Corporate training policy

Corporate training policy

Statement of commitment
Becta is committed to the continuous training and development of its employees
both in the area of job related skills training and lifelong learning for personal
development. Becta’s employees are one if its greatest assets and helping them
develop is crucial to the achievement of the organisation’s goals. All training
practices and procedures will endeavour to support individuals to strive to achieve
these goals.To ensure that training activities support both the individual and
organisation’s objectives and are cost-effective all training activity will be planned
and monitored in conjunction with the Personnel Department who will hold the
training and development budget. Training needs will be analysed in a number of
ways as set out below. Evaluation of all training will be carried out and a record of
training will be held for each individual employee.

The Training and Development strategy will be focused on creating a motivated

workforce which is capable of meeting new challenges, is skilled and competent in
all aspects and will tie in with the Organisation’s objectives both short and long-term.

On-going job related training and/or professional development - ie training

needs which are identified as a means of an employee being enabled to improve
their performance, their development as a professional within the organisation or as
a means of their retaining and developing key skills and competencies. From time to
time training needs may be identified as a result of a corporate change which will
affect everyone within the organisation and this will come under the same category.

Personal development - a course of study which an individual undertakes,

normally in their own time, which may improve their academic qualifications or give
them an additional skill and/or improve their future employment prospects. This
should relate to the type of work they do within the organisation.

Training budget
The training budget will be allocated at the beginning of each financial year in
accordance with training needs identified in conjunction with appraisals and the
organisation’s objectives for the forthcoming year. The corporate training plan will be
reviewed annually and the budget allocated accordingly. The sum available for
personal development may vary from year to year depending on Corporate training
needs which will take priority.

Version1, June 2003 http://www.becta.org.uk page 1 of 3

© Becta 2003
Becta | Corporate training policy

Identification of training needs

Job-related training needs will be identified at a number of stages:

• At recruitment stage – any immediate training needs will be identified

and discussed by the Line Manager and Personnel & Training Officer and
will be organised during the first three months of employment wherever
possible.
• During the employee’s induction when Line Manager and employee
are setting initial targets and objectives.
• At appraisal when training needs will be identified with the following
year’s objectives and will tie in with the corporate plan and/or any
anticipated corporate change or projects to ensure competency and skill
levels.
• At the time of an employee being promoted or given additional
responsibility either on a temporary or permanent basis, or being given
responsibility for a particular project.

Personal development needs will be identified by the individual concerned and could
include a course of study or activity which would give an individual greater
understanding of the Organisation’s involvements and activities. The Organisation
may contribute to personal development by:

• contributing to the cost of the course or essential materials

• allowing the employee study leave

Personal development needs should be discussed with and approved by the

employee’s Line Manager and Director before a request for funding is made.

Process
The Human Resource and Training Officer will be responsible for analysing training
needs identified by any of the processes above and will discuss with the employee
and the Line Manager the most appropriate and cost-effective way of addressing
these. The Human Resource and Training Officer will have overall responsibility for
the training budget.

Training needs may be resolved in a number of ways:

• sending an individual on a course

• training a number of individuals together, either on or off-site
• on the job training, including being allocated specific responsibilities,
projects etc. with supervision and feedback
• working alongside other members of staff

Version 1, June 2003 http://www.becta.org.uk page 2 of 3

© Becta 2003
Becta | Corporate training policy

• using in-house expertise to run workshops

All bookings for corporate training will be dealt with by the Human Resources
Department to ensure that training is recorded, budgeted and evaluated. Other than
in exceptional circumstances any cancellation charges incurred to a delegate’s late
cancellation or failure to attend any pre-arranged training will be charged to the
Directorate budget.

Evaluation
All training will be evaluated by the HR and Training Officer by means of feedback
from the trainee and their manager. Trainees will be required to complete an
evaluation form and/or give verbal feedback to the HR and Training Officer
regarding the course content, organisation and the quality. Managers will be asked
for feedback in terms of improvement or changes in the trainee’s performance
particularly in the areas in which they have received the training. Training and
development undertaken will be reviewed in the appraisal system. This will enable
the organisation to ensure that the training organisations and methods being used
are meeting both the Organisation’s and the trainees’ objectives and that we are
getting value for money.

Recording
A training record will be set up for each employee and held on the personnel file.

Training records will be kept in employees personnel files for all corporate training,
whether in-house or external and on personal development. The information will
include details on course content, cost and purpose of the training.

Version 1, June 2003 http://www.becta.org.uk page 3 of 3

© Becta 2003