HTI Training Policy

7/24/2019 HTI Training Policy

1/12

HNR (Pvt.) Company Limited

Doc No: HNR/ QP/HTI/Ol

L

ie r Training Institute Rev OS ,

' Effective Date:'Ol.lO2014

, Procedure

Policy for Training and Development

PURPOSE

TheseSOP'sdefines the training &competence enhancement procedure of the target market for

effect"iveimplementation and achievement of planned objectives and for Continual Improvement.

SCOPE

The contents of this procedure are applicable to training and development activities of the target

market of the haier training institute.

3

OBJECTIVE

To become state-of-the art Institute for training & development of human resource for meeting future

challenges & business objectives

NEED B SED TR ININGS PROCEDURES

Activity / Process

Responsibility

Doc

:

HNR/HTI/Ol (e)

DETERMINETARGETS

ACTION PLANS

Concerned HOD

Process/ Product Parameters and

,Other Descriptions

Related Record

Information

Concerned HOD

, HOD HR

Every year targets and action plans are

determined for the company, factories,

departments, sections, and individual

worktables/workstations

Doc : HNR/HTI/Ol (a)

'..

- Concerned HOD

HOD HR

Based on every work' table/work station

action plans/targets and job

descrlptlonr

a

standard competency matrix is

developed

This will determine what competencies we

require to achieve departmental targets=to

ultimately achieve company's targets.

. Doc : HNR/HTI/Ol (b)

...

DETERMINE

COMPETENCYMATRIX

GAP'S

DETERMINETRAININGS

TO BRIDGETHEGAP

(TNA)

DETERMINETRAININGS

TO BEOUTSO RCED,

INTERNALOREXTERNAL

Concerned HOD

HODHR

Concerned HOD

HODHR

Dean

Concerned HOD

For each existent employ a competencv ,

matrix is prepared. This will determine the

em-ployee - skllls" set-available.- n-ew

induction, criteria of sel be

available in form of ski

r

Doc

:

HNR/HTI/Ol (c)

I matrix is

Doc

:

HNR/HTI/Ol (d)

Every year (TNA) shall be conducted on

prescribed formats by each HOD for their

respective department in order to bridge the

employee competency skill gap. The HOD's

must also mention the objectives of training

and time period within which the gap

bridged could be witnessed after the

training.

The trainings determined to bridged the gap,

needs to be accessed whether there are

appropriate resource persons available

within HNR to take up as Internal training or

we had.to go for the outsourced or external

trainings.

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HNR (Pvt.) Company Umited

Haier Training Institute

Doc H R/ QP/HT1/01

- , - , - , - ,- . ; ,. ; ,. . ;;, - , - , -- - , , < -: .. : . : .. : .. c . . : .. : . . ::: ' : '= ' IRev I I 05

Effective Date: 01.10-2014

PROVISIONOF

Procedure


Concerned HOD

Cost of training material required for

internal trainings or cost of training in case

of external trainings and cost of trainer and

training material in case of outsourced is

determined. Various outsourced or external

sources training quality and market repo are

also considered:

Dean

Concerned HOD

Finance Budget

There shall be provision of training budget

specified for HTI to conduct trainings for all

departments. Maximum limit of training Training Budgets

budget for each department is pre

determined.

APPROVALOFTNA

TNA shall be submitted to CEO Secretariat

for approval before preparing departmental

annual training plan.

C REER DEVELOPMENT TR ININGS PROCEDURES

DETERMINECAREER

DEVELOPMENT

TRAININGS

DETERMINECOST

QUALITYOFTRAININGS

Concerned HOD

Keeping in view the career development of

the employees of HNR,trainings are

arranged, on recommendations of CEO,

HODs, Dean or employees themselves.

These trainings could beinternal, external

o

outsourced. -

Cost of training material required for

internal trainings or cost of training in case

of external trainings and cost of trainer and

training material in case of outsourced is

determined. Various outsourced or external

sources training quality and market repo are

also considered.

Dean .HTI

Training Manager

Concerned HOD

Dean

Concerned HOD

f

PROVISIONOF CAREER

DEVELOPMENT

Finance Budget

There shall be provision of career

development training budget specified for

HTI to conduct trainings for all departments,

except community support trainings. For

community support trainings, special budget

shall be approved on case to case basis by

the management.

Training Budgets

APPROVALOFCAREER

DEVELOPMENT

TRAININGS

Proposal of career development trainings

shall be submitted to CEOSecretariat for

approval before preparing departmental

annual training plan.


3/12


Haier Training Institute Doc

H R/QP/HTl/01

1

Rev OS


Procedure Policy for Training and Development

TRAINING S IMPLEMENTATION PROCEDURES

The Training methodology Involves one or

more combinations of open discussion, mini

lectures

inter active open discussions,

presentations brain storming sessions,

group exercises case studies, training

videos and self-assessment.

PREPAREANNUAL

DEPARTMENTAL

TRAINING PLAN

- - - - - - - - - - - - -

Concerned HOD

Based on the need based and career

development trainings recommended,

annual training plan shall be prepared by

each factory / department for its employees

along with the justification and expected

result time.

Doc : HNR/HTI/01 (f)

Annual TrainingCalendar shall be prepared,

based on training's recommended in the

departmental training plan.

Doc : HNR/HTI/02

REV : 000

Effective Date

01-07-2014

PREPAREANNUAL

TRAINING CALANDER

TRAINERSSELECTION

Training Manager

Dean HTI

HNR employees having successfully

completed at least graduat ion or equivalent

and besides has at feast 5 years of

experience in the field, and sufficient

training experience, are qualified to be a

trainer at HTI for Junior officers above. A

qualified engineer or DAE or equivalent,

. withalleast yars f practical experience,

and sufficlent training experience, are

qualified to be a trainer forthe training of

staff below Junior officers. Based on training

topics, appropriate trainers for In-house/On,

Job trainings shall be nominated strictly on

merlt. Trainers shall be selected by the

Dean,

Hrl

in consultation wit

Ii

the CEO /

HOD's. Preference shall be given to the In-

house expertise. However if required,

trainers may be hired from outside. Internal

7-externaltrainer's

Or

trainingbodies paner

list shall be prepared by HTI for reference.

Doc : HNR/HTI/03

TRAINING

METHODOLOGY

TRAINEE

Training Manager

Dean HTI

All HOD's shall forward nominations for

internal trainings from their departments,

on the basis of annual training plan, and

training sch_eduleissued. These nominations

shall reach HTI on the prescribed format at

least 03 days before the scheduled date of

training. Any change in nomination /

schedule shall be communicated to HTI at

least 07 days before scheduled 'date of

training. No change in nominations, or

change in schedule shall be acceptable after

the prescribed date.No one will be allowed

to sit in the class, who is not nominated by

the concerned HOD on the prescribed

NOMINATIONS

Training Manager

Dean HTI

Trainer

Concerned HOD

Doc : HNR/HTI/04


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Haier Training Institute Doc 0: R/QP/HTI/Ol

4ev OS

Effective Date: Ol.l()2014

. Procedure Policy for Training and Development

/ TRAININEECLASS

ATTENDANCE

TRAINING FEEDBACK

FROMTRAINEES

. 1

TRAINEELEARNING

,. ACTION PLAN

- - TRAINERSREPORT --

Trainer

Training Manager

Training Manager

Dean HTI

Concerned Trainer

At first stage; trainees are evaluated on the

basis of class participation,

practical/project/class test, and behavior.

Total weightage of such evaluations are

40%.

OBSERVERREPORT

Training Manager

Concerned Trainer

format submitted within deadline date. For

Out-sourced or external tralntngs,

nominations shall be considered on the

basis of. available budget, available seats

and eligibil ity criteria. '

The trainees must attend and be marked

present for at -least 90% of each session

time. Trainers take attendance at the

beginning of each session. A participant is

considered late if miss up to 10 minutes of

training in any session and is considered

absent if he miss more than 10 minutes of

training in any session. There is no valid

excuse for absence or late. An absent

student shall in no way be issued the

certificate of attendance or certificate of

training.

Doc HNR/HTI/OS

-

IN-CLASSTRAINING

ASSESSMENT

Training Manager

Concerned Trainer

Observer

Training Manager

Concerned Trainer

Trainer

Training Manager

Dean HTI

At the end of every training session (In-

house, Outsourced or External Trainings)

feedback evaluation is required to

determine the impact and. quality of the

training session through a written feedback

form.

Doc HNR/HTI/06

REV#: 001

Effective Date:

01-07-2014

At the end 'of each -traininl(-seS5ion of an

internal, or external training, the trainee

needs to develop his action plan for the

learning's he made during the training

sesslonjm the prescribed format.

Doc #: HNR/HTI/08

At the end of each training session, the

trainer of an internal training program

needs tocomplete the trainers-feedback

form. Doc HNR/HTI/09

If an observer is appointed for any training,

he / she needs to give his observation report

regarding the training session he / she

attended. Doc HNR/HTI/l0

Doc

HNR/HTI/ll


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/

.ProcedureS

ol ic y f or T ra in in g an d ev elo pm en t


Haier Training Institute Doc 0: H R/QP/HTI/01

1ev#OS

Effective Date: 01.102014

TrainerHOD's

At the second stage, trainees are evaluated

WORKPLACE

by immediate senior or the HOD/Manager

on the basis of practical application of

Doc HNR/HTI/12

TRAINING ASSESSMENT

learning at its work place and contr ibution

towards achieving departmental objectives.

Total weightage of such evaluations are 60%

Training Manager

The

evaluated results

of workplace

TRAINING ASSESSMENT

Dean HTI assessment shall be sent to HTI on the

RESULTCOMPILATION

Concerned Trainer

prescribed format for compilation with the

training

session assessment

and a

Doc HNR/HTI/13

consolidated result is prepared to decide

passor fai lure status of the trainee.

Training Manager Grading Criteria includes:

TRAINING ASSESSMENT

Dean HTI

A*(Excellent) = 90% to 100%

CRITERIA

Concerned Trainer

A (Very Good) = 80%to 89%

B (Good) = 70% to 79%

C (Average) = 60%to 69% .

o (Poor)

=

5.0%to 59% or below

Training Manager Learning must contribute to both business

TRAINING FEEDBACK

Dean HTI success

and

personal

development and

EVALUAT.ION

..

Concerned Trainer

overarching this is the need to ensure that

.

the company achieves value for money. For

these reasons

there must

be a

robust

process of evaluation in place. AII"training

Doc HNR/HTlf07

development activitiesshall be evaluated in

accordance with

the evaluat ion

guide

Trainings are evaluated through feedback--

.

" form at the end of each training session

Training Manager Grading Criteria includes:

TRAINING FEEDBACK

Dean HTI A* (Excellent)

=

90%Scale

EVALUATIONCRITERIA

Concerned Trainer

A (Very Good)

=

80%Scale

B (Good)

=

70 Scale-

C (Average)

=

60% Scale

o (Poor)

=

50% or below Scale

Concerned HOD After conclusion of the training session, the

PERFORMON-JOB LIP

concerned HOD or immediate senior shall

MONITORING

ensure learning implementation progress of

Doc

HNR/HTI/14

the trainee and gauge the improvement in

the skil ls, behavior, productivity and quality

aspects of the trainee after training.

Trainer If a trainee secures 50% or below %age in

HOD's the consolidated

result

of

an In-House

RE-TRAINING Training Manager training program. The trainee is re-trained

Dean HTI upon the recommendation of the trainer or

concerned HOD.

Concerned HOD At the end of the year, a training .impact

CONDUCT

Dean HTI assessment is determined to meas he

success of trainings through .n e

ANNUAL TIA

tlO CU'

Doc

HNR/HTI/15

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Doc No', HNR/QP/HTI/01

Haler Training Institute

f----------..:.=..:..:.....:....:....::c..:..:..c- --c:..:.;:,.:::..::..::=----------l Rev 05

Effective Date: 01.102014

rocedure


ANNUAL REVIEWOF

COMPETENCYGAP

Concerned HOD

Successful trainees are awarded certificates

and highest achievers shall be awarded

shields. Best Internal, Trainers shall-also be

awarded shields and certificate of

recognition as'per award policy.

Doc #: HNR/HTI/19

TRAINING

MIS REPORTS

Training Manager

Dean HTI

Training Competency Gap shall be evaluated

every year and competence matrix shall be

updated accordingly

Doc

#:

HNR/HTI/16

TRAINING RECORDTO

BEMAINTAINED

Trainer

Training Manager

Dean HTI

MonthlYj Quarterly and Annual reports of

training activities shall be compiled for

management information.

Doc

#:

HNR/HTI/17

Doc #: HNR/HTI/18

AWARDS AND

. RECOGNITIONS

Award Committee

Dean HTI

All training records shall be maintained

including: TNAj departmental annual

training plan: trainee nomlnatlons: training

calendars; attendance sheet; or ientation

record; training In-Class assessment:

training work place assessment: compiled

result: training feedback; feedback

evaluatlon; including photographs

L:::.:==-.:::=:;:======:::..J- - -.

DISCIPLINEAND CODE

OFCONDUCT(QUALITY

POLICY

Trainer

Training Manager

General companies discipline and code 1 ) 1

conduct shall be strictly followed.

TRAINING BOND

Admin

Training Manager

Dean HTI

Finance

Accounts

The employees shall be required to

complete the compulsory service after

obtaining external training. The employees

leaving the companies job before

mandatory period of service shall be dealt

as follows:

For overseas external training, employee

has to sign 24 months service bond and in

0

case of leaving the job before maturity of 0

agreement, at least 70% of total cost of

training . will be recovered from the -y

employee. V

For local external training of at least 5 days

y

or more, if employee leaves the job within 6

months, at least 70% of the total: cst

training will' be recovered from :::.

employee. , ' (


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Doc

:

H R/QP/HT1/01

-------------- ---------------- R 05


.Procedure Policy for Training and Development

7.

ON JOBTR ININGS

Concerned HOD

On-Job training requirement is determined

Determine On-Job

/Manager/Supervisor

by the CSD,concerned HOD, Manager or

Trainings/Follow-up of

Training Manager

Supervisor. For new induction follow-up, the

New Induction

Dean HTI training manager shall prepare schedule for

On-Job Follow-up trainings .

Training Manager

The training manager or the trainer

Conduct On-Job

Trainer responsible shall impart the required On-Job

Trainings/Follow-up by

Dean HTI

training at the required workstation or

HTITrainer

production line. For record purpose feedback

Form shall be used signed by the concerned

supervisor.

8. INDUCTION ORIENT TION TR INING

..

HRM

All the departments shall demand for new

Demand of New Hir ing

Concerned HOD

hiring as and when required within their

f rom HRD budgets from HRD

.

-

HRM

HRDshalllnvlte andcall for interview for

.

seleq,ion.

.-

Interview and Selection

.

byHRD

HRM HRDafter proper interview and selection

Transfer of New

transfer the new induction to HTI for

Induction to HTI orientation

-

-_.

t

Training Manager Orientation of new induct ion is conducted by

Or ientat ion of New

Dean, HTI

'HTI

Induction by HTI

Training Manager After proper orientation, the new inductions

Transfer of New

Dean, HTI are transferred to the concerned

Induction to Concerned

Concerned HOD

departments by HTI.

Departments

..

c

v V.

oy

CO\.


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Haier


Doc No: HNR/ QP/HTI/01

Rev 05

rocedu re o lic y fo r T rain in g an d ev elo p m en t


9 TR INING POLI Y

TRAINEES

RESP


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Doc No: HNR/ QP/HTI/Ol

---- ------ ---- ---------------- Rev#OS

Effective Date: Ol.lO-20J4

Procedure Policy for Training and Development

AWARD POLICY(TRAINER) Training Manager

Dean, HTI

Award Committee

CEO

Dean, HTI

Training Manager

Dean HTI

Training Manager

Dean HTI

Training Manager

Dean HTI

AWARD COMMITTEE

CEO

Dean, HTI

;

TRAINING"tERTIFICATE

CEO

Dean, HTI

..

Successful trainees are awarded' certificates

and highest achievers shall be awarded

shields. No certificate of attendance or

certificate of training wifl be issued to an

absent student. In order to be awarded a

certlflcate, the trainees must attend and be

marked present for at

least

90% of each

session time. Trainers take attendance 'at

the beginning of each session. A

participant

is considered lat if miss up to 10 minutes of.

training in any session and is considered

absent if he miss more than 10 minutes of

training in any session. There is no valid

excuse for absence or

late

An absent

student shall in no way issue the certificate

of attendance or certi ficate of training.

4 4

In order to resolve any dispute, or to

conduct an enquiry against any breach of

discipline, information shall be shared with

the CEO. The CEO if deem necessary shall

constitute Discipl ine & Enquiry Committee.

This committee shall recommend the action

to the CEO.The CEOshall make the decision

and his decision shall be final and binding

upon everyone.

DISCIPLINEAND ENQUIRY

COMMITTEE

INTERNALTRAINING'S

ON-JOB INTERNAL

TRAINING'S

OUTSOURCEDINTERNAL

T INING'S

/

Top three trainers shall be awarded the

"Best Tralners Award". The trainer to be

considered for this award must (a) secure at

least 80% marks in feedback .j valuation (b)

Training have well defined objectives, (c)

Included Visual presentation, picture or clips

for visual learner tyj;e (d) Exercise, practical,

or case study for tactile learner type (e)

Trainee involvement & Q&A session for

auditory learner types (f) Training must

conclude with the preparation of the

"Learning Implementation Plan".

On-Job internal technical trainings shall be

conducted for employees of HNR while

working on the job for existing as well as

newly inducted employees.

The "Award Committee" shall finalize the

nominees for the top three Trainees and

Trainers Award. The Committee shall

include concerned HOD's and Dean HTI.

,

Internal trainings shall be conducted

schedule by internal resource person

. - ./.


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In order to serve the social obligation

towards the society, In-house or external

train,ings shall be orga jzed for deprived and

under privileged community of our society

to upgrade their technical skills and develop

I I I them into useful member of the society. I .1.....

These are awareness programs .or R&D

related brain storming sessions presented

by researchers or learned people. It-could be

In-house as well as external.' On-line

conferences / seminars could also be part of

these sessions

EXTERNALTRAINING'S

- -

CONTINUOUS

IMPROVEMENT

COMMUNITYSUPPORT

TRAININGS

CONFERENCES SEMINARS

Procedure & Po

Training

anagerDean HTI

HRD

Training Manager

Dean HTI

HOD's

HRD

Training Manager

Dean HTI

HOD's

HRD

Training Manager

Dean HTI

HOD's

Trainer's

Training

ManagerHOD's

Dean

QP TI Ol

Tralnlngs

no appropri:m:o

and can

conducted- as

trainings are speda.E:zedtra':"";'

external training

HTIwill match the requJrecl tran irtg wrtn tne

trainings offered by the training bodies and

their cost. HTIwill verify the training budget

of the departments involved from budget

department, and seek approval for the

external training of the nominated

employees. However, trainings not

recommended in TNA but important for the

employees can be taken up as external

training with special approval.

New induction orientation trainings for non-

management staff shall be conducted by HTI

on regular basis. This will cover awareness

of organization and system, culture, policies

and functions.

.

HTI is committed to the process - of

constantly improving the way in which its

operations occur and its continuous

compliance with the policies. HTI will

progressively and actively seek out and

eliminate all potential problems and act

upon all opportunities in a way that results

in the continual improvement of its training

and development. To achieve the process of

continuous improvement, Opportunities for

continuous improvement can be identified

from varied sources including, feedback

from students, staff and stakeholders;

omplaints from student, staff/other

keholders, undertaking self-assessment

audits, attending internal and external

professional development workshops.

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H NR P vt . C o m p an y L im i ted


ol r

H ai er T ra in in g In s ti tu t e

Rev

05

P ro c edu r e P ol ic y f o r T ra in in g an d D ev elo p m en t

Effective Date: 01.10 2014

-

s s

Prepared B y :

SO P R ev iew ed B y:

AC Factory:

WM TV/LED/LCD MWO Factory:

Ref DF Factory:

Commercial Department

Budget Department


Human Resource Department

Operations Department

Admin Department:

Audit Department:

Documents

HTI Training Policy