ANALYSIS OF TRAINING AND

DEVELOPMENT PROCESS OF
PAKISTAN WATER AND POWER
DEVELOPMENT AUTHORITY

The Person we interviewed

Miss Tayiba Malik who z working as a

assistant director.

Introduction
WAPDA was established in February
1958.
Its purpose is coordinating and giving
a unified direction to the
development of schemes in Water
and Power Sectors, which were
previously being dealt with, by the
respective Electricity and Irrigation
Department of the Provinces.

Vision statement
Achieve and maintain the highest degree of
efficiency, reliability and responsiveness as a
public service organization for variety of
customers.
Public and company workers safety shall be
high on our priority.
Developing innovative business relationships
both inside and outside our local distribution
area will be key to our success.
Retaining and growing our business , staff
and customer base will be of primary
importance.

Mission
As the leading electricity distribution
company, strive to provide uninterrupted electric supply and
quality service to all customers at
the minimum possible cost.

Goals
Smooth and consistent flow/supply of
electricity.
Accurate and timely meter reading and billing.
Prompt restoration of disrupted electricity
supply.
Provision of electricity connection in minimum
time.
Feedback through customer services centers.
Energy saving message.

Conducting Need
Assessment

WAPDA is a second largest organization in

Pakistan. To maintain tempo of work in
such a largeorganization, it isimperative
tohave standing arrangements for
management and technical training of the
officers and staff.

Conducting Need
Assessment

Induction
Admin Courses (6 weeks)
Junior management courses (17 to 18
weeks)
Middle Management courses (8 weeks)
Senior Management courses (8 weeks)

Employee Readiness for

training attitudes and
motivation
Trainers will often identify whether an
individual has completed level one of a
technical program before moving
further levels.
While talking about employees, we find
that at WAPDA employees are always
ready to learn.

Creating learning
environment
WAPDA itself not promoting learning
environment, they are no supporting
their employees.

Ensuring Transfer of
Training
Performance appraisals
Feed back from employees.

Developing an
evaluation plan

Annual confidential reports

Personal analysis
Professional analysis

Selecting Training
Methods

No formal training procedures for

seniors.
For low level employees
Online training
Class room training

Monitoring and
evaluating the program

The training program is monitored

and evaluated by the immediate
supervisor HR Director

Turnover rate

Turnover rate in WAPDA is very low.

Only one employ in three years has
left it. Because the reason is that its
government job and people like it
more or prefer it on other private job.

Training evaluation

Training evaluation is done by

performance check by prior
performance and after the training
the performance is checked and
feedback is provided to the
employees.

Employee development

In WAPDA unfortunately like other

government organizations they do
not focus much on employee
development

Issues in training and

development

The main issue which are present in

WAPDA is that there is not a specific
percentage of annually budget
allocation for employee development
and training.

Employees injury during

training

There is not a single case come in

notice related to employee injury
during training.

Discriminations among
minorities and women

There is no any kind of discrimination

is present among minorities and
women. In fact they are treated with
great care than any other
governmental organizations.

Using copyright
materials during training

There is no room for using copyrighted

materials during training. Because
they have their own expertise which
make their own training materials
according to the trainees.

International
assignments

Employees are also sent to

international assignments and also
for further studies in abroad e.g PHD
and for other technical courses.

Strengths

Employees readiness to learn new skills.

Different training for each level of
employee.
No discrimination among male and female
workers.
Providing all facilities regarding safety.
Low turnover rate.

Weaknesses

Not a supportive environment.

Do not focus on employee
development.
There must be proper training
sessions for senior employees.

Opportunities

Special training programs for the

employees.
Proper budget allocation for training.
Employee development.

Threats

Employees may move towards

private sector because of attractive
pay packages.
Circular debt.

FUTURE PROJECTS
PROJECTS ANNOUNCED BY THE
PRESIDENT OF PAKISTAN
Diamer Basha Dam
Kurram Tangi Dam Project
Munda Dam Project
Akhori Dam Project

Thank you!

QUESTIONS PLEASE