The Company is committed to ensuring that all employees and operatives
have the requisite skills, qualifications and certifications to carry out their work
to the highest standard. This will improve the skills set contained within the
Company, assist it to meets business objectives and boost employee
retention levels.
The Company is also obligated to ensure that all employees and operatives
carrying out regulated work have undertaken up to date training as required
by the competency requirements and training matrix for such work.
Aims
• To ensure the Company meets its legal and regulatory obligations
• To ensure the Company offers equality of opportunity to all
individuals
• To provide the Company with the capability to meets its current,
short and long term business objectives
• To develop the skills and experience of the workforce
• To ensure development and progression of each employee to boost
employee retention
• To ensure that the training solutions chosen meet the Company’s
training and development needs
• To implement procedures that ensure that time limited certifications
are kept up to date
• To ensure that skills are maintained where an employee has not
had the opportunity to practice them over a prolonged period
Procedures
i. Identifying training needs
This is a continuous process both on an individual and organisational
level but should be carried out formally at the following points:
For individuals:
• On recruitment
• When carrying out an assessment of an individual’s competency
against a framework
• During any appraisal / performance management procedures
• After a long period of absence
• On promotion / change of role
For the organisation:
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Training Policy 1 2 of 3
• When identifying and assessing business objectives
• On loss of member of staff
• When implementing technical, regulatory and legal developments
Categories of training needs
Once a training need has been identified it should be categorised to
ensure that it is managed appropriately:
• Urgent need: where the individual needs training in order to meet
a regulatory or legal requirement.
• Organisational need: where the training will allow the Company
to meet a current or expected organisational need; for example,
to replace the skills of an outgoing employee.
• Development need: where the training will benefit the individual
(and by turn improve the skill set within the Company) but there is
no current or expected organisational need.
ii. Meeting needs
When a training need has been identified the responsible manager
should take steps to meet that need.
Where there is an urgent need to implement the training then the
responsible manager should immediately source suitable training and
obtain approval and funding from the Managing Director.
Where there is an organisation need to implement the training the
responsible manager should identify a timescale for implementing the
training, source suitable training and then submit a training request form
to the Managing Director.
Where there is a development need to implement training then the
responsible manager should discuss this with the Managing Director on
an informal basis at an appropriate point providing an estimation of cost
and the benefit to the employee and business. If the Managing Director
considers that the Company should consider implementing the training
then the responsible manager should source suitable training and
submit a training request form.
Roles and responsibilities
i. Individuals
Each individual should accept responsibility to identify training and
development needs that can benefit both themselves and the business.
Employees should feel free to raise any training / development needs
with their line manager.
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Training Policy 1 3 of 3
ii. Line Managers
Line managers should keep under review the training and development
needs of all members of their team. They should identify where there are
performance issues which training could address and analyse what
benefit proposed training will have for the individual and the company.
iii. Managing Director
The Managing Director is responsible for approving all training which is
funded by the Company. The Managing Director shall also keep under
review the training and development requirements of the company as a
whole in light of current and future business objectives and
requirements.
