L&D
...Company depends almost entirely on the competence and commitment of the people who work for it. Training to improve skills, knowledge and attitudes is therefore considered a long-term investment in the Company’s Human Resources rather than a short-term cost.
2. Our approach to training and development must cater to cope with the changing requirements of the times. This requires a training plan which is relevant to and focussed on the current business plan needs, while also accommodating the needs required to keep employees at the leading edge of their fields of expertise.
3. The responsibility to develop the potential and value of one’s subordinates never changes. The manager and supervisor are always responsible for the performance of their subordinates and to ensure that they are better able to perform their duties in their present jobs.
4. Self-development implies each employee is responsible for his/her own training and development needs.
5. Training is a continuous process and is an essential element of human capital development. The company endeavours to create an adequate depth of skills and knowledge to meet future manpower requirements by conducting or providing appropriate forms of training, development and education in a planned and systematic manner.
6. In its role of adviser, facilitator and supporter, the Training Division will provide to best vendor / source as well as utilising the best resources available to deliver the training required.
7. The effectiveness of training and development will be assessed by determining whether course objectives have been met as well as whether there was a transfer of acquired competencies to the job.
8. The Company acknowledges that a large part of its...
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