Hi All, Am in the process of framing Training and Development Policy for my company.If you guys have some policies and forms would be very useful for me to get some ideas... Thnks n Regds, Ezhil.
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Hi Ezil,
You can form the Training Policy based on Competencies. Firstly, check on what competencies are required to perform a job and based on those competencies, assign Training and Development in the presence of the reporting manager as he/she has more knowledge, such as who is lacking in particular competencies required to perform a job.
Thank you.
Cheers,
From India, New Delhi
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39You can form the Training Policy based on Competencies. Firstly, check on what competencies are required to perform a job and based on those competencies, assign Training and Development in the presence of the reporting manager as he/she has more knowledge, such as who is lacking in particular competencies required to perform a job.
Thank you.
Cheers,
From India, New Delhi
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Usually, a training policy is written to serve as a guideline for all training activities conducted. It should encompass various training aspects.
Firstly, you need to have a clear vision of your company's strategy regarding the training budget and its management. For instance, some firms may not support long-term educational activities; therefore, you do not necessarily have to include them in your policy. Simply put, you need to be aware of your limitations and design a policy that allocates your resources to training activities based on their importance to the organization. The more valuable activities should receive a larger percentage and a clearer policy. For example, in an Information Technology firm, your training may be better suited to support certifications and similar training programs.
Always remember that a Training Policy is entirely different from a Training Procedure.
Keep in mind that during the policy development process, the reader should understand the type of training the organization supports and how it is supported. The "how" aspect is crucial as it can blur the lines between your procedure and policy if not given proper attention.
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I have corrected the spelling and grammar errors in the text, adjusted the paragraph formatting, and maintained the original meaning and tone of the message. Let me know if you need any further assistance.
From Saudi Arabia, Riyadh
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Firstly, you need to have a clear vision of your company's strategy regarding the training budget and its management. For instance, some firms may not support long-term educational activities; therefore, you do not necessarily have to include them in your policy. Simply put, you need to be aware of your limitations and design a policy that allocates your resources to training activities based on their importance to the organization. The more valuable activities should receive a larger percentage and a clearer policy. For example, in an Information Technology firm, your training may be better suited to support certifications and similar training programs.
Always remember that a Training Policy is entirely different from a Training Procedure.
Keep in mind that during the policy development process, the reader should understand the type of training the organization supports and how it is supported. The "how" aspect is crucial as it can blur the lines between your procedure and policy if not given proper attention.
---
I have corrected the spelling and grammar errors in the text, adjusted the paragraph formatting, and maintained the original meaning and tone of the message. Let me know if you need any further assistance.
From Saudi Arabia, Riyadh
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