Drafting policy is a time-consuming activity. A lot of time is required to be spent in discussion with the HODs of the various departments. Without proper spadework, a policy document could be half-baked and it could do more harm than good.
By the way, suppose the employee has done an SAP course already. Then why he/she would need retraining? Secondly, what if the employee wants to do an SAP course on one's own and not through the company?
In view of this, I have a suggestion. Give a choice to the employee. An employee may do the SAP course on one's own but he/she will have to be recertified by an agency that trains the company employees. Such employees need not serve for two years in the company.
However, if the employee wishes to take training from the agency hired by the company, then either the employee will have to serve for a period of two years or reimburse the cost of training by paying Rs ______.
Now coming to the validity of this agreement. How to ensure that the agreement made between the employee and the company is legally valid? For this, approach a lawyer deals with the cases related to the Indian Contract Act, 1872. Please note that this matter is over and above the regular labour laws and the members of this forum who generally know labour laws may not be well-versed in the Indian Contract Act, 1872. Therefore, it is better to take legal before framing a policy.
Please note that people try to be smart. If you make an agreement that is not legally enforceable, there is a chance of a smart chap finding a loophole in the agreement and quitting the company before two years. Therefore, it is better to be cautious now rather than wring the hands in despair in future!
From India, Bangalore
From India, Jaipur