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Employee Training Policy

The document outlines an employee training policy for a company. It defines the scope of training programs to apply to all employees, including formal training sessions, coaching, conferences, on-the-job training and more. The policy establishes individual training budgets and allows time off for approved external programs. It also describes corporate training conducted by internal or external experts paid for by the company. HR is responsible for assessing training needs, maintaining budgets and schedules, and promoting development programs.

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540 views3 pages

Employee Training Policy

The document outlines an employee training policy for a company. It defines the scope of training programs to apply to all employees, including formal training sessions, coaching, conferences, on-the-job training and more. The policy establishes individual training budgets and allows time off for approved external programs. It also describes corporate training conducted by internal or external experts paid for by the company. HR is responsible for assessing training needs, maintaining budgets and schedules, and promoting development programs.

Uploaded by

gaza222
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Employee Training Policy

‘Name of the Company’ believes that employees need to update their knowledge and develop new skills to
improve their productivity in the modern competitive environment This will benefit both you and the
company. We need you to feel optimistic about improving skillfulness and productivity and find new
possibilities for personal development and success.

Purpose
This policy defines the company’s training and development programs and activities.

Scope
This policy applies to all the employees who work permanently, part-time or full time
for the company.

Meaning of Training and Development


‘Name of the Company’ includes the following employee training:

● Formal training sessions (individual or corporate)

● Coaching and Mentoring for the employee

● Conference Participation

● On-the-job training

● Job Rotation

● Job shadowing

At ‘Name of the Company’, we arrange for subscriptions or educational material as a


part of our training and development provisions. These measures are undertaken to
have access to articles, news, and other material that can help them improve at their
jobs. However, this is based on two conditions:

● The relevant fees should be within a set limit per person.

● Material/Subscriptions should be related to the job.

Software licenses and other tools which bear the utmost necessity to the employees are
not included in this list.
Individual Training Programs
The company has specific provisions regarding individual training programs.

Employees employed for more than four months for the company are eligible to
participate in the external training programs.

This training can be taken individually or even as a team.

‘Name of the Company’ will set a budget for each employee at the beginning of the year.
This budget will be renewed annually.

Employees are allowed to remain absent for ‘Number of Days’ days per year FOR of
training.

Employees are allowed to choose ‘Number’ of training programs.

These training programs, however, should not exceed the budget or day limit allotted to
the employee.

If they exceed the limit of the budget, they will have to pay the extra fees themselves. In
case of exceeding the extent of the number of days, they will have to use their paid
leaves for the days exceeding the set limit.

Any training that is unavoidable for the employee’s job and is made mandatory by the
company is excluded from such training budget and days limit. The company will incur
the entire cost of such training.

Corporate Training Program


In some instances, we might employ experts to train our employees. In such a case, the
company will bear the entire cost of the training.

This training may include diversity training, equal employment opportunity training,
leadership training for the managers, or conflict resolution.

This training may also include the training conducted by experts and managers who are
internal to the company.

Training new employees, training for promotions, transfer, or training teams for
company-related issues is part of internal expert training.

For this type of training, the employees do not have to use their paid leaves.

Procedure
When an employee wants to attend any external training sessions or conferences, this
procedure should be followed:
1. The team leaders, supervisors, or employees identify the need for training.

2. The team leaders and the employees discuss potential training methods or
programs and give their inputs.

3. They present their proposal to the HR.

4. HR considers the proposal and compares it with the budget and time constraints
and the training’s content.

5. HR either approves or rejects the proposal. He should provide the reasons in


written format in case of rejection of the request.

6. If approved, HR should start making arrangements about dates, accommodations,


reservations, trainers, etc.

7. The employee will have to inform the HR if he/she plans to drop the training.
The employee will be liable to pay any cancellation fees incurred.

Responsibilities of HR
HR is responsible for:

● Assessment of training needs.

● Maintenance of budgets.

● Maintenance of training schedule.

● Assistance in making learning and development activities and strategies.

● Promotion of corporate training programs.

● Promotion of employee development plans.

● Observing and calculating improvement and KPI.

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