Table of Contents
1. Purpose
This procedure is a guideline to be followed for training of all Company personnel. This training can be either on-the-job or it can be a formal training, given in-house, externally or a combination of both.
This procedure shall be observed by all Company departments.
2. General
This procedure is to ensure an ongoing evaluation, identification and improvement of training and training methods. Department Managers need to evaluate, on a regular basis, the quality and results of such training.
Training is an ongoing action for employees to train, educate and develop their skills.
On the job training is an action of instructions and practices for specific skill on a job.
Formal training, is an education, instruction and practice in a specific field or profession given by certified instructors in-house, externally or a combination of both.
3. Responsibilities
The Project Managers may recognize training requirements among Task Force employees and should subsequently inform the relevant Department Manager of this.
The Department Managers are responsible to recognize and initiate any training requirements for all staff within their own departments.
The Human Resources Manager is responsible for maintaining records of required and actual training for each employee.
The Course Leader is responsible for training the selected employees in the agreed required skills and for recording the completed training.
4. Procedure
4.1 Function Training
Necessary training shall be given to all Company Personnel to ensure their optimum contribution to the Company.
Special attention shall be given to the selection and training of in particular newly recruited personnel and also to those transferred to different positions/assignments or functions within Company.
4.2 Training Requirement
The requirement for training may be recognized during (yearly) appraisals or at any other time.
When the Department Managers or their delegates recognize training requirements, they shall determine whether the training should be done on-the-job, or whether a formal training is required or a combination of both.
4.2.1 On-The-Job Training
In most cases training shall be on-the-job training, which will be a continuing process of gaining and deepening of expertise and experience. An employee starting at a level in a function which requirements are in line with his previous experience/education, will be assigned to tasks of increasing complexity in line with his anticipated career development.
The Department Manager shall ensure that the employee receives assignments in line with the above philosophy. Performance shall be regularly reviewed and the employee's progress shall be yearly evaluated, which evaluation shall be maintained on records by the Human Resources Department (reference 6.2).
The training and trainers shall also be evaluated by the employee.
4.2.2 Formal Training
When formal training is required, the Department Manager shall determine the type of training and whether the training should be an in-house or an external course.
If a decision is made to give an in-house training course, the Department Manager shall determine the type of training and register the employee for such training.
The Course Leader, having provided the internal formal training, shall record the fact and provide evidence in the form of a list of attendees which depicts the extent of training provided. This List shall be submitted to the Manager Human Resources Department and to the Department Manager(s) of the person(s) trained. A certificate will be issued to all trainees who have attended the course and a duplicate will be provided to the Human Resources Department and retained on the personnel file.
Additionally, the trained persons may be presented with a certificate for the training received, if appropriate.
If the Department Manager chooses external training, he shall submit a Personal Action Notice (PAN) on which also is stated; name of institution and estimated costs, for management approval (Ref. 6.1). After approval, the Department Managers shall authorize registration for a formal external training/course.
After completion of the external course, the employee shall submit evidence of the results if available, to the Department Manager. The Department Manager shall submit a copy of this evidence to the Human Resources Department for registration by means of a copy certificate or a notification of attendance etc.
The course shall also be evaluated by the employee. This evaluation shall be copied by the Department Manager and sent to the Human Resources Department. The Human Resources Department requests new employees upon starting employment with Company for evidence of previous training they have accomplished.
4.3 All training costs should be charged to BN-0010.
4.4 Records
The particulars and evidence of all confirmed training shall be maintained on record by the Human Resources Department for a minimum period of 5 years after termination of each employment agreement.
5. Flowchart
6. References
|
Document Number |
Title |
Level |
|
| 6.1 |
CM-MA-802 |
Personnel Action Notice |
2 |
| 6.2 |
CM-MA-838 |
Performance Evaluation |
2 |
7. Attachments
None.