In the current cut-throat competition scenario, employees need to replenish their knowledge and acquire new skills on the go to do their jobs better. This learning benefits both the employee and the employer.

Every organization wants to continuously develop employee skills, knowledge, and competencies to support their current and future business objectives and plans. Organizations always thrive on an uninterrupted learning culture where employees at all levels are encouraged to undergo some form of training.

Training Policy Purpose:

An employee training and development policy can also be referred to as Staff Training and Development Policy or Employee Development Policy. This policy refers to the company’s learning and development programs and activities. A training plan is formulated and revised every year by the Human Resources (HR) Department based on the firm’s current projects and future plans. It outlines the objectives and targets of training for the year.

Sample Employee Training Policy

Scope
This policy applies to all permanent, full-time or part-time employees of the company. All eligible employees are covered by this policy without discriminating against rank or protected characteristics. Employees with temporary/short-term contracts may attend training at their manager’s discretion. This policy doesn’t cover supplementary employees like contractors or consultants.

Policy elements
Imparting training policy is a joint effort. Employees, managers and HR should all collaborate to build a continuous professional development (CPD) culture. Employees are responsible for seeking new learning opportunities. Managers are responsible to coach their teams and identify employee development needs. The HR Department is responsible for conducting workshops, seminars and refresher courses to keep the workforce informed and updated with the latest learnings.

Training delivery
There are various methods to impart training. The selection of the training delivery method depends on cost-effectiveness in terms of achieving the training outcome. Training activity will mostly be delivered in a combination of the following forms:

• ​Formal training sessions (individual or corporate).
• Training provided by internal and/or external experts.
• On the job training (OJT).
• E-learning.
• Conferences/Seminars participation.
• Rotation assignments.
• Pre-employment training.
• Training apprentices.
• Continuous education assistant.
• Employee coaching and mentoring.
• Job shadowing.

As part of the ongoing learning and development provisions, arrangements for subscriptions or educational material can also be availed wherever applicable. This provides all employees access to news, articles, and other material that can help them become better at their job. However, to avail this facility, employees need to get written approval from their Managers and the concerned HR team.

Conditions apply:
1. Subscription/Material should be job-related.
2. All relevant fees should not exceed the limit set for the employee.

Classification of Courses

The training modules are classified based on:

Technical Skills:
Specialized subjects to develop technical skills and knowledge according to the job/function.

Managerial Skills:
Skills necessary for employees of managerial levels to manage their function and employees.

Soft Skills:
To develop personal attributes that enhance an employee’s interactions effectively with other employees internally or externally.

Professional Certification:
Training programs that certify an employee in a certain specialty.

HR’s Responsibilities Include:

• Assess training needs.
• Maintain budgets and training schedules
• Assist with learning and development activities and strategies.
• Promote corporate training programs and employee development plans
• Calculate learning and development KPIs whenever possible and decide on improvements.

Training Evaluation:

Soft Skills:
At the end of every training, an evaluation is carried out through forms, surveys or face to face discussion. The effectiveness of the training is measured on the basis of skills, knowledge and competency gained from the program and how is the employee expecting to implement the new skills in his/her work. Training activities are evaluated to determine whether the objectives and the expectation, on which the training modules are based, have been met.