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Training and
Development Policy And
Procedures Manual
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TABLE OF CONTENTS
1. Scope
2. Purpose
3. Policy Statement
4. Responsibilities
4.1 Group Human Resource Development & Training Managers Responsibility
4.2 Geo-market Vice President/Central Support Manager Responsibility
4.3 Operations/Department Managers Responsibility
4.4 Employees Responsibility
5. Training Providers
5.1 Internal Training Instructor
5.2 External Training Providers
5.3 Onsite Training
6. Training Records
6.1 Training Plan
6.2 Training Matrices / Data Bases
6.3 Training Requests
6.4 Joining Instructions
6.5 Course Evaluation
7. Training Analysis
7.1 Training Requirements
7.2 Client Specific Training
7.3 Training Effectiveness
8. Induction Training
8.1 Initial Training
8.2 Change of Job function
9 Training Portfolio
9.1 Portfolio Content
9.2 Training History Portfolio
10. Internal Training Courses
10.1 Course delivery
Appendix A Training Forms
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1 SCOPE

This policy applies to all permanent employed staff of Ugbebig Nigeria Limited

2 PURPOSE

The purpose of the Training and Development policy and procedure is to communicate to
all staff, the companys commitment to training and development and the procedure to be
followed for implementation.

3 POLICY STATEMENT

In order to meet ever-changing business needs and goals, and to ensure that the
company provides a safe and high quality service to customers, thus retaining
competitive advantage, the company is committed to investing in the ongoing training and
development of staff.

The company aim is to provide cost effective, quality training, which is directly linked to
the needs of the business. The company seeks to ensure employees have the
knowledge, skills and competence to enable maximisation of performance in their current
role and to fulfil their recognised potential with the company in the longer term. The aim
is to ensure that all employees keep pace with technology, the industry, customer
requirements, systems and processes and regulations which govern our business

This policy mainly applies to permanent staff. However, temporary staff will be given
training, where necessary, to carry out the function for which they have been temporarily
employed; specifically any training necessary to comply with company and/or legislative
Health and Safety policies and procedures. Training for temporary staff will normally
consist of in-house, on-the-job training from an experienced colleague or Supervisor.

Signed ______________________________ Date __________________

Ambrose Awenlimobor
(Managing Director)
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4. RESPONSIBILITIES
The Policy is implemented by the Company Management and through the Management System.
The Group HR Development and Training Manager is authorised to ensure the necessary
programs systems and resources to support the policy are initiated and co-ordinated, and in so
doing, ensure that all employees are trained to an approved Training Plan.

4.1 Group HR Development and Training Manager Responsibility

The Group HR Development and Training Manager has responsibility for:
a) Keeping the Policy and Procedures Manual under review
b) Ensuring that an equal opportunities policy, with respect to Training, is applied
throughout the Company
c) Maintaining a regional training Data-base
d) Liaising with Regional operational and departmental support management (HR,
IT, QHSE, Finance and Manufacturing)
e) In conjunction with the QHSSE Department maintaining a Training Approved
Vendors list
f) Ensuring regional standardisation of internal training course programs
g) Ensuring Internal training is only carried out by employees who are suitably
qualified
h) Developing, monitoring and maintaining annual training plan
i) Liaising with Senior Management with regard to Management development
training programmes

4.2. Operations/ Department Managers Responsibility

The Operational/Department Manager has responsibility for:
a) Through Appraisal identify training needs for each employee under their
immediate control
b) Plan and organise the work so that it is performed only by personnel who have
been adequately trained
c) Ensure that personnel under their immediate control are fully conversant with the
company Training and Development Policy and Procedures Manual and are
updated in respect to any new additions or amendments to the Manual.
d) In conjunction with the Group HR Development and Training Manager, identify
Technical, QHSSE and Soft Skill mandatory training requirements for each range
of job functions within their department
e) Sourcing and approving local external third party training vendors
f) Implementing and monitoring annual training plan
g) Maintaining training history portfolios and local training data bases
h) Liaising with the Group Human Resource department with regard to all training
issues
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4.4 Employees Responsibility

The employee has responsibility for:
a) Attending any training courses set by the Company and by applying themselves diligently
to these courses in the interests of the Company and for their personal development.
b) To forward training certification, that is received directly from Training Providers, to their
respective department head
c) New employees will be responsible for providing copies of relevant certification received
from previous employers that may apply to their individual Training Plan, but where no
certification is available then the employee will be required to attend further training
d) Employees have a shared responsibility with their immediate Supervisor/Manager for
identifying and agreeing their training and development needs

5. Training Providers
5.1 Internal Training Instructors
5.1.1. The internal training instructor must have an acknowledged expertise, and be suitably
qualified in the relevant process to be delivered
5.1.2. The requirements of the instructor(s) is to compile and deliver either safety, technical,
soft skills or any additional courses as approved by the Company, and contained
within the employee current Training Plans.
5.1.2. The instructor shall develop and assess course questionnaires for each course
provided. This certification may be used as evidence for the various Competence
Standards used by the Company
5.1.3. The instructor shall provide to the Human Resource Development and Training
Manager relevant information regarding training certification requirements
5.1.4. The instructor will upon completion of the training course submit to the individual
candidates Manager a completed Candidate Course Evaluation Form (HRFM 061)

5.2 External Training Providers

5.2.1. Only training providers listed within the specific Geo-markets Training Approved
Vendors List shall be used.
5.3 Onsite Training
5.3.1. It is the responsibility of Ugbebig Nigeria Limited on-site representative to ensure that
each employee under their immediate control receives appropriate onsite technical
and safety related training. Where applicable, customer supplied certification
received for onsite training courses may be included within the individuals Training
Plan
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6. TRAINING RECORDS
6.1. A Training Plan (HRFM 055) for each Job Description shall be included in each employees
Training History Portfolio.
6.1.1. Training courses will fall into the following categories
a Technical Mandatory and Selective
b QHSE Mandatory and Selective
c Management development
d I.T. & Soft skills
6.1.1.1. The Group HR Development and Training Manager, in conjunction with
Support Function Manager shall deem which technical courses are
mandatory or selective for each specific Job Function
6.1.1.2. The Group HR Development and Training Manager in conjunction with the
Group QHSSE Manager shall deem which QHSSE courses are mandatory
and selective for each individual Job Function
6.1.1.3. Additional courses shall be recorded on the employees Training Plan,
these courses, for example may be client specific, but could include any
training course, which would add value to the employees performance.
6.1.1.4 The various training courses outlined within the specific Training Plan may
only be signed off upon receipt of the relevant training certification.
6.1.1.5 The Group HR Development and Training Manager in conjunction with the
companys senior management shall deem which Management courses
are mandatory and selective for each specific managerial role
6.2 Training Matrices / Data Bases
6.2.1 Each individual Geo-market will be responsible for recording and
maintaining their own training matrix / data-base
6.2.2. Each employees training record shall be recorded on the training matrix /
data-base, this will be managed by the individual company Geo-market
6.2.3. Each Geo-market/Central Support Function shall maintain a data-base of
all training carried out. Information regarding the training shall be
communicated to the Group HR Development and Training Department via
a monthly report.
6.3 Training Requests
6.3.1 It is the responsibility of each Operation/Department Manager to submit to
the Support Function Manager for approval a Training Request Form
(HRFM 053), this being for all training course required by their employees
6.3.2 For externally provided courses a payment shall be made in accordance
with Company Procedures.
6.4 Joining Instructions
6.4.1 Once prepared, or in the case of external providers, received, the
Operation/Department Manager shall forward to the course delegate the
Joining Instructions (HRFM 060)
6.5 Course evaluation
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6.5.1 Upon completion of any course the employee will be required to complete
a Course Evaluation Form (HRFM 058)
6.5.2 The Operation/Department Manager shall review and action the
completed forms.
6.5.3 Once reviewed these evaluations shall be filed by the
Operation/Department Manager in a Training Providers File. The File
records shall be made available for periodic review

7. TRAINING ANALYSIS
7.1 Training Requirements
7.1.1 It is the responsibility of the Operation/Department or Support Function Manager to
establish the minimum mandatory training requirements for each employee grade.
a) Performance Appraisal Report
b) Workplace Performance Report (HRFM 056/057)
c) Evaluation of Effectiveness of Training Delivered Form (HRFM 059)
d) Operational Debriefing
e) Product Line Assessment Questionnaires
7.2 Client Specific Training
7.2.1 Should a client request additional training out with that defined in the individual
employees Training Plan the Operation/Department Manager shall co-ordinate with
the client to ensure the training is completed
7.2.2 It is the responsibility of the Operation/Department Manager to ensure that
Certification from these courses are obtained and entered into the employees
Training History Portfolio.
7.3 Training Effectiveness
7.3.1. Training effectiveness shall be assessed on a regular basis by the employees
immediate supervisor, this information shall be recorded on Workplace Performance
Report (HRFM 056/057)

8. INDUCTION TRAINING
8.1. Initial Training
All employees shall receive Induction training prior to commencement of their given work
activities. The Human Resource Development and Training department is responsible for
coordinating the induction training. Details of the induction shall be recorded on Employee
Induction Record and filed in the employees personal file
8.1.1 New employees with experience must provide conclusive evidence that they have
received training that is equivalent to that outlined within their individual Training
Plan, if no documentary evidence is provided then the employee will be required to
complete the training
8.1.2 Upon completion of the induction training, the employees Training Plan shall be
updated and the information logged on the Training Matrix / data base
8.1.3 The completed Induction Training Record shall be entered into the employees
Training History Record Portfolio
8.2 Change of Job function
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8.2.1 When an employee has a change of Job function then they shall receive induction
training with regard to their new Job function and their Training Plan shall be
amended to reflect the change in Job Description. A copy of the new Job
Description will be added to the employees Training Record.
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9. TRAINING PORTFOLIO / RECORD

9.1 Portfolio content
9.1.1 Once confirmation of employment has been received the Human Resources
Representative shall forward to the Operation/Department Manager the following:
a Employees Name
b Date of Birth
c Job Title
d Copy of Curriculum Vitae
e Copy of Job Description
f Relevant Training Certification / Records

9. 2. Training History Portfolio

Once received the Operation/Department Manager shall prepare the employees Training
History Portfolio and enter the employees details on the Training Matrix
9.2.1 The Training History Portfolio shall consist of the following sections
(Portfolio Index HRFM 050)
Title Form No Maintained by
a Employee Details HRFM 051 HR Department
b Curriculum Vitae N/A HR Department
c Job Description HRFM 003 HR Department
d Competence Progress HRFM 052 Department Manager
e Training Plan HRFM 055 Department Manager
f Workplace Performance Reports HRFM 056/057 Employee
g Workplace Experience Records HRFM 054 Employee
h Customer Registration Details N/A Department Manager
i Training Course Certification N/A Department Manager
j Additional Information N/A Department Manager
The Department Manager shall be the custodian and be responsible for maintaining the
Employees Training History Portfolio
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10. Internal Training Courses

10.1 Course Delivery
10.1.1. Whenever practicable Internal Courses shall be delivered In-house by employees
who have acknowledged expertise and are suitably qualified
10.1.2 Internal Training may cover the following:
a) Technical for specific product line
b) Quality
d) Soft skills (e.g. Information Technology)
e) Human Resources
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Appendix A TRAINING FORMS

Number Training Form

HRFM 050 Training History Portfolio Index
HRFM 051 Training History Portfolio Employee Details
HRFM 052 Competence Progress
HRFM 053 Training Request Form
HRFM 054 Workplace Experience Record
HRFM 055 Training Plan
HRFM 056 Workplace Performance Report (Field Personnel)
HRFM 057 Workplace Performance Report (Workshop Personnel)

HRFM 059 Evaluation of Training Effectiveness

HRFM 058 Course Evaluation
HRFM 060 Joining Instructions
HRFM 061 Candidate Course Evaluation
Induction Record