TRAINING POLICY

The focus of our Personnel Policy is the continuous training and development of Nigerian nationals, to achieve improved and upgrade knowledge and skills to meet job competence requirements. Managers in consultation with Divisional Head Resources Division are responsible for agreeing on training and development requirements with each employee in the context of need of the individual employee.

The focus is on the needs of staff newly recruited and the continual development and improvement of existing employees. Each employee is encouraged to contribute to identifying and meeting his or her own development needs. The vehicle for ensuring that this process is carried out properly is our Performance Appraisal System. Appraisals are carried out routinely and at monthly and quarterly basis during formal assessment sessions. Cases of poor and /or lack of achievement are highlighted.

The effectiveness of training shall, wherever possible, be reviewed by management in relation to performance against any objectives which may have been set during appraisal interviews and the overall effectiveness of specific training processes and programs by Divisional or Sectional heads, quarterly.

STAFF DEVELOPMENT AND TRAINING

The company takes an active role in staffs development and training with a well established and effective career structure designed to identify and promote people with talent. We maintain a policy of non-discrimination, affording to all employees to train locally. As a result we have a high proportion of long serving staff on whose capability and experience we can rely.

ADMINISTRATION

Any training needs identified during requirement are formalized into Statement or Divisional Heads are encouraged to evaluate the training received, to establish whether the objectives were met, what was learned and how the knowledge and skill gained will be useful in achieving set objectives.

ANNUAL TRAINING PLAN

In performing this function, the Human Resources Development Department derive their information from identification of training priorities of various department, employees training needs perceived through performance appraisal, job interviews and organizational structural changes. From time to time, standard program are designed for the following:

• Induction
• In-house Training
• Trainee Management
• External Training

The Training Division has been assigned the task of organizing formal training sessions, working hand-in-hand with the Training Supervisor. External courses organized by established and recognized Training Institutions and Consultants are incorporated into the company’s training requirements. Having assembled all relevant data, the Human Development Department in collaboration with the Training Manager will proceed to develop the Draft of the Annual Training Plan, taking into cognizance, evolving requirement of keeping the Personnel in the top form. Course participants submit reports to the HRD Dept and the Training Supervisor study this with a view to evaluating the quality of the report and the courses, with particular reference to contents, methodology and relevance to employees’ present and planned future duties and responsibilities within the framework of the organization.

This shall be used as a guide while designing the Training Program for the following year: With the findings and evaluation, the department will ensure that in the following year, the company and individual staff derives optimum benefit from the programs available.