Employee Training Development Policy

Employee Training and Development Policy
This Employee Training and Development Policy is ready to be tailored to your company’s
needs and should be considered a starting point for setting up your employment policies. An employee
training and development policy may also be referred to as Employee Training and
Development Policy.
Policy brief & purpose

Our Employee Development company policy refers to the company’s learning and development
programs and activities.
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.
Scope
This policy applies to all permanent, full-time or part-time, employees of the company. Employees with
temporary/short-term contracts might attend trainings at their manager’s discretion.
This policy doesn’t cover supplementary employees like contractors or consultants.
Policy elements
Employees, managers and Human Resources (HR) should all collaborate to build a continuous
professional development (CPD) culture. It’s an employee’s responsibility to seek new learning
opportunities. It’s a manager’s responsibility to coach their teams and identify employee development
needs. And it’s HR’s responsibility to facilitate any staff development activities and processes.
What do we mean by training and development?
In general, we approve and encourage the following employee trainings:
Formal training sessions (individual or corporate)

Employee Coaching and Mentoring
Participating in conferences
On-the-job training
Job shadowing Job
rotation
Internal training programs
The company has certain provisions regarding internal training programs. All employees that are working
for the company are eligible to participate in training programs individually or in teams.
Employees can nominate themselves for the internal training and may have to bring proof of attendance to the
manager.
All trainings should consider what employees need and how they can learn best. Therefore, we encourage
employees and managers to consider multiple training methods like workshops, e- learning, lectures and
more.
Corporate training programs
We might occasionally engage experts to train our employees. The company will cover the entire cost in
this case. Examples of this kind of training and development are:
Behavioral training for employees

Leadership training for managers
Ownership training for employees
This category also includes training conducted by internal experts and managers. Examples are:
Training new employees

Training teams in company-related issues (e.g. new systems or policy changes) Training
employees to prepare them for promotions, transfers or new responsibilities
Employees won’t have to pay or use their leave for these types of trainings. Attendance records may be
part of the process.
Other types of training
Both employees and their managers are responsible for continuous learning. Employees should show
willingness to improve by asking their managers for direction and advice. Managers should do the same
with their own superiors, while encouraging and mentoring their subordinates.
Employees and managers are responsible for finding the best ways to CPD. They can experiment with job
rotation, job shadowing and other types of on-the-job training (without disrupting daily operations). We also
encourage employees to use their rights for self-paced learning by asking for educational material and
access to other resources.
General guidelines:
All eligible employees are covered by this policy without discriminating against rank or
protected characteristics.
Managers should evaluate the success of training efforts. They should keep records for
reference and better improvement opportunities.
All employee development efforts should respect cost and time limitations, as well as
individual and business needs.
Employees should try to make the most out of their trainings by studying and finding ways
to apply knowledge to their work.
Employees are encouraged to use up their allocated training time.

Employee Training Development Policy

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Employee Training and Development Policy

Policy brief & purpose

This policy doesn’t cover supplementary employees like contractors or consultants.

What do we mean by training and development?

In general, we approve and encourage the following employee trainings:

Formal training sessions (individual or corporate)

Internal training programs

Corporate training programs

Behavioral training for employees

Training new employees

Other types of training

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