Training Needs Analysis

‘The systematic assessment of development needs’

Training Needs Analysis means identification of training requirements and the most cost-effective tools of meeting those requirements. Learning and Development Department normally conducts this systematic approach to assess and analyse the development needs of each individual, focusing on improving capability and performance.

Individual Development Plan

‘Development is my Responsibility’

Consistent with Orpic philosophy of a learning organisation, employees are accountable to drive their individual development. Employees are encouraged to ensure that their development is in line with their current assigned roles, and future career aspiration. An individual development plan should cover at least three years, and include not only formal in-house or external training but also self-learning, coaching, and special assignments on the job.

Career Path

‘Creating ladders to accelerate careers and opportunities’

Career path is a method by which an employee can develop and progress. These are specific job progressions for specific occupational fields ranked from highest to lowest based on level of responsibility and grade. Main purpose is to develop a visible structured progression ladder that would include specific criteria for each job title.

Development Effectiveness Evaluation

‘Assessing the effectiveness of Development intervention’

  • Level 1 Evaluation

  • Reactions

Evaluation at this level measures how participants in a training programme react to the
exercise. Usually, this type of evaluation is referred to as ‘smile sheet’.

  • Level 2 Evaluation

  • Learning

Evaluation at this level moves beyond learner satisfaction and attempts to assess
the extent to which students have advanced in skills, knowledge, or attitude..

  • Level 3 Evaluation

  • Transfer

This level measures the transfer that has occurred in learners'
behaviour after the training programme.

Professional Development Assistance

‘Orpic recompensates self-driven professional certification’

Consistent with Orpic philosophy of a learning organisation, employees are accountable to drive their individual development. Employees are encouraged to ensure that their development is in line with their current assigned roles, and future career aspiration. An individual development plan should cover at least three years, and include not only formal in-house or external training but also self-learning, coaching, and special assignments on the job.

Cross posting is a development process for Orpic employees, which aims to enhance their knowledge and to offer them more exposure and experience in other organisations. The cross posting process also allows employees in other organisations to gain experience at Orpic. The entire process is based on an agreement between all parties to carry out the cross posting as per the company needs and the employee individual development plans.