TRAINING AND DEVELOPMENT POLICY

1. Objectives
The objectives of this policy are to:
♦ Have trained manpower, which is competent to meet the present
needs and future requirements of the business.
♦ Improve and upgrade the skills and competencies of the employees
for taking up higher responsibilities at the appropriate time.
♦ Bring about Behavioural Change, which is in consonance with the
organisational value system.
♦ Encourage multi-skilling for improving productivity.
♦ Utilise training as a motivational tool for employee’s growth and
development.

2. Policy

Training Need Identification

There shall be a methodology for identifying the existing skill gaps and skills
needed for future business requirements. The key sources for such identification
shall be :
♦ Training needs identified through Performance Management
System.
♦ Job description vis-a-vis the individual profile.
♦ Feedback from the HOD/ immediate supervisor on the basis of on
the job performance of individual/ group.
♦ Career planning/ potential appraisal/ succession planning.
♦ Organisational requirement.
There shall be a Training Advisory Committee which shall be responsible for:
♦ Budget allocation related to Annual Turnover (Business specific).
♦ Setting priorities for training of employees every year both for
in-house and external nominations as also evaluating the effectiveness
of Training and Development initiatives.
♦ Finalisation of training calendar.
♦ Oversee transfer of learning.
♦ Review of training activity on quarterly basis.
♦ Infrastructure for training facilities.
There shall be one dedicated Training Officer for each unit/ establishment who shall
be responsible for coordinating the activity.

Types of Training
♦ There are certain skills required which are common across all the
businesses. Such programmes shall form part of the organisations’ training
need requirement :
 ♦ IT skills
♦ Budgeting skills
♦ Cost Control and management skills
♦ Quality Management including SPC/SQC* techniques.
♦ Problem solving skills.
♦ Accounts & Finance
♦ Sales & Marketing
♦ Man management skills
♦ Communication/ presentation skills
♦ Time management
♦ Safety & environment management
♦ Inter-personal & leadership skills
♦ Laws relating to factory administration

(Business specific technical training shall be worked out at the unit level)
* SPC – Statistical Process Control; SQC – Statistical Quality
Control
♦ There shall be common programmes for all the businesses in
respect of the above areas to save on cost as also ensure quality and
consistency in training inputs. This will help in cultural integration across
the group.
♦ The HODs of different businesses alongwith respective Training
Officers shall jointly finalise the Training Calendar for such programmes.

Management Development Programmes

♦ The organisation shall have tie-up with Business Schools of repute

to develop and run Management Development Programmes (MDP) for
senior and potential managers.
♦ Following development activities shall be encouraged and suitably
recognised/ rewarded :

♦ Interface with professional/ technical institutes by exchange

of knowledge and learning.
♦ Active participation in trade/ professional bodies.
♦ Regular presentation by officers in respective areas of
expertise.
♦ Identifying and developing internal trainers.
♦ Identifying few managers who would take the role of
mentors.
♦ Self-development initiatives for improving educational/
professional qualification.
The cost on recognition/ reward in respect of the above shall form part of the annual
training budget.

Job Rotation/Multi-Skilling

♦ To identify potential employees who have the capability of taking

higher/additional responsibility/general management position.
♦ HRD Department alongwith the concerned HOD and Unit Chief
shall draw out a plan for their job rotation both Intra and Inter
Department.
♦ All trainees and officers upto the level of HOD shall necessarily
learn “One up – Two down” functions in his/her area of responsibility.

Evaluation

Effectiveness of the Training Programme

♦ The effectiveness of the Training Programme in respect of
Programme Contents, Faculty Rating, Duration, Methodology of Training
etc. shall be adjudged by:

♦ Specified Feedback proforma to be filled by participants on

conclusion of the programme.
♦ Informal interview with participants and Faculty during and
after the programme by HRD Department and Senior Managers
Team.

Transfer of Learning
♦ There shall be a structured review for evaluating the extent of
transfer of learning acquired into practice. This shall be done through:

♦ Each participant shall submit a report/make a presentation

on the learnings acquired in a programme of two days or more
duration.

♦ Where the participant was nominated to a programme as

part of job requirement/developmental plan, the participant and the
concerned HOD shall be required to submit a report on completion
of three months.
♦ The TAC shall review training activities on quarterly basis and
interview, selectively, the participants who attended programmes for job
requirement/development plan to assess extent of learning/transfer of
learning by the participants.
On basis of the above the TAC shall recommend improvement plan required in
the Training and Development activities.
 Developmental Activities
♦ As a long-term plan, set up our own Management Development
Center to institutionalize the Training Activities.

♦ Encourage reading habit amongst employees by upgrading the

library facilities by subscribing to professional journals, periodicals,
management books and films etc.

♦ Database shall be created in respect of each individual employee

on training and developmental inputs imparted to him. This shall form the
part of HRD Management System.

♦ Summer trainees shall be taken in the organisation from identified

institutes as per business needs. The objective of this shall be to:
♦ Consider for future employment against vacancies.
♦ Build the image of the organisation in respective institutes.

These trainees shall be provided structured training and could be paid a fixed
stipend, which shall be business specific.
The following will be the rules for Training and Development:

1. Training Need Identification

The existing skill gaps and skills needed for future Business requirements will be
identified from the following:
♦ Performance Measurement System.
♦ Job description vis-a-vis the individual profile.
♦ Feedback from the HOD/ immediate supervisor on the basis of on
the job performance of individual/ group.
♦ Career planning/ potential appraisal/ succession planning.
♦ Organisational requirement.

Based on training needs identified, HRD Department will ensure that all officers
get covered under the in-house/external training programmes every year.

2. Training Advisory Committee

♦ There shall be a Training Advisory Committee which shall
comprise:
♦ Business Chief/Unit Chief
♦ Functional Heads/HODs
♦ Training In-charge (will act as Coordinator)
TAC shall be responsible for the areas as defined in the policy.

3. External Nominations
• Where an employee has to be nominated for an external
programme, a specific sanction for such nomination shall be obtained as
per the enclosed Annexure – I.
• On approval, the HRD Department will send a formal letter to the
employee concerned intimating therein, objectives of such nomination as
per the proforma enclosed as Annexure-II.
• A feedback proforma, as per Annexure-III shall also be enclosed
with the letter which the concerned employee shall return to HRD
Department duly filled after his return from such programme.

4. In-House Training Programmes

Where a particular skill is required to be imparted to more number of people, the
programme shall be organised in-house through reputed faculty/institutes.

5. Transfer of Learning
 ♦ There shall be a structured review for evaluating the extent of
transfer of learning acquired into practice. This shall be done through the
following:

♦ Each participant shall submit a report/make a presentation

on the learnings acquired in a programme of two days or more
duration.
♦ Where the participant was nominated to a programme as
part of Job Requirement/Developmental Plan, the participant and
the concerned HOD shall be required to submit a report on
completion of three months as per Annexure-IV.
♦ The TAC shall review training activities on quarterly basis and
interview, selectively, the participants who attended Programmes for job
requirement/development plan to assess extent of learning/transfer of
learning by the participants.
On basis of the above the TAC shall recommend improvement plan required in the
Training and Development activities.

6. Job Rotation/Multi-Skilling
♦ To identify potential employees who have the capability of taking
higher/additional responsibility/general management position.
♦ HRD Department alongwith the concerned HOD and Unit Chief
shall draw out a plan for their job rotation both Intra and Inter
Department.
♦ All trainees and officers upto the level of HOD shall necessarily
learn “One up – Two down” functions in his area of responsibility.

7. Effectiveness of The Training Programme

♦ The effectiveness of the Training Programme in respect of
Programme Contents, Faculty Rating, Duration, Methodology of Training
etc. shall be adjudged by:
♦ Specified Feedback Performa to be filled by participants on
conclusion of the programme, enclosed as Annexure III.
♦ Informal interview with participants and Faculty during and
after the programme by HRD Department and Senior Managers
Team.
 Annexure-I

To : All Concerned

From : HRD Department

Date :
Subject : Nomination to Training Programme
TOPIC :

COURSE CONTENT/
OBJECTIVES

CONDUCTED BY :

DATE(S) :

VENUE :
RESIDENTIAL/NON-
RESIDENTIAL

NOMINATION FEE*:
(Total Estimated Cost)

PERSONS
NOMINATED :

REASON FOR : Job requirement (Existing/Future)

NOMINATION : Familiarization with latest technology/practices
: Refresher Programme/ Course
: Developmental Plan

TRAINING INPUTS :
PROVIDED DURING
LAST 12 MONTHS
TO THE NOMINEE(S)

SIGNATURES
 XXXX XXXX

APPROVAL
The above proposal is hereby approved.

XXXX
N.F.A. NO.:
DATE : * TA/DA as per entitlement.
 Annexure - II

DRAFT OF INTIMATION LETTER TO THE EMPLOYEE

NOMINATED TO A TRAINING PROGRAMME

To :

From : HRD Department

Date :

Subject : Nomination to Training Programme

We are pleased to inform you that you have been nominated for the following Training
Programme:

- - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - to be held in - - - - - - - - - on -
- - - - - - - - - - - -. The details of the Programme are enclosed. The purpose and
objectives of nominating you to this Programme are:

It is expected that this Programme will give you an opportunity to meet the above
objectives/ expectations. We also enclose herewith a feedback form, which has to be
returned to us with your free and frank observations on the completion of the Programme
for the consideration of Training Advisory Committee (TAC).

HRD DEPARTMENT
 Annexure – III

PROGRAMME EVALUATION FORM

(To be filled by the Participant on completion of Training and returned to Training

Officer)

Name :

Title of Programme :

Contents :

Duration of :
Programme

1. What were the major topics covered?

2. Which other topics should have been covered during this Programme:

3. To what extent did the Programme meet the desired objectives:

TOTAL PARTIAL NOT AT ALL

(If the response is partial/ not at all, please mention objectives not achieved, with
reasons.)

4. How would you rate the faculty of the Programme in terms of Job Knowledge,
Communication, Training Methodology etc.?

GOOD SATISFACTORY POOR

5. What do you think about the duration of the Programme?

TOO LENGTHY JUST RIGHT TOO SHORT

6. What do you feel about the training material distributed and training aids used?

GOOD SATISFACTORY POOR

7. How were the administrative arrangements (Boarding, Lodging, etc.)?

GOOD SATISFACTORY POOR

8. To what extent the Programme will help you to perform your job better?

LARGE EXTENT SOME EXTENT NONE

9. What are your plans to implement the learnings so acquired in your job?

10. How and when do you plan to share the learnings:

Signature

CC: HOD

Annexure- IV
TRANSFER OF LEARNING

RESPONSE SHEET TO BE FILLED UP BY EMPLOYEE AFTER THREE

MONTHS OF TRAINING PROGRAMME

Name :

Department :
Programme attended :
Date :

1. How far you have been successful in transferring your learnings into practice.
Please support by examples:

2. Please state constraints, if any, which prevented you from implementing your
plans?

- Inadequate support from superiors/ peers/ subordinates

- Lack of opportunity to use skills/ learning
- Inadequate infrastructural support

1. How far has this learning helped you in your development/ growth?

Signature

Comments by HOD

Signature -----------------------------
Presented to TAC on ------------------------------

HRD DEPARTMENT