Organisation Training Policy
ITW Envopak recognises the contribution employees make to the success of the Organisation. It also recognises that to maintain a committed and competent workforce, the Organisation must ensure that adequate training and development is provided for all employees.
OBJECTIVE
The purpose of the Organisation’s training policy is to ensure that:
You are properly trained in the skills you need to carry out your current jobs at a standard acceptable to the Organisation and its customers. You are provided with the skills you may need to adapt to changes in the way your jobs are carried out. You are encouraged to develop skills and capabilities to enable you to progress as far as possible within the Organisation and realise your potential. You are properly trained to comply with all the necessary Health and Safety legislation.
IDENTIFICATION OF TRAINING NEEDS
Training needs arise from:
Identifying the skills the Organisation will need in order to deliver its objectives and Business Plan. Identifying the skills required by teams to deliver their objectives. Identifying the attitude, knowledge and skills required by employees to carry out their jobs effectively. Statutory and legal requirements.
NEW STARTERS
Employees new to the Organisation will receive an induction programme appropriate to their role. This will include:
History, structure, business philosophies of ITW group and ITW Envopak. Organisation, objectives, Health and Safety and policies and practices of ITW Envopak. Introduction to team and working practices. Introduction to the role. Identification of skills and future training needs.
If you are new to the Organisation or are taking on new responsibilities that significantly change the content or nature of your job, you should agree with your Line Manager objectives in your new role, which will be reviewed after three months. Thereafter you will become subject to the same processes as current employees (see below).
CURRENT EMPLOYEES
You will undertake an annual performance evaluation with your Line Manager. The evaluation is an opportunity for you and your Manager to consider your performance over the year and the impact upon performance; team and Organisational objectives of any training and development actions undertaken during the year; and whether your skills and capabilities are being fully utilised in your current role. Training and development needs are discussed and agreed, recorded and forwarded to the Training Manager for inclusion in the Organisation training plan. Reviews may take place quarterly or six monthly at the discretion of the Manager.
TRAINING
Each team will have its own training needs. It is the Manager’s responsibility to review the team’s objectives. Training requirements will be measurable at this level.
Various methods may be used to satisfy a training and development need.
Evaluation of the learning takes place at the end of the training activity. Evaluation of the impact of the training activity on performance will take place as appropriate over the following period.
RESPONSIBILITIES
Your line manager is ultimately responsible for sanctioning and authorising all training and development activities within the Organisation and for allowing the resources that enable training and development to take place.
Responsibilities of Line Managers and Team Leaders
To conduct effective appraisals and reviews, in Line with Organisation policy and agree objectives for new employees and employees new to the role.
To agree team targets and individual objectives.
To check relevance of training objectives to Organisation and team objectives.
To support you in addressing your training and development needs throughout the year.
To encourage you to consider and act upon your training needs throughout the year.
To communicate training and development opportunities to you throughout the year.
To ensure training happens when it is agreed.
To evaluate the impact on training on an individual’s performance.
To support the completion of action plans and review on a regular basis.
To work with the Training Manager to review the delivery and effectiveness of training and development in terms of its impact and Organisation targets.
To ensure the delivery of the Organisation Training Policy.
To prepare the Organisation Training Plan and its implementation.
To manage the resources supporting training and development within the Organisation.
To co-ordinate and prioritise training provision in Line with identified needs.
To provide advice, guidance and support on training and development issues to Line Managers and others throughout the Organisation.
To promote good practices in all parts of the Organisation.
To ensure that the Organisation’s policies and practices adhere to the Investors in People and ISO Standards.
To remain aware of best practice inside and outside the Organisation, creating and maintaining effective relationships with relevant external bodies to ensure appropriate import of new cultures and new ideas to the Organisation.
Your Responsibilities
To take responsibility for your own training and development in the content of the responsibilities of your own jobs.
To participate fully in the Organisation’s training and development process.
To initiate and participate in training and development discussions with Line Managers.
To complete an action plan as required and ensure discussions and support from your Line Manager is obtained to finish the plan.
With the Organisation’s encouragement, to consider your own training and development needs and to act upon them.
External Development
If an individual attends any external courses or higher education, the company may sponsor the individual by paying some or all of the fees for the course. The individual will need to sign a contractual training agreement.
Requests for external courses or higher education must be made via your line manager and stating a business case for each course.
Should the individual fail to complete the course or leave the company for any other reason except for redundancy, the company will seek reimbursement of the course fees from the individual or from their final salary as such:
0 – 6 months 100% of fees 6 – 9 months 75% of fees 9 – 12 months 50% of fees Over 12 months after completion of course Nil (unless otherwise agreed)
