For the recovery of the recruitment and training expenses in case of resignation of the employee before stipulated period, you need to insert this clause in the appointment letter. You need to mention explicitly what would be the amount that employee has to pay, what are the parameters of the recovery and what would be the process of recovery.
However, there lies catch in this arrangement. Many times newly joined employees have complained on this forum that the organisation did not provide any training however, they wanted employee to pay "bond money" for the short stay. Many times organisations have misused this clause and have asked employee to pay the amount even though he/she was terminated. Therefore, utmost care has to be taken to make sure that the policy is not executed unfairly. Does your organisation have that kind of maturity to avoid unjust implementation?
In case if you are not finding the guidelines to decide whether a leave application to be approved or put on hold, whether a reimbursement claim to be considered or not, the kind of training expense to be reimbursed etc., it is a red signal for the organisation.
Please convince the management, the urgency of this matter to arrive at standard policies for the organisation. This helps operational, human resource, finance teams to work seamlessly and more importantly service the employee requests without fail