Al-Tijaarat-Al-Raabehah

Training Framework
 INDEX

Table of Contents
Training and development Framework ........................................................................................................................... 2
Introduction .................................................................................................................................................................. 2
Objectives ................................................................................................................................................................. 2
Targets .............................................................................................................................................................................. 3
Roles and Responsibility ............................................................................................................................................... 3
BC Functions.................................................................................................................................................................. 4
Induction Training……………………………………………………………………………………………………………………………………………………4
Training & Development Cycle………………………………………………………………………………………………………………………………..5
Training and Development Plan and Evaluation………………………………………………………………………………………………………6
Instruction for TR coordinators……………………………………………………………………………………………………………………………………6

Organization Structure………………………………………………………………………………………………………………………………………………..7

Work Flow Chart…………………………………………………………………………………………………………………………………………………………8

Appendix…………………………………………………………………………………………………………………………………………………………………….9

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 Training and Development Framework
Introduction

Al-Tijaarat al-Raabehah’s intention is to provide mumineen with training and development

programs offering them as a tool in light of discourse of Syedna Mufaddal Saifuddin TUS

، ‫اسس دانش مندو ! ويثثار زمان نا تقاضه موافق كروا واسطسس مظظارة حاصل كرجو‬
.‫تعليم بهي ليجو‬

Objective
Effective training and development benefits to the individual, organization and business as a whole,
so as we are committed towards the business upliftment of the Dawoodi Bohra community we are
determined towards providing with the most essential and effective tools (inclusive of trainings) to
compete and elevate in today's business world.

 Impart high standards of performance in business

 Better understanding of factors affecting business performance – finance, marketing, IT and

HR.

 Sharing ideas and propagation of best practices and innovation in business

 Effective management and implementation of change for profitable business

 Building strong and effective teams

 Increase motivation and satisfaction for individuals & businesses

 Individual & Professional development

Business Council aims to ensure that:

 Its stated objectives are achieved

 Each member of council understands what his or her work role involves (Supporting
Document 1.1 )

 Training and developing mumineen to deal with changes in BUSINESS.

 Each mumin is encouraged to develop his or her potential, both personally and professionally

 Lifelong learning is supported and encouraged for all mumineen.

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 Target

 To offer at least trainings on 2 subject in each Zone in first year.

 To Train 5000 mumeenin from all zone in first year.
 Developing 5 Training programs for first year.

Roles and Responsibility

 Training and development is an activity designed to support mumineen become more

effective at their work/business/performance/khidmat by improving, updating or refining their
knowledge and skills.

 Each member of BC is expected and encouraged to take ownership and responsibility for
development in relation to mumineen’s business, within the framework of support & training
provided by Al-Tijaarat-al-Raabehah.

 Training and development is a continuous process. Therefore BC members/Trainers are

expected to keep up-to-date information of development happening in their area of business.

 BC approach should be clear towards fulfilling the training needs identified i.e. challenges
faced by mumineen in businesses.

 BC members are responsible for providing support and guidance in relation to the training
and development to Trainer (Train the Trainer Program) which will be initially provided by TR
office and making sure that appropriate action can be taken as a result.

 Business Council shall protect any information provided by the Al-Tijaarat-al-Raabehah that
is identified as confidential or that should reasonably considered confidential i.e. Videos of
Aqa MaulaTUS, course content etc. shall not be used by any BC member other than training
programs; use of confidential information for the sole purpose of fulfilling its objective of
inspiring mumineen to develop their business and it should not be used for commercial
purpose.

 Business Council is committed, through its performance review process, to the creation of
training and development opportunities for all mumineen and will work to ensure equality of
opportunity across all training and development activity. (Reporting process to be defined by
TR supporting docs)

Trainers

Trainers are responsible for implementing Business Council’s policy on training and development.

Specifically, their role is to ensure that the training and development needs of mumineen of their
area are identified, taking account of both mumineen and businesses, and that these are
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appropriately addressed. Trainers have an important part to play in encouraging/facilitating
mumineen's involvement in training and development activities, both as participants or organizers,
and in providing guidance/feedback with regard to the skills and knowledge required for their current
role.

The BC Function

The BC function has a facilitation role in relation to training and development. This includes:

 Identifying Trainers in respective zones and recommending to TR training and development

department for selection of trainers.

 Providing the tools to support training and development (eg, the performance review process
and learning logs).

 Advising and encouraging individuals and those with COUNCELING responsibilities about
training and development matters

 Coordinating the delivery of certain training and development activities that are organized by
Al-Tijaarat-al-Raabehah.

 Managing the budget for training and development and ensuring consistency of Trainings

 Coordinating with TR Coordinators constantly for updates.

 Maintaining records with regard to the development of mumineen’s business.

 Supporting Al-Tijaarat-al-Raabehah's efforts in relation to its aim to maintain accreditation

as an investor in developing business of mumineen.

 Preparation of business wide training needs analysis and an annual Business Council training
plan.

Induction
An effective induction process is important for settling new members Business Council, and ensuring
the smooth working of the council, with roles, responsibilities and process clearly explained. This
shall be provided by Al-Tijaarat-al-Raabehah. Content of other training programs shall be provided
by the office of TR

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 Training and Development Cycle

The Training Cycle

IDENTIFY THE
TRAINING NEED

EVALUATE THE ANALYSE THE

TRAINING NEED

RUN THE
SET TRAINING
TRAINING
OBJECTIVES

EVALUATE &
ADAPT DESIGN THE
CONTENT TRAINING

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 Training and Development Plan

BC members/Trainers will produce a training and development plan by the end of the year, for the
following year based on the survey findings. This will summarize the development needs identified
at the level of BUSINESS as a whole, for particular groups or business, and for individuals, based
on the variety of information sources. The training and development plan will be submitted to the
Training and Development Department of Al-Tijaarat-al-Raabehah for comment.

Evaluation

Training and Development activities will be evaluated, in respect of their effectiveness from both an
organizational and a personal perspective. There are several ways in which this can be done:

 Each training team should meet at the close of each day to debrief the sessions of that day
and take note of things that went well and those that need to be modified for the following
day.

 At the end of each day, leave time for and encourage participants to contribute their
comments and feedback on what was most helpful and what was least helpful. Participants
should be given an evaluation form to complete at the end of the entire event.

 After the completion of the program, the team is expected to meet to evaluate the entire
event. Participant and facilitator evaluations should be reviewed for suggested changes to
the program content and delivery.

 Interview after 3-6 months of training

 Monitoring Progress of business of selected mumineen and so on (Supporting Document 1.1
)

Annually a brief report will be produced by BC for the Training and Development Department of Al-
Tijaarat-al-Raabehah summarizing the impact of training and development on work performance
and any relevant feedback from the survey.

Instruction for TR Coordinators

Once survey is completed in the zones and analysis is done, coordinators will contact the respective
Business Council and will explain them about the findings from the survey and prevailing gaps in
mumimeen’s business. And based on the needs coordinators will guide BC member to create a
training event which will address the respective concern or problem in business from the list of
courses developed at office of Al-Tijaarat-al-Raabehah.

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Organization Structure

Head Office

Training & Development

Department

B.C Coordinators

Zonal Business Council

Communication Flow Chart

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 Head Office

Upward Flow
Training & Development Downward Flow
List of
Participants Department
Training Module
List of Prominent Training Content
Businessmen for
discussion on Instructions
future training Feedback Forms
Programs
Check List for
Training Report Training
B.C Coordinators Program

Zonal Business Council

Appendix 1: Learning log template Learning log

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Here is a simple format for a learning log, which, if you wish, you could incorporate in a similar way
into your diary. This is a suggested template, but you may feel free to use whatever works for you.

Date of What happened Lessons learned Action(s)

activity

Participant Training Evaluation

Title/Designation/Stream________________________________ Date of Training________________________

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Name________________________________________________ Contact_______________________________
Email_________________________ E-Jamaat ID _____________________

Please complete this evaluation at the conclusion of the training session. It is important to complete this in detail and
to be frank in your observations. As a trainer, I’m always seeking ways to improve my training design and delivery.

5 – strongly agree
4 – agree
Please rate your level of agreement on whether the learning outcomes for
3 – neither agree nor disagree
the training were attained.
2 – disagree
1 – disagree strongly

1. Training content was valuable. 5 4 3 2 1

2. I can use the information in my work. 5 4 3 2 1

3. Training format was effective (small group, lecture, etc.) 5 4 3 2 1

4. Training materials were helpful. 5 4 3 2 1

5. Instructor was knowledgeable about topic. 5 4 3 2 1

6. Instructor presentation style was effective. 5 4 3 2 1

7. Instructor involved participants in learning activities. 5 4 3 2 1

8. The room and amenities were conducive to learning (if applicable). 5 4 3 2 1

9. The training delivery method (in the classroom, via the Internet etc.) was
5 4 3 2 1
appropriate
10. The training was cost effective (good value for money) 5 4 3 2 1
11. What was the most valuable thing you learned and why?

12. What was of least value to you and why?

13. Additional Comments About Trainers:

Thank You for Participating

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