The Employee Development policy outlines the company’s commitment to continuous professional development (CPD) through various learning programs and activities. It emphasizes the importance of skill enhancement for employees to perform better and achieve personal growth, benefiting both the individual and the organization.
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 Staff Training and Development Policy or Employee Development Policy.
The Employee Training and Development policy should include:
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.
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.
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.
In general, we approve and encourage the following employee trainings:
As part of our learning and development provisions, we can also arrange for subscriptions or educational material, so employees will have access to news, articles and other material that can help them become better at their job. There are two conditions for this:
This list doesn’t include software licences or other tools that are absolutely necessary for employees’ jobs.
The company has certain provisions regarding individual training programs. All employees that have worked for the company more than four months are eligible to participate in external training programs individually or in teams. We will set a budget for each employee at the beginning of a year, which we’ll renew annually. Employees can be absent for training for up to 10 days per year.
Employees can choose to attend as many training programs as they want, provided they don’t exceed the budget and day limit. If they do, they’ll have to use their paid time off (PTO) and pay any extra fees themselves.
Employees may have to bring proof of attendance.
Any employee training that the company mandates (e.g. due to inadequacies of an employee’s performance or changes in their job description) is excluded from the training budget and time limit. The company may take care of the entire cost.
All trainings should consider what employees need and how they can learn best. This is why, we encourage employees and managers to consider multiple training methods like workshops, e-learning, lectures and more.
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:
This category also includes training conducted by internal experts and managers. Examples are:
Employees won’t have to pay or use their leave for these types of trainings. Attendance records may be part of the process.
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 within allocated budget.
This procedure should be followed when employees want to attend external training sessions or conferences:
Generally, the company will cover any training fees including registration and examination (one time). They may also cover transportation, accommodation and personal expenses. This is left to HR’s discretion. If HR decides to cover these costs, they should make arrangements themselves (e.g. tickets, hotel reservations). Any other covered expense that employees have will be reimbursed, after employees bring all relevant receipts and invoices.
If employees want subscriptions, they should contact HR directly or ask their managers to do so. HR will preferably set up the subscription. In some rare cases, they might give formal approval to employees so they can do it themselves. Once employees make arrangements, they should inform HR of the cost and any other details in writing. Any relevant invoices should also be sent to HR.
HR’s responsibilities also include:
| Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. |
What is an example of an employee development policy? An employee development policy typically outlines the company's approach to continuous professional development, detailing provisions for individual and corporate training, budget allocations, and the roles of employees, managers, and HR in promoting a learning culture. Why is an employee development policy important? An employee development policy is vital as it emphasizes the importance of continuous learning, ensuring employees are equipped with the latest skills and knowledge. This boosts productivity, fosters innovation, and contributes to the overall growth of the organization. What should an employee development policy include? The policy should detail guidelines on individual and corporate training, provisions for external training sessions, budget and time allocations, and the responsibilities of all stakeholders in promoting continuous learning. How does the policy address individual training programs? The policy provides provisions regarding individual training programs, setting a budget and day limit for each employee. It covers the cost and time for company-mandated training and outlines the procedure for attending external training sessions. What is the role of HR in the employee development policy? HR is responsible for assessing training needs, maintaining budgets and schedules, assisting with development activities, promoting training programs, and calculating learning and development Key Performance Indicators (KPIs) to decide on improvements.
