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Training Policy 114

Training Policy 114

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Published by Supriya Nayak

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Published by: Supriya Nayak on Jan 10, 2013
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01/10/2013

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1. Purpose:
 The purpose of the training is to ensure that all employees have requisite skills to do their job effectively and plan fortheir development keeping in view of their career aspirations and other future resource requirement of department
2. Scope:
  Applicable to employees across the organization at all levels as per their Training Need Identification 
3. Responsibility:
 The overall responsibility for establishing, documenting, implementing and updating this procedure lies with Head -Training.
4. Procedure Steps:Sr NoActivitiesReferenceResponsibility1Training needs identification
1.1Training needs are identified at the following stages:
 At recruitment stage – Any immediate training needs areidentified and discussed by the Line Manager and TrainingTeam and are organized during the first six months of employment wherever possible.
During the employee’s induction when Line Manager andemployee are setting initial targets and objectives.
 At appraisal - training needs are identified with thefollowing year’s objectives and will tie in with thecorporate plan and/or any anticipated corporate changeor projects to ensure competency and skill levels
Every six months a competency assessment would becarried out thorough an on line assessment tool toidentify the development areas for our employees.
 At the time of when an employee is being given additionalresponsibility either on a temporary or permanent basis,or being given responsibility for a particular project.
Personal development needs will be identified by theindividual concerned and could include a course of studyor activity, which would give an individual greaterunderstanding of the Organization’s involvements andactivities. The Organization may contribute to personaldevelopment by:
Sponsoring fully or partially to the cost of thecourse or essential materials
Providing the employee study leaveTraining Head1.2All employees will complete a minimum of 8 man-days of training in a year. The mix of behavioral and functional woulddiffer as per the level of the employee.
2Planning for the training program
2.1Based on the above-identified training requirements, a trainingcalendar is prepared.TrainingCalendarTraining Head2.2The training calendar would comprise of the following:
Training Programs
Tentative Dates and Duration
Faculty (Internal or External)
 Venue (Internal or External)
No. of participants
Cost of the program.
3Inviting nominations to the program depending ontraining needs identified
3.1A “Note / E-Mail ” is sent to relevant departments containingthe schedule of the training programme and the list of thepersonnel from that department identified for the training. “Note / E-MailTraining Head3.2The training team would send communication on theprogramme to the employee and his superior atleast twoweeks in advance to enable him plan and schedule his work better.3.3For programs based on special requirements/ open programs, Training Head
 
Sr NoActivitiesReferenceResponsibility
nominations are invited3.4In case there is any change of dates of the programme, thesame is communicated to the relevant departments through a “IOM” / E-mail and confirmation is receivedTraining Head3.5The employee’s superior will nominate him/ her for the trainingprogram based on the following:
 A Need based program (Organization’s Requirement)
 As per the employees competency assessment
 Any Specific training for the employees developmentHead of Dept.3.6Other than in exceptional circumstances any cancellation wouldnot be entertained and the debit of the training cost willhappen to the division.3.7Any absenteeism or any indiscipline shown during the trainingwill be viewed very seriously and in turn will impact theemployee’s appraisal.3.8In case an employee is deputed for an external course he orshe would submit a Xerox copy of all the study materialreceived during the course along with a copy of the certificateif any received during training to the training team.
4Faculty & content assessment
4.1The Faculty and Content Assessment before the start of theprogram, would comprise of the followingTraining Head4.2Communicating with vendors the training requirements andinviting their proposals for the sameTraining Head4.3Faculty and Content assessment for all need and competencybased training programs, in case of both internal as well asexternal programs. In case of Soft Skill/ Behavioral training,the panel for faculty and content assessment would bemembers from Human Resources and the training team. Incase of any Functional / Technical Training, the panel forfaculty and content assessment would be HOD’s or membersfrom the specific departmentsTraining Head4.4Certifying the training module and the trainer after assessmentand minutes prepared for the sameTraining Head4.5Communicating certain guidelines to the trainer with respect tothe expectations from him/ her. This would involve:
Preparation of training module as per the needsspecified by the in-house training team
Giving the entire proposal to the team along with thecommercials to the team
Making arrangements for all the training material byway of Xeroxing of booklets, exercise, and alsoprocurement of any other training material required.
Being there at the programme venue right from thestart of the event till the end
Collecting the evaluation forms duly filled in from theparticipants and handing them over to the trainingteam.Training Head4.6The training material such as Games, Exercises, Books, VideoCassettes, CDs, Audio Cassettes etc. will be kept in a centraltraining inventory with the Peoples Office and will not beremoved without that training department’s permission
5Training Implementation
5.1The training is conducted based on the “Agenda” for theprogrammes AgendaTraining Head & Training Faculty5.2Customized Programs are made to address the generic andimmediate needs communicated to the learning anddevelopment department by the HOD’s or programs as perManagement DirectivesTraining Head & Training Faculty
6Measuring and following-up Results
6.1The training effectiveness is measured as follows6.2Internal Assessment
The Human Resources and the training team willgather feedback from the trainee participants andTrainingFeedback FormTraining Head
 
Sr NoActivitiesReferenceResponsibility
the faculty that will help in evaluating the trainingprogram.
Trainees will be required to complete an evaluationform and/or give verbal feedback to the HR andTraining Team regarding the course content,organization and the quality6.3External Assessment
Managers will be asked for feedback in terms of improvement or changes in the trainee’sperformance particularly in the areas in which theyhave received the training.
Transferability of learning by sharing the know-howacquired from the training program to fellowcolleagues
Training and development undertaken will bereviewed in the appraisal system as part of thecompetency assessment.Training Head6.4Managers to ensure that each employee reporting to themhave requisite job specific skills and once they possess thesame they should plan for their developmentRespective Managers
7Training MIS
7.1A monthly training MIS would be prepared, which would besent to all the division heads.Monthly MISTraining Head7.2The training calendar would be tracked for the trainingsplanned vis-à-vis training programmes conductedTraining Head
8Records
8.1Training records will be kept in employee’s personnel files forall corporate training, whether in-house or external and onpersonal development. The information will include details oncourse content, cost and purpose of the training.TrainingRecordsTraining Head8.2Based on the training needs identified and relevant trainingprograms being conducted, the details for the same arementioned on the “Training Plan” for all employeesTraining PlanRespective HR Heads8.3In case any training session does not happen according to the “Training Plan”, that particular training session is carried intothe next “Training Plan” made and it is ensured that thedefaulted training session is completed within the first monthof the new “Training Plan” Training PlanRespective HR Heads8.4On completion of all types of training, the “Training HistoryCard” for the employee is updated.Training HistoryCardRespective HR Heads8.5The “Training Plan” is updated after the completion of trainingplanned. In case of pending requirements the same may becarried forward if the need persists.Training PlanRespective HR Heads
5. Training:
Wherever applicable, training to be provided to the people responsible to carry the above mentioned functions smoothlyin their respective divisions. These training needs will get identified as per the training need identification process.
6. Resources:
 All necessary resources required to perform the above mentioned activities would be provided to all as part of their work environment and work infrastructure.
7.Verification and Validation:
The work environment procedure would be reviewed and validated every quarter by:
Senior Management
 Audit Team for process compliances
Process owners / PCMM Steering Group
8. Measurements:

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