Article 5. Training Policy and Its Essentiality

Training Policy and Its Essentiality

Training policy is becoming increasingly important in today's rapidly changing business environment. New technologies, processes, and practices are constantly emerging. Organisations prioritizing training and development are better equipped to adapt to changes and remain competitive in their respective industries.

A training policy is a set of guidelines and procedures that govern employee training and development within an organisation. It outlines the goals, objectives, and strategies for employee development, as well as the roles and responsibilities of those involved in the training process. The importance of training policy lies in its being a huge part of human resource management as it plays a crucial role in ensuring that employees acquire the necessary knowledge, skills, and attitudes to perform their jobs effectively.

The main importance of training policy is to enhance employee performance and productivity, ultimately leading to achieving organisational objectives.

Here are some of the reasons why training policy is important.

Importance of a Training Policy

Aligning employee skills with business objectives

A training policy ensures employees have the knowledge, skills, and competencies to meet the organisation's strategic goals. By identifying the skills needed to achieve these goals, the organisation can create targeted training programs that address these areas of need. This alignment between employee skills and business objectives can improve the efficiency and effectiveness of the organisation, leading to better performance and increased profits.

Improving employee retention​

The importance of training policy is that employees are more likely to remain with an organisation if they feel valued and have opportunities for personal and professional growth. A training policy can provide such opportunities, as employees can develop new skills and advance their careers within the organisation. This can increase employee satisfaction and retention, reducing the costs associated with turnover and recruitment.

Enhancing employee engagement

The importance of training policy is in improving employee engagement by providing opportunities for employees to learn new skills, take on new challenges, and contribute to the organisation's success. This can create a sense of employee ownership and commitment, leading to increased productivity and better performance.

Improving organisational performance

A training policy can improve organisational performance by enhancing the skills and knowledge of employees. This can increase productivity, better quality products and services, and higher customer satisfaction. In addition, well-trained employees are more likely to take ownership of their work and contribute to the organisation.

Mitigating risk

The importance of training policy lies in helping the organisation mitigate risk by ensuring that employees are trained on important safety procedures, compliance requirements, and other areas of risk management. By providing employees with the necessary knowledge and skills, an organisation can reduce the likelihood of accidents, legal issues, and other problems arising from a lack of training.

Enhancing organisational culture

The importance of training policy is that it helps the organisation develop a culture of continuous learning, where employees are encouraged to seek out new knowledge and skills and are rewarded for their efforts. This can create a positive and dynamic work environment where employees feel valued and supported and are motivated to perform at their best.

Adapting to change

Training policy is important because it enables the organization to adapt to changing business environments by providing employees with the skills and knowledge necessary to navigate new technologies, processes, and market trends. By investing in training programs, an organization can stay ahead of the curve and remain competitive.

Ensuring compliance

A training policy can help an organization ensure compliance with legal and regulatory requirements by providing employees with the necessary knowledge and skills to adhere to these standards. This can reduce the risk of legal and financial penalties and protect the organization's reputation.

Promoting diversity and inclusion 

A training policy can promote diversity and inclusion by providing employees with training on topics such as unconscious bias, cultural awareness, and inclusivity. This can help create a more diverse and welcoming work environment where all employees feel valued and respected.

Enhancing leadership skills

The importance of training policy is its ability to provide leadership development programs to help managers and supervisors develop the skills necessary to lead and motivate their teams effectively. This can improve employee engagement and retention, as well as organizational performance.

Fostering innovation

The training policy's importance is in encouraging innovation by providing employees with training on new technologies and processes, as well as opportunities to develop and test new ideas. This can lead to new products, services, and processes that improve organizational performance and competitiveness.

Content of Staff Training Policy

Executive summary

A concise summary of the training and development policy, mainly intended for those who wish to apprise themselves of the main points contained therein.

Introduction

To provide an overview of the training and development policy and the reasons for its existence, including a statement of the organisation’s attitude to training and development.

 

Organisational aims and objectives 

Statements (aims) of what the organisation needs to achieve over a specified period of time and how (i.e. objectives) the aims will be achieved through training and development provision.

Identifying training and development needs 

A description of the process, procedures, and standards required for identifying training and development needs, including the use of any appraisal/performance review systems. Training and development needs will need to be prioritised in relation to organisational priorities, and initiatives and needs. Therefore, special training initiatives should reflect larger-picture issues, problems or initiatives which face the organisation.

Satisfying training and development requirements 

Requirements to satisfy training and development requirements in the broad term, including all those who will be involved, such as the Training & Development/Learning & Development department, line managers, external providers and providers of qualifications.

 

Training and development procedure 

Description of the key components of the training and development procedure.

Designing training provision

A description of the process, procedures, and standards required for designing training provision. This should also include a list of the various formal means of training and development delivery available to the organisation, such as face-to-face, online and action learning.

Developing training provision

A description of the process, procedures, and standards required for developing training provision.

 

Assessment policy

This will set out how employees will be assessed as a result of training and development provision. Reference will also need to be made to any vocational competencies and qualifications which are required for employees to undertake their job roles.

 

Evaluation policy

This will set out how training and development provision will be evaluated in order to provide information that “stakeholders” need with regard to how provision has helped to meet the organisation’s aims and objectives. Most leaders of organisations expect that training and development provision to be evaluated to ensure that they are delivering results, specifically with regard to expenditure related to key organisational initiatives, or those that require significant investment. While some leaders are satisfied with less rigorous analyses of training performance (such as employee satisfaction), others will require proof of learning transfer or performance improvement.

Training and development administration 

This will provide details with regard to the means by which training, and development provision will be administered. This will address the means by which training, and development provision is allocated, booked, monitored, and recorded. Almost all organisations expect basic reporting as a by product of training and development provision. When training is required for compliance, certification or licensing, the expectations for accurate reporting are extremely high because detailed reporting is usually required by law. Without training statistics, preparation of organisational plans and budgets cannot be completed. The reporting of learning outcomes and impact is required by some, if not all, organisations.

Development of individuals 

This will set out how development opportunities will be provided, based on identified needs.

Individual requests for training and development

This will detail how employees can request training and development at any time.

Induction training 

This will set out what is provided for all new employees and for those who are changing their job role.

 

Training and development support 

This will describe the use of coaching and/or mentoring in order to provide appropriate levels of training and development support.

Training and development providers

This will set out who will be responsible for training and development provision (i.e. internal and external providers) and the criteria by which they will be selected and appraised.

 

References

Croner-I; Training and Development Policy, available at

https://app.croneri.co.uk/topics/training-strategies-and-implementation/training-and-development-policy

Accessed on 23rd August 2023

HR Expert Australia, 2022, available at 

https://hrexpert.com.au/resources/policies-procedures/training development policy

Accessed on 23rd August 2023