Human Resources, Training Policy:
Human resources policies are not often a priority in the early stages of running a small business. However, there are advantages to implementing these policies early, particularly in a manufacturing business, to give emphasis and direction to how company attracts, trains and retains staff, while keeping everyone in business on the same page.
Recruiting and Hiring: While the manufacturing industry traditionally used unskilled, entry-level workers, technology may require specific skills supporting company's tasks. HR policies may spell out these skills as minimum qualifications as a guideline for screening and interviewing. If business is subject to fluctuation in demand, creating a policy covering the use of temporary staff to cover peak periods helps the efficient use of workers for whom likely pay an agency a higher hourly rate than regular staff, without the experience or productivity.
Orientation and Training: Some elements of training are mandated outside small business, such as occupational safety and health administration raining or state-sanctioned equipment training, for example. Building this into HR policy is a due diligence safeguard, illustrating company's intent to comply.
Employee Retention: Company makes an investment with each employee hired. Given strong demand for skilled workers, may want to address employee retention in HR policies to prevent workers from leaving before investment in their training pays off. While wages and benefits contribute to job satisfaction, HR policies that clearly outline job descriptions, chains of command, dealing with workplace issues such as harassment and resources that employees can access also contribute to a culture that engages staff.
Personal and Job Development: NANBA uses his HR policy manual to outline routes of development. For example, list the education, training and experience for your ideal supervisor, so that an ambitious staff member has direction to follow. This may exist already if you have included job descriptions in HR policy.Consider outlining an "inside track" for current staff encourage the perception you care about their growth as well as their work.
Our Employee Training 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.
The Employee Training and Development Policy is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies. An employee training and development policy may also be referred to as Staff Training and Development Policy or Employee Development Policy.
Policy brief & purpose
Our 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.
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 training:
• Formal training sessions
• Employee Coaching and Mentoring
• Participating in conferences
• On-the-job training
• Job shadowing
• Job rotation
As part of organization, we can also arrange for educational material, so employees will have access to news, articles and other material that can help them become better at their job.
Corporate training programs We might occasionally engage experts to train our employees. The company will cover the entire cost in this case.
The training conducted by experts and managers 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 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.
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. 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.