The prime objective of training is to provide necessary skills and knowledge required
by an individual employee, department and the company at large to improve perform-
ance in terms of output, quality, and effectiveness in line with the corporate mission,
vision and objectives as they exist at the time. Specifically, the broad objectives for
training are:
- To develop and utilise to the fullest, the potential of all members of staff.
- To develop a multi-skilled workforce capable of operating flexibly in light of devel-
opments in the company. - To facilitate the acquisition of the necessary competencies by all employees to per-
form the functions of their current and future positions. - To form a basis for career development and succession plans in the company.
Training strategies
The company places high priority on local training but considers external training where
the programmes cannot be pursued internally. It also provides priority to cross pollina-
tion (exchange programs) across the region and outside the region for key and strategic
positions. Such programmes aim to contribute to individual’s success and provide a
forum for positive cross-cultural interaction in which responsible employees transfer
best practices/learning from one company to another. The effectiveness of training de-
pends on the effort and relationship of executive management, departmental heads, hu-
man resource department and the trainee.
Executive management
The executive management creates a conducive training environment by:
- Establishing clear policy guidelines for training,
- Establishing a training committee with the responsibility of vetting training
proposals of departments and make recommendations to the executive management, - Ensuring that staff are properly placed in terms of qualifications, expertise, and
experience, and - Allocating adequate financial and other resources for training.
Training committee
The training committee is chaired by one of the heads of human resource, the composi-
tion of which includes heads of department. The committee is responsible for the fol-
lowing activities:
- To formulate/review and recommend a human resource training and development
plan in line with the T&D Policy, - To advise on any issues pertinent to the promotion of sound human resource training
and development practices in the company, - To vet departmental training and development plan submissions and make
recommendations to the executive management, and - To monitor the training process and progress to ensure that it is compatible the
company’s succession plans.
Trainee
As training provides opportunities for career development, upgrading, and self-devel-
opment, the company expects the trainee to: