Training & Development Policy

Introduction

Part of Prohire’s Corporate Strategy is to appropriately train its people. Prohire recognises that its people are its greatest asset and like other assets they appreciate in value through a combination of experience, training and development.

Prohire regard “Investing in People” as a positive way of ensuring a successful future, and will continue to strive to maintain accreditation of this standard through continual investment in Training and Development in line with the Organisations Business Strategy.

Responsibility

Responsibility for Training and Development lies with the Training and Compliance Manager. A regular report will be submitted to the Board of Directors to outline the status of Training and Development activity within Prohire.

Prohire’s Training and Development Policy and Strategy are designed to ensure that all employees have the right skills, knowledge and attitude to carry out their role competently and safely.

Training and Development contributes in a positive way at Prohire to future decisions regarding pay and promotion.

Equal Opportunities

All staff within Prohire have equal access to Training and Development opportunities. Any employee that has Learning difficulties or problems of any nature should bring this to the attention of their immediate Line Manager during or shortly after induction, so that their needs can be addressed.

This policy has been formulated to ensure that the implementation of Training and Development is linked to the strategic aims, core values, key objectives and targets of Prohire as specified in the Business Plan and underpinned by Departmental plans. Only then can Prohire proceed to measure whether it has the right people in place with the right competencies, knowledge, experience or capabilities necessary to meet current and future requirements.

It provides a consistent framework for Training and Development to ensure that our workforce:

• Are competent to meet the current requirements of their role and the future needs of the organisation
• Are able to perform consistently to the highest standards
• Are jointly responsible to develop both personally and professionally
• Are assisted in developing their performance through effective management and support

Identifying Training Needs

Training and Development needs within Prohire are identified in a number of ways, namely:

• Induction
• The Individual Performance and Development Review (IPDR)
• End of Probation Review
• Change in Job Role
• By the Line Manager following observation or involvement in the individuals work
• External influences such as changes to working practices, Health and Safety, Legislation, Employment Law.
• Introduction of new equipment, technology or procedures
• Internal and External Audit Review

Any needs identified take account of and comply with the Training and Development Policy.

Induction

Any immediate training needs are discussed at induction, however it is usually agreed to review need again at the end of probation and concentrate during the first three months on internal systems/policies and procedures.

The Individual Performance and Development Review (IPDR)

The Annual Individual Performance and Development Reviews are carried out during February/March each year utilising BF3-07. A mini review is also carried out at each objective anniversary date. The purpose of the review is to improve communication between employees and Managers and allows an opportunity for both parties to constructively access performance within the job role.

The review process provides an opportunity to revise the current job description, access whether current objectives have been met, agree objectives for the next twelve months and outline any Training and Development needs.

End of Probation Review

Staff will undergo a review of activity at the end of their probationary period. This will be carried out by the Line Manager, with support from the HR Manager and will follow a standard format on Form BF3-06

• Review of first three months work activity
• Discussion on Training and Development Needs
• Review of job description and salary if appropriate
• Discussion on issues raised either by staff member or Line Manager
• Agreed objectives for the following months until next Personal Development Review.

Change in Job Role

Staffs who are promoted or who undergo a significant change in job role will undergo a review of activity at the end of a three month period. This will be carried out by the Line Manager and will follow a standard format on Form BF3-06  –

• Review of first three months work activity
• Discussion on Training and Development Needs
• Review of Job Description if appropriate
• Discussion on issues raised  either by staff member or Line Manager
• Agree objectives for the following months until next Personal Development Review.

Requests for Training

Requests for Training will be made by individuals on the Request for Training Form BF40. These will be submitted for approval via the Line Manager to the Managing Director.

Training Delivery

The Managing Director, Training & Compliance Manager and Line Manager will decide on the most suitable method of Training Delivery. This will be discussed with the individual.

Training may be outsourced to a provider or delivered “in house”. The following factors will determine which method is used

• Existing skills and knowledge available in house
• Suitability of External Providers
• Cost/Resource implications
• Timescale for delivery
• Number of personnel requiring training

Training Budget

The Prohire Budget will be set 1^st April each year, following the Individual Performance and Development Reviews in February/March. A proposal will be submitted to the Board of Directors for consideration.

Payment of Fees

Prohire’s payment of course or training fees are based on the condition that:

• If an individual fails to complete the course without good cause Prohire will withdraw its contribution and will at the Directors discretion require repayment of fees paid to date.

• If an individual fails to achieve a satisfactory level of attendance without good cause Prohire will withdraw its level of contribution and will at the Directors discretion require repayment of fees paid to date.
• If the individual leaves Prohire’s employment during or within six months of completion of the funded training module Prohire will require repayment of 100% of the training fees. Thereafter repayment of the fees will reduce at a rate of 1/12 of the module costs for each subsequent month you are employed by the company.
• Repayment of any due fees will be deducted from final salary payment. (Worked example of repayment fee calculation)

Evaluation

External training will be evaluated to determine how effective the Learning process was. This will take the form of an initial post course evaluation, and will be followed up at three months by the Line Manager. Form BF4 02

Internal Training will be evaluated using: Discussion/exercises/questionnaire to determine that training has been understood and is easily transferable into the workplace. Form BF4 03

On a quarterly basis a sample survey of 10% of the staff group will be issued a questionnaire to determine how effective internal training has been

Recording

All training received by Prohire staff will be recorded on an electronic individual training record and a hard copy filed in the Training Filing Cabinet.