47/ Training & Development

PURPOSE

The purpose of this policy is to ensure that all employees have access to appropriate learning and development opportunities that enhance their skills, support career growth, and contribute to the achievement of the organization’s strategic goals.

SCOPE

This policy applies to all permanent, temporary, and contract employees of Reprotec UK Ltd, across all departments and levels.

POLICY STATEMENT

Reprotec UK Ltd is committed to continuous employee learning and professional development. We believe that investing in our people enhances job performance, job satisfaction, and organizational effectiveness. Training and development activities will be aligned with both individual career aspirations and the company’s operational needs.

OBJECTIVES

• To identify and address skill gaps within the organisation.

• To support employee career progression and succession planning.

• To promote a culture of lifelong learning and continuous improvement.

• To ensure compliance with relevant industry, legal, and safety standards.

TYPES OF TRAINING AND DEVELOPMENT

Training and development opportunities may include, but are not limited to:

• On-the-job training (e.g., mentoring, shadowing, task rotations).

• Formal training programs (e.g., workshops, seminars, online courses).

• Professional certifications and continuing education.

• Leadership and management development programs.

• Compliance and safety training.

RESPONSIBILITIES

a. Human Resources Department

·         Develops and implements training strategies aligned with company objectives.

·         Maintains training records and evaluates program effectiveness.

·         Coordinates internal and external training opportunities.

b. Managers and Supervisors

·         Identify team training needs during performance reviews.

·         Support employees in accessing relevant learning resources.

·         Ensure team members apply new skills to their roles.

c. Employees

·         Take ownership of personal and professional development.

·         Participate actively in assigned training programs.

·         Apply acquired knowledge and skills to improve performance.

TRAINING NEEDS ASSESSMENT

Training needs will be identified through:

·         Annual performance appraisals.

·         Departmental skills gap analyses.

·         Organizational change initiatives.

·         Employee requests or feedback.

FUNDING AND SUPPORT

The company may fully or partially fund training and development activities.

Approval for funding will depend on:

• Relevance to the employee’s role or career path.

• Availability of budget and resources.

• Alignment with business priorities.

Where Reprotec UK has provided funding for your training, this is subject to a training agreement which requires repayment by you to Reprotec UK of the cost of the training on a sliding scale in the event of the termination of your employment within 12 months of the training. 

EVALUATION

The effectiveness of training and development programs will be assessed through:

• Participant feedback and evaluations.

• Post-training performance assessments.

• Monitoring of key performance indicators (KPIs).

REVIEW AND CONTINUOUS IMPROVEMENT

This policy will be reviewed annually by the HR Department to ensure it remains relevant and effective. Updates will be communicated to all employees.