1. INTRODUCTIONTraining and Development is an importantfunction of Human Resource Management. It improves employee’s skills by makinglearn new techniques of doing work. Training refers to a planned effort by acompany to facilitate employees’ learning of job-related competencies. Thesecompetencies include knowledge, skills, or behaviors that are critical forsuccessful job performance. A Training and Development skill describes theorganizational training objectives and sets out the framework through which theorganization will invest in providing the knowledge and skills needed fororganizational capacity building. 2. SCOPEThe training and development skills encompassesall types of learning & development activities implemented for theadvancement of organizational staff efficiency, productivity and competivenesstowards building desired knowledge skills, abilities and attitudes amongemployees.
3. OBJECTIVETraining and Development activities encompasstechnical and management development skills, as well as skills acquired throughon-the-job training and rotation. 4. TRAINING PLANNING & BUDGETING HR & Training group will identify, assessand evaluate organizational and employee Training & Developmentrequirements through an annual and organizational wide Training NeedsAssessment (TNA) exercise conducted in collaboration with managers/Departmentalhead.
5. TRAINING EXPENDITURES & APPROVALSThe Group Head HR & Training shall approvetraining nominations and expenditure. The CFO and President & CEO’s approvals will also be requiredas applicable under the Operating Expenditure Policy (OEP).
Nominations andexpenditures for Key Executives shall be approved by the President & CEO. 6. ROLES & RESPONSIBILITIESIt is recognized that providing adequatetraining and development of employees can best be accomplished through thecombined efforts of employees, supervisors on the job, departmental managersand the HR & Training department. i. EMPLOYEESEmployees at all levels retain anobligation for their own development and education and it is expected thatemployees will advance their own career through appropriate self-education andself-improvement. Employees are at all times encouraged to discuss their personaldevelopment goals with their supervisors and HR & Training Group. ii. MANAGERS & Supervisors retain initialresponsibility for the training and development of their staff.
They areexpected to identify the individual training needs of their staff and work withthem to prepare and effective plan that deploys on-the-job training, formaltraining and educational activities and rotational assignments for a wide baseof experience. iii. DEPARTMENT/GROUPHEADS Department/Group Heads is responsible for thetraining and Development of their staff. It is responsible for assuring thattraining planning and participation aligned with organizational requirements interms of skills enhancement, efficiency, development of competencies, andincrease in productivity and overall continuous improvement in individualperformance and regulatory training. iv. HR & TRAINING HR & Training is responsible for theidentification, planning, implementation and evaluation of organizations, stafftraining requirements and activities, and for maintaining training anddevelopment records. v. FINANCE The annual approved budget will becommunicated by finance to HR & Training group.
Payments for trainingexpenditure will be processed by Finance. vi. ADMINISTRATION The Administration Department is responsiblefor arranging suitable training venues and logistics support.