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1.     INTRODUCTION

Training and Development is an important
function of Human Resource Management. It improves employee’s skills by making
learn new techniques of doing work. Training refers to a planned effort by a
company to facilitate employees’ learning of job-related competencies. These
competencies include knowledge, skills, or behaviors that are critical for
successful job performance. A Training and Development skill describes the
organizational training objectives and sets out the framework through which the
organization will invest in providing the knowledge and skills needed for
organizational capacity building.

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2.     SCOPE

The training and development skills encompasses
all types of learning & development activities implemented for the
advancement of organizational staff efficiency, productivity and competiveness
towards building desired knowledge skills, abilities and attitudes among
employees.

 

3.     OBJECTIVE

Training and Development activities encompass
technical and management development skills, as well as skills acquired through
on-the-job training and rotation.

 

4.     TRAINING PLANNING & BUDGETING

HR & Training group will identify, assess
and evaluate organizational and employee Training & Development
requirements through an annual and organizational wide Training Needs
Assessment (TNA) exercise conducted in collaboration with managers/Departmental
head.

 

 

5.     TRAINING EXPENDITURES & APPROVALS

The Group Head HR & Training shall approve
training nominations and expenditure. The CFO and President  & CEO’s approvals will also be required
as applicable under the Operating Expenditure Policy (OEP). Nominations and
expenditures for Key Executives shall be approved by the President & CEO.

 

6.     ROLES & RESPONSIBILITIES

It is recognized that providing adequate
training and development of employees can best be accomplished through the
combined efforts of employees, supervisors on the job, departmental managers
and the HR & Training department.

       
i.           
EMPLOYEES

Employees at all levels retain an
obligation for their own development and education and it is expected that
employees will advance their own career through appropriate self-education and
self-improvement. Employees are at all times encouraged to discuss their personal
development goals with their supervisors and HR & Training Group.

 

     
ii.           
MANAGERS &
SUPERVISORS

 

Managers & Supervisors retain initial
responsibility for the training and development of their staff. They are
expected to identify the individual training needs of their staff and work with
them to prepare and effective plan that deploys on-the-job training, formal
training and educational activities and rotational assignments for a wide base
of experience.

 

   
iii.           
DEPARTMENT/GROUP
HEADS

 

Department/Group Heads is responsible for the
training and Development of their staff. It is responsible for assuring that
training planning and participation aligned with organizational requirements in
terms of skills enhancement, efficiency, development of competencies, and
increase in productivity and overall continuous improvement in individual
performance and regulatory training.

 

   
iv.           
HR & TRAINING

 

HR & Training is responsible for the
identification, planning, implementation and evaluation of organizations, staff
training requirements and activities, and for maintaining training and
development records.

 

     
v.           
FINANCE &
ACCOUNTING

 

The annual approved budget will be
communicated by finance to HR & Training group. Payments for training
expenditure will be processed by Finance.

 

   
vi.           
ADMINISTRATION

 

The Administration Department is responsible
for arranging suitable training venues and logistics support.

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