Learning And Development Policy Pdf
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An employee training and development policy may also be referred to as Staff Training and Development Policy or Employee Development Policy.
- Employee Training and Development Policy
- Human Resources
- Learning and development strategy and policy
Employee Training and Development Policy
Purpose This policy sets out how Monitor will manage learning and development in a consistent and fair manner. Monitor believes everyone s performance to be critical in building and maintaining a high performing organisation.
Scope This policy applies to full time and part time employees on a substantive contract or fixed term contract and to associated persons such as secondees. Only essential training necessary for fulfilling job criteria will be considered during a staff member s probationary period. Policy statement All employees are entitled to: equal opportunities in all aspects of their development; an induction into their job, their team and the organisation; an explanation of the direction and the objectives of the organisation; clear and measurable objectives for their performance at work; a twice yearly review of their performance; a manager who is committed to staff development; coaching to enhance learning, development and career progression 4.
Objectives of learning and development All learning and development activities have clearly stated learning objectives and the primary objective of those activities within Monitor is to: support the organisation in achieving its corporate plan; support the employee s skill development to enable effectiveness and satisfaction in their role; support the development of employees to enable career progression both internally and externally; reflect the learning objectives stated in the individual s personal development plan PDP ; support The Deal by providing i opportunities to develop and learn and ii support and coaching from colleagues and managers.
The Deal and learning and development The Deal forms an integral part of the performance management system at Monitor. As stated in The Deal, Monitor will provide: opportunities to develop and learn; support and coaching from colleagues and managers. Line management and individual roles and responsibilities The Senior Management Team bears the primary responsibility for implementing this learning and development policy, by ensuring staff are given the necessary opportunities to undertake appropriate learning and development activities.
In line with the Deal, managers and staff should discuss, agree and evaluate learning and development interventions as follows: 1. The role of Human Resources The Human Resources team provides specialist support to managers in the development of their staff. The Learning and Development Manager will: assist with the identification of learning and development needs; implement and monitor the Corporate Training Plan; develop and design learning and development activities; source suppliers for learning and development activities and evaluate appropriately Managers must ensure that HR is informed of all development activity undertaken by staff so information regarding equal opportunities can be reported to the Senior Management Team and The Board.
Identifying needs Training needs will be identified and determined by self assessment, by line managers and by the organisation. With the support of the Learning and Development Manager and in discussion with the line manager, these needs will be recorded on a personal development plan PDP.
Monitor recognises that many staff are highly skilled and professionally qualified, therefore will have a need for continuous professional development CPD. Monitor will assist in supporting those needs.
Solutions Most effective learning happens at work. Consequently Monitor is committed to supporting a wide range of learning methods including coaching, e-learning, secondments and project work.
Traditional solutions such as training courses, seminars, workshops and conferences will also be made available. When looking for a learning solution, learning styles and preferences will always be taken into account.
All purchase orders and invoices relating to such activities are raised and submitted by the Learning and Development manager. Each activity is recorded under a directorate to ensure that, at a glance, each directorate is receiving its fair share of development investment throughout the year.
What will be funded? Monitor will reimburse one subscription annually only Please use form attached at Appendix B for reimbursement purposes ; activities assisting with required CPD; activities that are desirable but not essential, but that will be mutually beneficial to the individual and the organisation, eg further qualification. Approval for these activities is discretionary and will be decided with support from line manager in conjunction with HR; final approval will be required from the relevant director reasonable costs associated with attending a learning and development activity in line with the General Business Expenses Policy What will not be funded?
This must be discussed and agreed by the line manager; a maximum of two days will be available to attend workshops or complete distance learning materials for learning activities that are for mutual benefit. It is essential that any exam results are forwarded via the line manager to HR both to ensure continued sponsorship and to update relevant training records. This policy came into operation in September , was reviewed in October and again in April.
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An employee training and development policy may also be referred to as Staff Training and Development Policy or Employee Development Policy. In the modern competitive environment, employees need to replenish their knowledge and acquire new skills to do their jobs better. This will benefit both them and the company. We want them to feel confident about improving efficiency and productivity, as well as finding new ways towards personal development and success. This policy applies to all permanent, full-time or part-time, employees of the company. In general, we approve and encourage the following employee trainings :.
This factsheet looks at the influences on learning and development strategy: business strategy, operational and cultural factors, keeping strategy updated, and how this translates into policy. It also examines the different stakeholders involved in organisational learning and development. Our research has emphasised the importance of strategic human resource management aligning to the overall business strategy. It must also align with the broad people strategy and align with other strategies for example, recruitment. We explored more on this in our Valuing your Talent research programme. This can typically include mentoring programmes with senior leaders, in-house development programmes and project-based learning. Some organisations have a broader range of interventions, adopting a more inclusive approach to employee development.
Learning and development strategy and policy
It is based on the following principles:. The Company will provide a range of training and development opportunities for staff, which fall into four broad categories:. Programmes relating to the enhancement of skills for an employee's current position.
If you would like to be involved in its development let us know. EPSRC wants to be an efficient and effective organisation. As part of this, EPSRC wishes to be seen as an employer of choice and to be seen by all as an organisation that operates according to high ethical standards, policies and processes. EPSRC aims to have a policy framework which is clear, accessible and compliant with current employment law, which conforms to the current Advisory, Conciliation and Arbitration Service Code of Practice, and promotes equality and diversity in the workplace. The aim of this policy is to define the framework for organisational and individual learning and development in EPSRC.
Purpose This policy sets out how Monitor will manage learning and development in a consistent and fair manner. Monitor believes everyone s performance to be critical in building and maintaining a high performing organisation. Scope This policy applies to full time and part time employees on a substantive contract or fixed term contract and to associated persons such as secondees.
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