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Employee Training and Development Policy


Employee Training and Development Policy

Employee Training and Development Policy

This customizable Employee Training and Development Policy – template is ready to be adapted to your company’s specific needs and can serve as an initial point for establishing your policies. Here is the Employee Training and Development Policy overview for small and medium-sized businesses (SMBs/SMEs).

The Employee Training and Development Policy highlights the company’s dedication to ongoing professional growth through various learning initiatives. It stresses the significance of improving skills to enhance employee performance and foster personal advancement, ultimately benefiting both the individual and the organization.


[Organization Name] Employee Training and Development Policy

Policy Overview & Objective

Our Employee Development policy focuses on the company’s learning and development initiatives. In today’s competitive landscape, it is crucial for employees to continuously enhance their skills and knowledge to excel in their roles.

This not only benefits the individual employee but also contributes to the overall success of the company. We aim to empower employees to boost efficiency and productivity, pursue personal growth, and achieve success.


Applicability

This policy applies to all permanent, full-time, or part-time company employees. Employees with temporary or short-term contracts may attend training at their manager’s discretion. However, this policy does not extend to supplementary employees such as contractors or consultants.

Policy Elements

Collaboration among employees, managers, and Human Resources (HR) is essential for creating a culture of continuous professional development (CPD). Employees should actively seek new learning opportunities, managers should coach their teams and identify development needs, and HR should facilitate staff development activities and processes.


Definition of Training and Development

Training and development refer to enhancing employees’ skills and knowledge. We support and promote various forms of employee training, such as formal training sessions, coaching and mentoring, attending conferences, on-the-job training, and job shadowing.

Generally, we approve and encourage the following employee training:

  • Formal training sessions (individual or corporate).
  • Employee coaching and mentoring.
  • Participating in conferences.
  • On-the-job training.
  • Job shadowing.

As part of our learning and development offerings, we can facilitate subscriptions or provide educational materials so employees can access news, articles, and other resources to enhance their job performance.

Two conditions apply:

  1. Subscriptions/materials must be related to the employee’s job.
  2. Expenses should not exceed a specified limit per person.

Please note that this does not cover software licenses or essential tools required for job tasks.


Training Programs for Individuals

The company offers individual training programs for employees who have been with the company for more than four months. Each employee is allocated a budget at the start of the year, which is renewed annually. Employees can attend external training programs individually or as part of a team.

They can be absent for training for up to 10 days per year. Employees can choose as many training programs as they wish, as long as they do not exceed the budget or day limit. If they surpass these limits, they must use their paid time off and cover any additional costs themselves.

Employees may be required to provide proof of attendance for training.

Any training mandated by the company due to performance issues or job description changes is not subject to the training budget or time limit. The company may cover the total cost of these training courses. Training must be tailored to the needs of employees and their preferred learning styles. Therefore, we encourage employees and managers to explore various training methods such as workshops, e-learning, lectures, etc.

Corporate training programs may involve hiring experts to train employees on various topics. The company will comprehensively cover the cost of these training sessions.

Some examples of training and development programs include:

  • Equal employment opportunity and diversity training.
  • Leadership training for managers.
  • Conflict resolution training for employees.

This category encompasses training sessions led by internal experts and managers. Some examples include training new employees, educating teams about company-related topics such as new systems or policy changes, and preparing employees for promotions, transfers, or new responsibilities. These trainings are provided at no cost to employees and do not require them to use their leave. Attendance records may be kept as part of the training process.


Other Training Types

It is the joint responsibility of employees and managers to engage in continuous learning. Employees should demonstrate a desire to enhance their skills by seeking guidance and advice from their managers. In turn, managers should seek guidance from their superiors while supporting and mentoring their subordinates.

Employees and managers should explore various methods of continuing professional development, such as job rotation and shadowing, to enhance their skills without disrupting daily operations. Additionally, employees are encouraged to take advantage

of self-paced learning opportunities by requesting educational materials and access to resources within their allocated budget.

Revised Guidelines

  • This policy applies to all eligible employees, regardless of rank or protected characteristics.
  • Managers are responsible for assessing the effectiveness of training initiatives and maintaining records for future reference and improvement.
  • Employee development activities should consider cost, time constraints, and the needs of both the individual and the business.
  • Employees are encouraged to engage in training by studying and applying acquired knowledge to their work.
  • Employees are urged to utilize their allocated training budget and time effectively.

Procedures

Employees must adhere to this procedure when attending external training sessions or conferences.

  1. Employees or their team leaders recognize the need for training.
  2. Employees and team leaders collaborate to brainstorm and suggest potential training programs or methods.
  3. Employees or team leaders contact HR to discuss their proposals, which may require completing a form.
  4. HR researches the proposal, focusing on budget and training materials.
  5. If HR rejects the proposal, they must provide employees with written reasons for the decision.
  6. Once HR approves, arrangements will be made for dates, accommodation booking, and reservations.
  7. If the company does not cover the cost of training, employees are responsible for payment and must submit invoices or receipts to HR. HR will approve employee reimbursement based on the provided information.
  8. Employees who choose to withdraw or cancel a training must promptly notify HR. Additionally, they will be responsible for covering any associated cancellation fees.
  9. Employees must submit the results of their examination upon completing training. Employees who do not pass can retake the exam at their own cost.
  10. Consult the HR department or designated team member for additional questions or concerns.

In general, the company will pay for training fees, registration, and examination costs (one time). The company may also cover transportation, accommodation, and personal expenses at the discretion of HR – human resources. If HR chooses to cover these expenses, they will make the necessary arrangements, such as booking tickets and hotel reservations. Employees will be reimbursed for any other covered expenses after submitting all relevant receipts and invoices.

Employees wishing to purchase subscriptions are encouraged to contact HR directly or ask their managers to do so. HR will typically handle the subscription setup, but in rare cases, they may give formal approval for employees to do it themselves. Once arrangements are made, employees should inform HR of the costs and any other details in writing and send relevant invoices for reimbursement.

HR is responsible for

  • Evaluating training requirements
  • Budgets and training schedules must be maintained.
  • Helping with educational and growth initiatives and techniques
  • Whenever possible, calculate key performance indicators for learning and development and decide how to improve them.
  • Encouraging the implementation of corporate training programs and employee development initiatives.

Our company will try to offer comprehensive training and career development for all applicable team members. For additional information, consult HR.


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Additional Information


Definition: A policy is a deliberate system of guidelines that guides decisions and achieves rational outcomes that affect an entity’s organization and operations. It is a statement of intent implemented as a procedure or protocol. Various entities, including a governance body, generally adopt policies.

Policies can assist in both subjective and objective decision-making. Policies used in subjective decision-making generally support senior management with decisions that must be based on the relative merits of several factors and, as a result, are often difficult to test objectively, e.g. discrimination policy.

Generally, governments and other institutions have policies in the form of laws, regulations, procedures, administrative actions, incentives and voluntary practices. Similarly, private entities deploy policies for internal and external protocol procedures to be followed. Frequently, resource allocations mirror policy decisions.

Refer to the relevant resources and documents to learn about policies and procedures.


Disclaimer: This policy template serves as a general guideline and should be used for the convenience of reference. It may not encompass all relevant local, provincial, or federal laws and does not constitute a legal document. Neither the author nor CanadaSmallBusiness.ca assumes any legal liability for using this policy.

Source: Canada Small Business



May 20, 2024