General objective 4: Have a specialist training department.
Specific policy All training matters will be handled by the training department.General objective 5: Provide induction training for new employees.
Specific policy All newly appointed employees shall receive induction training in the
first week of work.General objective 6: Train based on the budget available.
Specific policy No training shall be conducted if the available budget does not allow
it. If such training is absolutely necessary, the training officer shall
hand over the case to a higher authority for consideration.General objective 7: Continue to pay full salaries for a limited period
Specific policy All employees who will attend a long course for more than one year
will be entitled full salary for a maximum of three years. After three
years the training officer can immediately withhold salary.Training and development policies should cover all the issues that may arise in the
course of planning for training and execution. It is not possible to mention them all here.
However, common sense tells us that areas like criteria for employee selection, prefer-
ence for the type of training, benefits to trainees, internal trainers, training evaluation,
failure to complete training as required, etc. are important.
Reward policy
Before employees join organisations, they ask themselves several questions such as how
much they would be rewarded for the work and whether the job will meet their expecta-
tions. Furthermore, the organisation has to show, at least in principal that it is not ‘a too
demanding sort’ and paying too little attention to rewarding accordingly. As many au-
thors would agree (Armstrong 1995; Harris 2005; McKenna & Beach 2002; Torrington
et al. 2005) reward policy provides guidelines for decisions and action in a number of
areas including:
- Consideration for market rate pay.
- Internal and external equality.
- Merit pay.
- Incentive.
Therefore, the objectives for devising remuneration policies are many but at least they
are meant to achieve the following:
- To attract sufficient suitable employees.
- To encourage retention of effective employees.
- To obtain optimal performance from employees.
- To encourage employees to improve their performance.
- To have sufficient flexibility to reward high performers and deal with poor
performers.
To operate within the framework of current employment legislation and national eco-
nomic policy where relevant:
- To operate at minimum cost.