training and development policy 157 (3)

8/9/2019 Training and Development Policy 157 (3)

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TRAINING AND DEVELOPMENT POLICY

1. ObjectivesThe objectives of this policy are to:

Have trained manpower, which is competent to meet the presentneeds and future requirements of the business. Improve and upgrade the skills and competencies of the employeesfor taking up higher responsibilities at the appropriate time.

Bring about Behavioural Change, which is in consonance with theorganisational value system.

Encourage multi-skilling for improving productivity. Utilise training as a motivational tool for employees growth anddevelopment.

2. Policy

Training Need IdentificationThere shall be a methodology for identifying the existing skill gaps and skillsneeded for future business requirements. The key sources for such identification

shall be :

Training needs identified through Performance ManagementSystem.

Job description vis-a-vis the individual profile. Feedback from the HOD/ immediate supervisor on the basis of onthe job performance of individual/ group.

Career planning/ potential appraisal/ succession planning. Organisational requirement.

There shall be a Training Advisory Committee which shall be responsible for:

Budget allocation related to Annual Turnover (Business specific). Setting priorities for training of employees every year both forin-house and external nominations as also evaluating the effectiveness

of Training and Development initiatives.

Finalisation of training calendar. Oversee transfer of learning. Review of training activity on quarterly basis. Infrastructure for training facilities.

There shall be one dedicated Training Officer for each unit/ establishment who shall

be responsible for coordinating the activity.

Types of Training

There are certain skills required which are common across all thebusinesses. Such programmes shall form part of the organisations training

need requirement :


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IT skills Budgeting skills Cost Control and management skills Quality Management including SPC/SQC* techniques. Problem solving skills. Accounts & Finance Sales & Marketing Man management skills Communication/ presentation skills Time management Safety & environment management Inter-personal & leadership skills Laws relating to factory administration

(Business specific technical training shall be worked out at the unit level)

* SPC Statistical Process Control; SQC Statistical QualityControl

There shall be common programmes for all the businesses inrespect of the above areas to save on cost as also ensure quality and

consistency in training inputs. This will help in cultural integration across

the group.

The HODs of different businesses alongwith respective TrainingOfficers shall jointly finalise the Training Calendar for such programmes.

Management Development Programmes

The organisation shall have tie-up with Business Schools of reputeto develop and run Management Development Programmes (MDP) for

senior and potential managers.

Following development activities shall be encouraged and suitablyrecognised/ rewarded :

Interface with professional/ technical institutes by exchangeof knowledge and learning.

Active participation in trade/ professional bodies. Regular presentation by officers in respective areas ofexpertise.

Identifying and developing internal trainers. Identifying few managers who would take the role ofmentors.

Self-development initiatives for improving educational/professional qualification.


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The cost on recognition/ reward in respect of the above shall form part of the annual

training budget.

Job Rotation/Multi-Skilling

To identify potential employees who have the capability of takinghigher/additional responsibility/general management position.

HRD Department alongwith the concerned HOD and Unit Chiefshall draw out a plan for their job rotation both Intra and Inter

Department.

All trainees and officers upto the level of HOD shall necessarilylearn One up Two down functions in his/her area of responsibility.

Evaluation

Effectiveness of the Training Programme

The effectiveness of the Training Programme in respect ofProgramme Contents, Faculty Rating, Duration, Methodology of Training

etc. shall be adjudged by:

Specified Feedback proforma to be filled by participants onconclusion of the programme.

Informal interview with participants and Faculty during andafter the programme by HRD Department and Senior Managers

Team.

Transfer of Learning

There shall be a structured review for evaluating the extent oftransfer of learning acquired into practice. This shall be done through:

Each participant shall submit a report/make a presentationon the learnings acquired in a programme of two days or moreduration.

Where the participant was nominated to a programme aspart of job requirement/developmental plan, the participant and the

concerned HOD shall be required to submit a report on completionof three months.

The TAC shall review training activities on quarterly basis andinterview, selectively, the participants who attended programmes for job

requirement/development plan to assess extent of learning/transfer of

learning by the participants.On basis of the above the TAC shall recommend improvement plan required in

the Training and Development activities.


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Developmental Activities

As a long-term plan, set up our own Management DevelopmentCenter to institutionalize the Training Activities.

Encourage reading habit amongst employees by upgrading thelibrary facilities by subscribing to professional journals, periodicals,management books and films etc.

Database shall be created in respect of each individual employeeon training and developmental inputs imparted to him. This shall form the

part of HRD Management System.

Summer trainees shall be taken in the organisation from identifiedinstitutes as per business needs. The objective of this shall be to:

Consider for future employment against vacancies. Build the image of the organisation in respective institutes.

These trainees shall be provided structured training and could be paid a fixed

stipend, which shall be business specific.


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The following will be the rules for Training and Development:

1. Training Need Identification

The existing skill gaps and skills needed for future Business requirements will beidentified from the following:

Performance Measurement System. Job description vis-a-vis the individual profile. Feedback from the HOD/ immediate supervisor on the basis of onthe job performance of individual/ group.

Career planning/ potential appraisal/ succession planning. Organisational requirement.

Based on training needs identified, HRD Department will ensure that all officersget covered under the in-house/external training programmes every year.

2. Training Advisory Committee

There shall be a Training Advisory Committee which shallcomprise:

Business Chief/Unit Chief Functional Heads/HODs Training In-charge (will act as Coordinator)

TAC shall be responsible for the areas as defined in the policy.

3. External Nominations

Where an employee has to be nominated for an externalprogramme, a specific sanction for such nomination shall be obtained asper the enclosed Annexure I.

On approval, the HRD Department will send a formal letter to theemployee concerned intimating therein, objectives of such nomination asper the proforma enclosed as Annexure-II.

A feedback proforma, as per Annexure-III shall also be enclosedwith the letter which the concerned employee shall return to HRDDepartment duly filled after his return from such programme.

4. In-House Training Programmes

Where a particular skill is required to be imparted to more number of people, the

programme shall be organised in-house through reputed faculty/institutes.

5. Transfer of Learning


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There shall be a structured review for evaluating the extent oftransfer of learning acquired into practice. This shall be done through thefollowing:

Each participant shall submit a report/make a presentationon the learnings acquired in a programme of two days or moreduration.

Where the participant was nominated to a programme aspart of Job Requirement/Developmental Plan, the participant andthe concerned HOD shall be required to submit a report on

completion of three months as per Annexure-IV.

The TAC shall review training activities on quarterly basis andinterview, selectively, the participants who attended Programmes for job

requirement/development plan to assess extent of learning/transfer of

learning by the participants.

On basis of the above the TAC shall recommend improvement plan required in the

Training and Development activities.

6. Job Rotation/Multi-Skilling

To identify potential employees who have the capability of takinghigher/additional responsibility/general management position.

HRD Department alongwith the concerned HOD and Unit Chiefshall draw out a plan for their job rotation both Intra and Inter

Department.

All trainees and officers upto the level of HOD shall necessarilylearn One up Two down functions in his area of responsibility.

7. Effectiveness of The Training Programme

The effectiveness of the Training Programme in respect ofProgramme Contents, Faculty Rating, Duration, Methodology of Training

etc. shall be adjudged by:

Specified Feedback Performa to be filled by participants onconclusion of the programme, enclosed as Annexure III.

Informal interview with participants and Faculty during andafter the programme by HRD Department and Senior Managers

Team.


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Annexure-I

To : All Concerned

From : HRD Department

Date :

Subject : Nomination to Training Programme

TOPIC :

COURSE CONTENT/

OBJECTIVES

CONDUCTED BY :

DATE(S) :

VENUE :RESIDENTIAL/NON-

RESIDENTIAL

NOMINATION FEE*:

(Total Estimated Cost)

PERSONSNOMINATED :

REASON FOR : Job requirement (Existing/Future) NOMINATION : Familiarization with latest technology/practices

: Refresher Programme/ Course

: Developmental Plan

TRAINING INPUTS :

PROVIDED DURING

LAST 12 MONTHSTO THE NOMINEE(S)

SIGNATURES


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XXXX XXXX

APPROVALThe above proposal is hereby approved.

XXXXN.F.A. NO.:

DATE : * TA/DA as per entitlement.


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Annexure III

PROGRAMME EVALUATION FORM

(To be filled by the Participant on completion of Training and returned to Training

Officer)

Name :

Title of Programme :

Contents :

Duration of :

Programme

1. What were the major topics covered?

2. Which other topics should have been covered during this Programme:

3. To what extent did the Programme meet the desired objectives:

TOTAL PARTIAL NOT AT ALL

(If the response is partial/ not at all, please mention objectives not achieved, withreasons.)

4. How would you rate the faculty of the Programme in terms of Job Knowledge,

Communication, Training Methodology etc.?

GOOD SATISFACTORY POOR


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5. What do you think about the duration of the Programme?

TOO LENGTHY JUST RIGHT TOO SHORT

6. What do you feel about the training material distributed and training aids used?


7. How were the administrative arrangements (Boarding, Lodging, etc.)?


8. To what extent the Programme will help you to perform your job better?

LARGE EXTENT SOME EXTENT NONE

9. What are your plans to implement the learnings so acquired in your job?

10. How and when do you plan to share the learnings:

Signature

CC: HOD

Annexure- IV


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TRANSFER OF LEARNING

RESPONSE SHEET TO BE FILLED UP BY EMPLOYEE AFTER THREE

MONTHS OF TRAINING PROGRAMME

Name :

Department :

Programme attended :

Date :

1. How far you have been successful in transferring your learnings into practice.

Please support by examples:

2. Please state constraints, if any, which prevented you from implementing yourplans?

- Inadequate support from superiors/ peers/ subordinates

- Lack of opportunity to use skills/ learning- Inadequate infrastructural support

1. How far has this learning helped you in your development/ growth?

Signature

Comments by HOD

Signature -----------------------------

Presented to TAC on ------------------------------

HRD DEPARTMENT

training and development policy 157 (3)

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