HR Insights  /  Strategy & Policy Insights

Employee Training Policy Overview
​By Mansour Bakr, PHRi, SHRP-CP
01 October 2018
The aim of the employee training policy is to provide a framework to manage the assessment, design and execution of employee training initiatives and programs.

The organization’s approach is to continuously develop employee skills, knowledge and competencies to support the achievement of its current and future business objectives and ensure a learning culture where employees at all levels will be encouraged to learn. 

Training Plan
A training plan will be formulated and revised every year by the Human Resources Department and will outline the objectives and targets of training for the year.

Training Needs Assessment
Training needs will be assessed at the end of each fiscal year for all employees. An annual training calendar shall be prepared based on organization-wide individual development priorities and the outcome of the periodic training needs assessment.

All departments should conduct a formal Training Needs Analysis (TNA) following the annual performance assessment cycle, which will be the base of training priorities. The annual TNA must be completed before the completion of the annual budgeting process to allow management to make adequate financial provisions for planned training and development activities.

​Exhibit 1: Training Model
​Induction Program
All new hires will go through the induction program which provides information and advice on a range of topics including a detailed introduction to the organization.

​The aim of the Induction Program is to welcome new employees into the organization, whilst providing them with the basic facts that will enable them to settle into the organization and their new job role. Employees who change jobs within the organization, transfer and/or are promoted shall be inducted into their new role and/or new division. 

The final and most important aspect of induction is provided by the employee immediate manager. Induction at department level should focus on the employee’s role, the structure of the area and how their role fits into the structure. Managers retain ultimate responsibility for staff induction, although it is likely that nominated members of staff will conduct the induction. Induction is a continuous process of familiarizing new employees with their job in the organization. A well-panned induction will help staff adapt to their role, whilst a poor induction can lead to confusion, errors and dissatisfaction.

​Training Delivery 
Training delivery methods shall be selected on the basis of cost effectiveness in terms of achieving the training outcome. Training activity will be delivered in any of the following training forms:
​
  • Internally or externally training
  • On the job training (OJT)
  • E-training
  • Coaching
  • Conferences/Seminars
  • Rotation Assignments
  • Pre-employment training
  • Training apprentices
  • Utilizing company personnel to provide training
  • Continuous education assistant

Training Course Classification
Training courses are classified based on the following:

Technical Skills: Specialized subjects in order to develop the technical skills and knowledge according to the job/function.

Managerial Skills: Skills necessary for employees of managerial levels to manage their function and employees.

Soft Skills: To develop personal attributes that enhances an employee’s interactions effectively with other employees internally or externally.

Professional Certification: Training programs that certify an employee in a certain specialty.

​Training Evaluation
The effectiveness of a training initiative can be measured by the degree of improvement in employee skills, knowledge, competencies and on-the-job performance. Additionally, to justify their costs, training activities must be evaluated to determine whether the objectives and expectations have been entirely achieved and met, and if not, the degree to which they have not been met.

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