1.

Purpose:
The purpose of the training is to ensure that all employees have requisite skills to do their job effectively and plan for
their 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:

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1 Training needs identification
1.1 Training needs are identified at the following stages: Training Head
 At recruitment stage – Any immediate training needs are
identified and discussed by the Line Manager and Training
Team and are organized during the first six months of
employment wherever possible.
 During the employee’s induction when Line Manager and
employee are setting initial targets and objectives.
 At appraisal - training needs are identified with the
following year’s objectives and will tie in with the
corporate plan and/or any anticipated corporate change
or projects to ensure competency and skill levels
 Every six months a competency assessment would be
carried out thorough an on line assessment tool to
identify the development areas for our employees.
 At the time of when an employee is being given additional
responsibility either on a temporary or permanent basis,
or being given responsibility for a particular project.
 Personal development needs will be identified by the
individual concerned and could include a course of study
or activity, which would give an individual greater
understanding of the Organization’s involvements and
activities. The Organization may contribute to personal
development by:
 Sponsoring fully or partially to the cost of the
course or essential materials
 Providing the employee study leave

1.2 All employees will complete a minimum of 8 man-days of

training in a year. The mix of behavioral and functional would
differ as per the level of the employee.
2 Planning for the training program
2.1 Based on the above-identified training requirements, a training Training Training Head
calendar is prepared. Calendar
2.2 The 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.
3 Inviting nominations to the program depending on
training needs identified
3.1 A “Note / E-Mail ” is sent to relevant departments containing “Note / E-Mail Training Head
the schedule of the training programme and the list of the
personnel from that department identified for the training.
3.2 The training team would send communication on the
programme to the employee and his superior atleast two
weeks in advance to enable him plan and schedule his work
better.
3.3 For programs based on special requirements/ open programs, Training Head
nominations are invited
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3.4 In case there is any change of dates of the programme, the Training Head
same is communicated to the relevant departments through a
“IOM” / E-mail and confirmation is received
3.5 The employee’s superior will nominate him/ her for the training Head of Dept.
program based on the following:
 A Need based program (Organization’s Requirement)
 As per the employees competency assessment
 Any Specific training for the employees development
3.6 Other than in exceptional circumstances any cancellation would
not be entertained and the debit of the training cost will
happen to the division.
3.7 Any absenteeism or any indiscipline shown during the training
will be viewed very seriously and in turn will impact the
employee’s appraisal.
3.8 In case an employee is deputed for an external course he or
she would submit a Xerox copy of all the study material
received during the course along with a copy of the certificate
if any received during training to the training team.
4 Faculty & content assessment
4.1 The Faculty and Content Assessment before the start of the Training Head
program, would comprise of the following
4.2 Communicating with vendors the training requirements and Training Head
inviting their proposals for the same
4.3 Faculty and Content assessment for all need and competency Training Head
based training programs, in case of both internal as well as
external programs. In case of Soft Skill/ Behavioral training,
the panel for faculty and content assessment would be
members from Human Resources and the training team. In
case of any Functional / Technical Training, the panel for
faculty and content assessment would be HOD’s or members
from the specific departments
4.4 Certifying the training module and the trainer after assessment Training Head
and minutes prepared for the same
4.5 Communicating certain guidelines to the trainer with respect to Training Head
the expectations from him/ her. This would involve:
 Preparation of training module as per the needs
specified by the in-house training team
 Giving the entire proposal to the team along with the
commercials to the team
 Making arrangements for all the training material by
way of Xeroxing of booklets, exercise, and also
procurement of any other training material required.
 Being there at the programme venue right from the
start of the event till the end
 Collecting the evaluation forms duly filled in from the
participants and handing them over to the training
team.
4.6 The training material such as Games, Exercises, Books, Video
Cassettes, CDs, Audio Cassettes etc. will be kept in a central
training inventory with the Peoples Office and will not be
removed without that training department’s permission
5 Training Implementation
5.1 The training is conducted based on the “Agenda” for the Agenda Training Head &
programmes Training Faculty
5.2 Customized Programs are made to address the generic and Training Head &
immediate needs communicated to the learning and Training Faculty
development department by the HOD’s or programs as per
Management Directives
6 Measuring and following-up Results
6.1 The training effectiveness is measured as follows
6.2 Internal Assessment Training Training Head
 The Human Resources and the training team will Feedback Form
gather feedback from the trainee participants and
the faculty that will help in evaluating the training
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program.
 Trainees will be required to complete an evaluation
form and/or give verbal feedback to the HR and
Training Team regarding the course content,
organization and the quality
6.3 External Assessment Training Head
 Managers will be asked for feedback in terms of
improvement or changes in the trainee’s
performance particularly in the areas in which they
have received the training.
 Transferability of learning by sharing the know-how
acquired from the training program to fellow
colleagues
 Training and development undertaken will be
reviewed in the appraisal system as part of the
competency assessment.
6.4 Managers to ensure that each employee reporting to them Respective Managers
have requisite job specific skills and once they possess the
same they should plan for their development
7 Training MIS
7.1 A monthly training MIS would be prepared, which would be Monthly MIS Training Head
sent to all the division heads.
7.2 The training calendar would be tracked for the trainings Training Head
planned vis-à-vis training programmes conducted
8 Records
8.1 Training records will be kept in employee’s personnel files for Training Training Head
all corporate training, whether in-house or external and on Records
personal development. The information will include details on
course content, cost and purpose of the training.
8.2 Based on the training needs identified and relevant training Training Plan Respective HR Heads
programs being conducted, the details for the same are
mentioned on the “Training Plan” for all employees
8.3 Training Plan Respective HR Heads
In case any training session does not happen according to the
“Training Plan”, that particular training session is carried into
the next “Training Plan” made and it is ensured that the
defaulted training session is completed within the first month
of the new “Training Plan”
8.4 Training History Respective HR Heads
On completion of all types of training, the “Training History Card
Card” for the employee is updated.
8.5 Training Plan Respective HR Heads
The “Training Plan” is updated after the completion of training
planned. In case of pending requirements the same may be
carried forward if the need persists.

5. Training:
Wherever applicable, training to be provided to the people responsible to carry the above mentioned functions smoothly
in 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:
The following measurements will be used to determine the status of the above procedure and its effectiveness. These
measurements will be done once in three months.
Training programme status:
Number of training programs conducted / total number of training programs planned) * 100.

Training feedback resolution efficiency:

Number of training feedback resolved / total number of training feedback received) * 100.

10. Records:

S No Record Title Record No. File Location Maintained (Atleast)

Name/No by Retention Period

1 Peoples
PO/F/85 Training Plan Training File Office / Sr. Executive Till Employment
Divisional HR Ceases

2 Peoples
PO/F/86 Training History Card Training File Office / Sr. Executive Till Employment
Divisional HR Ceases

9. Appendix:
List of Approved External Trainers