Employee Training and Development Policy

Employee Training and Development

Policy
Purpose

XYZ Pty Ltd (XYZ) Employee Development company policy refers to the company’s learning and
development programs and activities.

In the modern competitive environment, employees need to replenish their knowledge and acquire
new skills to do their jobs better. This will benefit both them and the company. We want them to feel
confident about improving efficiency and productivity, as well as finding new ways towards personal
development and success.

Scope

This policy applies to all permanent, full-time or part-time, employees of the company. Employees with
temporary/short-term contracts might attend trainings at their manager’s discretion.

This policy doesn’t cover supplementary employees like contractors or consultants.

Policy

Employees, managers and Human Resources (HR) should all collaborate to build a continuous
professional development (CPD) culture. It’s an employee’s responsibility to seek new learning
opportunities. It’s a manager’s responsibility to coach their teams and identify employee development
needs. And it’s HR’s responsibility to facilitate any staff development activities and processes.

What do we mean by training and development?

In general, we approve and encourage the following employee trainings:

 Formal training sessions (individual or corporate)

 Employee Coaching and Mentoring

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Employee Training and Development Policy

 Participating in conferences

 On-the-job training

 Job shadowing

 Job rotation

As part of our learning and development provisions, we can also arrange for subscriptions or
educational material, so employees will have access to news, articles and other material that can help
them become better at their job. There are two conditions for this:

 Subscription/Material should be job-related

 All relevant fees should not exceed a set limit per person

This list doesn’t include software licences or other tools that are absolutely necessary for employees’
jobs.

Training budget:

 XYZ allocates a budget of $10,000/year to each team for training purposes.

 XYZ allocates $2,000 for training purposes as part of a performance reward scheme to two
employees/team/year who have exceeded performance expectations.
 XYZ allocates $3,000/year for training purposes for each Area Manager.

Individual training programs

The company has certain provisions regarding individual training programs. All employees that have
worked for the company more than four months are eligible to participate in external training programs
individually or in teams as planned by their line manager.

Employees can be absent for training for up to 4 days per year.

Employees can choose to attend as many training programs as they want, provided they don’t exceed
the budget and day limit. If they do, they’ll have to use their paid time off (PTO) and pay any extra
fees themselves.

Employees are required to bring proof of attendance.

Any employee training that the company mandates (e.g. due to inadequacies of an employee’s
performance or changes in their job description) is excluded from the training budget and time limit.

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Employee Training and Development Policy

Training budget:

The company may take care of the entire cost up to $1,000/employee/year.

All trainings should consider what employees need and how they can learn best. This is why, we
encourage employees and managers to consider multiple training methods like workshops, e-learning,
lectures and more.

Corporate training programs

We might occasionally engage experts to train our employees. The company will cover the entire cost
in this case. Examples of this kind of training and development are:

 Equal employment opportunity training

 Diversity training

 Leadership training for managers

 Conflict resolution training for employees

This category also includes training conducted by internal experts and managers. Examples are:

 Training new employees

 Training teams in company-related issues (e.g. new systems or policy changes)

 Training employees to prepare them for promotions, transfers or new responsibilities

Employees won’t have to pay or use their leave for these types of trainings. Attendance records may
be part of the process.

Training budget:

XYZ allocates a budget of $25,000/year for corporate training.

Other types of training

Both employees and their managers are responsible for continuous learning. Employees should show
willingness to improve by asking their managers for direction and advice. Managers should do the
same with their own superiors, while encouraging and mentoring their subordinates.

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Employee Training and Development Policy

Employees and managers are responsible for finding the best ways to CPD. They can experiment with
job rotation, job shadowing and other types of on-the-job training (without disrupting daily operations).
We also encourage employees to use their rights for self-paced learning by asking for educational
material and access to other resources within allocated budget.

General guidelines:

 All eligible employees are covered by this policy without discriminating against rank or
protected characteristics.

 Managers should evaluate the success of training efforts. They should keep records for
reference and better improvement opportunities.

 All employee development efforts should respect cost and time limitations, as well as individual
and business needs.

 Employees should try to make the most out of their trainings by studying and finding ways to
apply knowledge to their work.

 Employees are encouraged to use up their allocated training budget and time.

Procedure

This procedure should be followed when employees want to attend external training sessions or
conferences:

1. Employees (or their team leaders) identify the need for training.

2. Employees and team leaders discuss potential training programs or methods and come up with
suggestions.

3. Employees or team leaders contact HR and briefly present their proposal. They might also have
to complete a form.

4. HR researches the proposal, with attention to budget and training content.

5. HR approves or rejects the proposal. If they reject it, they should provide employees with
reasons in writing.

6. If HR approves, they will make arrangements for dates, accommodation, reserving places etc.

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Employee Training and Development Policy

7. In cases where the company doesn’t pay for the training directly, employees will have to pay
and send invoices or receipts to HR. HR will approve employee reimbursement according to this
information.

8. If an employee decides to drop or cancel a training, they’ll have to inform HR immediately.

They’ll also have to shoulder any cancellation or other fees.

9. In cases where training ends with examination, employees are obliged to submit the results. If
they don’t pass the exam, they can retake it on their own expense.

Generally, the company will cover any training fees including registration and examination (one time).
They may also cover transportation, accommodation and personal expenses. This is left to HR’s
discretion. If HR decides to cover these costs, they should make arrangements themselves (e.g.
tickets, hotel reservations). Any other covered expense that employees have will be reimbursed, after
employees bring all relevant receipts and invoices.

If employees want subscriptions, they should contact HR directly or ask their managers to do so. HR
will preferably set up the subscription. In some rare cases, they might give formal approval to
employees so they can do it themselves. Once employees make arrangements, they should inform HR
of the cost and any other details in writing. Any relevant invoices should also be sent to HR.

HR’s responsibilities also include:

 Assessing training needs (in collaboration with area managers)

 Maintaining budgets and training schedules

 Assisting with learning and development activities and strategies

 Promoting corporate training programs and employee development plans

 Calculating learning and development KPIs whenever possible and decide on improvements (in
collaboration with area managers)

Quality assurance standards

The HR Manager, in collaboration with the area managers, must monitor learning and development
activities to ensure compliance with the following quality assurance standards:

Quality Assurance Standard Evidence

The training is delivered by facilitators who are:  CV of the facilitator
 Experts in their field  Reference check

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Employee Training and Development Policy

Quality Assurance Standard Evidence

 Experts in training  Copies of qualifications
Budgets for learning activities are in line with  Budget
approved learning budgets  Approval from HR Manager
Learning activities focus on skills and knowledge  Training needs analysis
that will contribute to improve the employees’  Reports from managers
performance  Skills matrix
The training activities deliver desired outcomes  KPIs set for staff performance
improvements after training
 Feedback and observation from managers
Learning resources are quality assured  Learning resources are benchmarked
against industry training standards

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