize the vision, Siemens

Generates
earnings
sufficient
to ensure
a secure
future for
the
company

Enhances
creativity
and job
satisfactio
n of our
employee
s.

Contribute
s to the
national
economy.

Supports
and
strives for
technolog
y transfer
to
Pakistan

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Quality
assurance
is deeply
engraved
in the
mission
and the
overall
organizati
onal
strategy.

#5
Gap Analysis
Gap analysis between practical
application and theoretical knowledge
on training and development

Values of the Company

Main
emphasis
on
customer
focused
business
activities.

Working
place that
encourages
the
employees
to work
with pride,
passion,
assurance
and high
sense of
ethical and
moral
values.

Continual
improvem
ents with
the use of
technolog
y and
innovation
.

Feel
socially
responsibl
e.

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#6
Gap Analysis
Gap analysis between practical
application and theoretical knowledge
on training and development

Training and Development

Training
provides
employees
with the
knowledge
and skills that
they need to
improve
organizationa
l
performances
.

The
performances
of the
employees
are measured
against the
industry
benchmarks
to measure
any shortfalls
in their
performances
.

The
organizationa
l shortfalls
are further
compared
with the
strategic
objectives.

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sInputs
Organizational
and Employee
Need
Budget
allocated for
training
Staff
Equipment

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Training &
Development

A subsystem of an
organization
Process

Need analysis
Design
development
Implementation
Evaluation and
control

Outputs

Knowledge
Skills
Attitude
Motivation
Improved
performance

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#8
Training &
Development
As Continuous Improvement

Benefits
o

Effective
training is a
tool for
continuous
improvement
in the
performances
of the
employees.

The training
process is
integrated
with the
organizationa
l systems and
business
strategies.

Training helps
in
maintaining
superior
quality and
the
performance
standards .

o
o
o
o
o
o

Advantages
Higher
productivity
Greater
Motivation
Improved
efficiency
Improved
quality
Open
communicatio
n
Opportunities
for
improvements
Reduced costs

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#9
Gap
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Interview Outline
lysi
1)Whatsis the estimated annual budget of the training and development programs
that are carried out in your organization?
2)How is that budget spent over the whole year?
3)What main skill is focused on while training or development of the employees
4)How long a new employee has to train before he is assigned to his specific task?
5)What kind of training and development activities are done?
6)What is the medium of training and development programs done in your
organization?
7)Who conducts the training and development programs?
8)Is external facilities needed for the training program?
9)What are the criteria that an employee needs to pass in order to make the
training program successful?
10)How are those criteria judged after the training?
11)How often are the existing employees included in this program?
12)How has these type of programs affected the employees?
13)Are employees motivated towards their work after the program?

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Budget

#9
Interview

Trainers are senior

Rs 1 Million for academy
resources with over 5
Rs 2 Million for Servers and modules
years Experience (ERP
of SAP
Consultant)
Increased
Importan
Regular
online
Modules
motivation at
ce given
exams to check the
Manuals
the end of
to
progress
training
practical
Main Skills
Customer
Handling

Six to
Eight
month SAP
training

On the job
training

rather
then
theoretic
al

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#1

GAP analysis and

Recommendations
GAP

Absence of Career
Management
Only initial training
Appraisal done on the
basis of target achieved
Assumes that employee
is motivated
Customer handling skill is
self learned

Recommendatio
Careerns
management programs
should be introduced
Regular training whenever
required
While doing appraisals, all the
factors should be considered
Motivation programs should be
introduced and improved
Customer learning should be
taught by professionals before
going to the projects

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Questions???

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Thank You