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Training and Development

LWMC supports employee training and development to help staff improve performance and advance their careers. A training needs assessment is conducted annually where managers evaluate staff competencies and identify areas for training. Both internal and external training opportunities are provided, and a yearly training calendar is created detailing all planned training events. Training effectiveness is evaluated through participant feedback and assessments to help identify ways to improve future training programs.

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Hadia Nasir
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65 views7 pages

Training and Development

LWMC supports employee training and development to help staff improve performance and advance their careers. A training needs assessment is conducted annually where managers evaluate staff competencies and identify areas for training. Both internal and external training opportunities are provided, and a yearly training calendar is created detailing all planned training events. Training effectiveness is evaluated through participant feedback and assessments to help identify ways to improve future training programs.

Uploaded by

Hadia Nasir
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOC, PDF, TXT or read online on Scribd
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Training & Development:

LWMC encourages and supports efforts by employees to develop their capabilities


and advance their careers in the overall context of meeting the goals and objectives of
LWMC. Activities designed to support such staff development are contained in the various
collective agreements or in training and development policy and include employee
orientation programs, internal promotional opportunities, performance reviews and
departmental training and development. Staff will receive training and development to help
them perform their duties effectively. Where new or additional duties require the
development of further skills, staff should expect to be given training in those skills.

These benefits of training include:

 Higher standards of work performance

 Greater understanding and appreciation of factors affecting work performance

 Sharing of ideas and dissemination of good practice

 Effective management and implementation of change

 Encouragement of team spirit

 Increased motivation and job satisfaction for the individual

 Greater understanding of LWMC business

 Planning the Training:

 Every year, performance objectives are set; the GM (HR&A) shall initiate the
training planning process.

 The HR Department shall carry out Training Need Assessment (TNA) for the
employees in April ever year, either internally or through consultants and
identify areas in which the training courses will be conducted.
 For this purpose, a skill matrix shall be prepared by every departmental head for
his department. The following ranking will be used against each course to
indicate the competency level of the individual in that course.

 Beginner

 Intermediate

 Suitably trained

 Expert

 The HR Department shall obtain input regarding training needs of the


employees from their respective department heads who will ensure that
following factors have been considered while outlining the training
requirements:

 Changes in the job responsibilities

 Areas for improvement of the employee

 Introduction to new skill

 Introduction of new technology

 While conducting training need assessment, GM (HR&A) will indicate the


training courses that can appropriately be carried out internally.
 Planning the Development Activities:

 On the basis of TNA, GM (HR&A) shall prepare a one-year training calendar


using TNA Form.

 Along with the calendar, budgeted costs shall also be estimated and presented
for budgetary approval to CFO and Managing Director.

 Each proposed training event calendar will contain at minimum following


elements:

 Brief description of course;

 Expected attendee department;

 Management or staff level

 Number of persons attending the course;

 Being conducted in house or off-site

 Proposed dates

 Expected completion date

 The calendar shall also contain a summary of the plan giving brief description of
number of training courses, number of employees to be trained, number of staff
training days etc.

 Final approved copy will be distributed among the departments.

 The GM (HR&A) may make amendments in the training calendar by


rescheduling or adding training events (as identified by himself or requested by
employees).

 The GM (HR&A) will decide about the venue of the training courses.

 Delivery of Training:

The training will be provided using two main methods.

i. In-house Training
In house training shall be provided for those areas for which sufficient
knowledge base exists within LWMC.

ii. External Training

External training may be imparted to the employees through various training


institutions. Departmental heads will send the training request to GM (HR&A)
who will obtain its approval from the Managing Director. Upon approval, all
arrangements for the training will be carried out by the Manager Administration.

After completion of the course, the trainee will submit a copy of the training
certificate and his/her feedback on the training evaluation form to the GM
(HR&A). The copy certificate shall be filed in the employee’s personal file. The
head of the department who referred the employee for the training shall evaluate
on the performance of the employees and give the feedback to GM (HR&A).

 Evaluation of Training Effectiveness:

At the end of each training event, the GM (HR&A) shall obtain feedback from
employees attending the event and document the evaluation of training effectiveness
for future reference.

The effectiveness of training may be evaluated through following methods:

 Evaluation of trainer and training program will be done through Training


Evaluation Form, which will be filled by the trainees at the end of the training
programs. The evaluation Forms will be passed on to GM (HR&A) who may
review the performance of training programs.

 The trainer will evaluate the trainees through tests, discussion or exams during
or at the end of training program. These evaluation results, where practical, will
be maintained by the GM (HR&A).

 Organizational Development Counseling:

 Every department head is encouraged to assist employees with their


development. This can be accomplished through the annual appraisal process
and as part of the ongoing communication between head of the department and
the employees.

 The HR department will assist in this process whenever requested by the


employee or the head of the department.

 HR department will maintain current files and sources of available job- related
courses.

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