Training & Development Toolkit

Human Resources Department Logo Policy Document Number:
Title of Policy Document:

Company Name Effective Date:
Training & Development
1.0 Purpose:
It is the policy of the Company to invest in the provision of training and development,
either internal or external that will enable Employees to improve current job
performance and to develop their capabilities for career progression so as to realize
their full potential, meet the anticipated needs of the business, and promote
achievement of the Company’s business strategies.
2.0 Scope
The scope of this policy applies to all Company full-time and part-time employees.
3.0 Definitions:
1) Training Need Analysis is the process of identifying the gaps in employee skills.
2) Competencies are knowledge, skills, abilities, and other characteristics (KSAO)
needed for effective performance in the job.
4.0 General Polices:
1) Training shall provide a link between employees, their performance and

development plans to the achievement of the Company operational and strategic
objectives and its commitment to continuous improvement and excellence.
2) All employees on training within or outside the country will maintain their regular
pay and benefits during the training period.
3) For employees on training, duration of training is included in work experience and
end of service calculations.
4) Employees on training assignments are required to take the designated
examinations and acquire certifications for such exams when applicable.
5) Training will be related to the job content/competency and based on the training
need analysis and/or performance evaluation and/or the Company operational
requirements.
6) Employees while on training will abide by the Company rules and regulations, code
of conduct as they reflect the image of the Company.
7) Approved training will be paid by the Company.
8) A copy of the training certification will be retained in the employee personnel file.
9) Employee training will be recommended by the concern department head, reviewed
by the HR Manager, and approved by the CEO.
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5.0 Competency Dictionary:
The Competency Dictionary will be linked to training plans, career plans, promotions,
performance evaluations and succession plans. The competency dictionary will define
the competency proficiency level for each position. The HR Manager will review and/or
update the competency dictionary on an annual basis or as required because of change
in business processes, key accountabilities, etc.
6.0 Assessing & Rating Competencies:
When reviewing and assessing the achievements of competencies, each competency

must be rated according to the following guidelines:
Rating Description Rating Definition
Occasionally demonstrates a higher competency level than

Exceeded
required for the current position.
Fully meets and consistently demonstrates the competency level
Achieved
required for the current position.
Does not fully demonstrate the competency level required for the
Partially Achieved
current position.
Hardly demonstrates the competency indicators required for the
Not Achieved
current position.
To assess whether a competency has been displayed, consider the performance over the
whole performance review period. You must refer to the Company’s Competency
Dictionary and read the expected indicators applicable for the role.
The overall rating for competencies will be automatically calculated (excel rating sheet)
based on the rating for each competency. All competencies have the same weight
toward this calculation.
7.0 Training Need Analysis:
The HR Manager shall seek inputs from department heads on their employee’s training
need analysis. These needs will be based on inputs from the training need analysis (gaps
in skills) and other inputs such as performance evaluation, new processes, or
technologies, etc. All these inputs will result in the formation of the Company Annual
Training Plan.
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8.0 Annual Training Plan:
1) Based on the Training Need Analysis, the HR Manager shall produce an Annual
Training Plan during the month of December or as required.
2) The HR Manager will present the Annual Training Plan to the concern department
heads for review/feedback and adjust accordingly, as needed.
3) Upon approving the Annual Training Plan from the CEO, a copy of the Annual
Training Plan will be circulated to all concern department heads.
9.0 Annual Training Calendar:
1) Based on the approved Annual Training Plan, the HR Manager shall schedule the
training courses for the next annual training period.
2) The annual training calendar will be communicated to the concern department head
to make the necessary arrangements to relieve the employee for training.
10.0 Training Course Request:
1) The concern department head will submit a Training Request to the HR Manager
based on the annual training calendar or as per training needs.
2) The training request will be subject to prior approval by the CEO
3) The HR Department will make the necessary arrangements and notify the
department head and employee.
11.0 Training Travel:
An employee who is approved to travel on training will be entitled to a per diem

allowance and airline ticket as per the Company Business Travel Policy.
12.0 Training Delivery:
Training delivery methods shall be selected based on cost effectiveness in terms of

achieving the training outcome. Training activity will be delivered in any of the
following training forms but not limited to:
a) Internally or externally training

b) On the job training (OJT)
c) E-training
d) Coaching
e) Conferences/Seminars
f) Rotation Assignments
g) Pre-employee training
h) Training Apprentices
i) Utilizing Company personnel to provide training
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j) Continuous Education Assistant
13.0 Training Course Classification:
Training courses are classified based on the following but not limited to:
1) Technical Skills: Specialized subjects to develop the technical skills and

knowledge according to the job/function.
2) Managerial Skills: Skills necessary for employees of managerial levels to manage
their function and employees.
3) Soft Skills: To develop personal attributes that enhances an employee’s
interactions effectively with other employees internally or externally.
4) Professional Certification: Training programs that certify an employee in a certain
specialty.
14.0 Training Service Agreement:
1) The nominated trainee for external training courses is bound by the Training
Service Agreement to assure his commitment, whether the training course is
conducted inside or outside Saudi Arabia.
2) The employee is expected to attend, participate, complete, and pass the
requirements of a training course. Failure to pass a training course may result in
the employee paying for the actual training cost.
3) The Training Service Agreement applies for any training provided by the
Company to its employees.
4) The total cost of training courses is covered by the Company. However, if the
employee is registered for a training course and did not attend for any reason
and/or did not pass (with the exception of illness or force majeure causes),
he/she will be charged 100% of the training actual cost that was incurred by the
Company for that specific training course.
5) If the employee leaves the Company before completing the Training Service
Agreement period, he/she will be bound to pay 100% of the actual training cost.
6) The employee is free from all commitments if the employee completed the
Service Agreement Period.
Employment Service Period

Minimum of 6 months
15.0 Responsibility:
15.1 The HR Manager will monitor & administer the training & development policy
and ensure compliance.
15.2 All Company employees are responsible to comply with the contents of this
policy.
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16.0 Reference:
16.1 HR Polices & Procedures Manual
17.0 Documentation:
17.1 Competency Assessment Form No. 1

17.2 Annual Training Plan Form No.2
17.3 Annual Training Calendar Form No.3
17.4 Training Request Form No.4
18.0 Change Record:
Revision Date Paragraph Revision History

Initial Release - -
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Human Resources Department Logo Policy Document Number:

Title of Policy Document:

4.0 General Polices:

1) Training shall provide a link between employees, their performance and

Title of Policy Document:

5.0 Competency Dictionary:

6.0 Assessing & Rating Competencies:

When reviewing and assessing the achievements of competencies, each competency

Rating Description Rating Definition

Occasionally demonstrates a higher competency level than

7.0 Training Need Analysis:

Title of Policy Document:

8.0 Annual Training Plan:

9.0 Annual Training Calendar:

10.0 Training Course Request:

11.0 Training Travel:

An employee who is approved to travel on training will be entitled to a per diem

12.0 Training Delivery:

Training delivery methods shall be selected based on cost effectiveness in terms of

a) Internally or externally training

Title of Policy Document:

j) Continuous Education Assistant

13.0 Training Course Classification:

1) Technical Skills: Specialized subjects to develop the technical skills and

14.0 Training Service Agreement:

Employment Service Period

Title of Policy Document:

16.1 HR Polices & Procedures Manual

17.1 Competency Assessment Form No. 1

18.0 Change Record:

Revision Date Paragraph Revision History

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