LEARNING AND DEVELOPMENT POLICY

Transcription

1 LEARNING AND DEVELOPMENT POLICY Learning and Development Policy Policy Number: HR 005 Version Number: 02 Creation Date: 01 September 2012 Page: 1 of 6 1. Purpose The Clicks Group recognises that the competence of its human capital is critical in achieving sustainable business growth and is committed to ensuring that all employees are enabled to realise their potential and to meet their career aspirations. The purpose of this policy is to align learning and development practices in the Group in order to: Develop organisational capability Achieve business objectives through employees who are competent and motivated Provide learning and development opportunities for employees to contribute to sustained business growth Provide enablers for learning and development which include time, material and support Encourage employees to take responsibility for accessing and participating in learning and development initiatives 2. Group People Strategy The Group Learning and Development policy and practices are aligned to the Group People Strategy. We value excellent service that delivers sustainable competitive advantage Our people are motivated, competent and appropriately rewarded We invest in the continuous development of our people 3. Principles Learning and development practices adhere to the following principles and will: Be relevant to the business Enable performance Be measurable 1

2 4. Focus Areas Learning and development practices and initiatives will focus on: Developing scarce and critical skills Enhancing management and leadership competencies Facilitating organisational transformation Supporting the talent management process 5. Learning and Development Value Chain The learning and development value chain contains interdependent activities which enable value creation for the business. 6. Governance Framework The Clicks Group will comply with all relevant legislative requirements. To this end, each business unit will establish and constitute a consultative forum in line with Skills Development legislation which will be responsible for: Consulting with employees on skills development matters Monitoring the implementation of the business units workplace skills plans Reviewing the annual training report Signing the business units workplace skills plans and annual training reports which are then signed off on by the head of the business unit and Skills Development Facilitator 2

3 7. Learning Programmes Learning and development programmes are a co-ordinated combination of learning activities, methods and processes aimed at enabling the acquisition of knowledge, skills and attitudes. Learning and development programmes will be implemented in line with the value chain and will include the following: 7.1 Short Courses Short courses are structured programmes which are not unit standard aligned and do not result in the awarding of credits towards a qualification. 7.2 Skills Programmes Skills programmes are structured, occupationally-based and unit standard aligned programmes registered with the relevant SETA. Successful completion of a skills programme leads to the attainment of credits towards a qualification registered on the National Qualification Framework. 7.3 Learnership Programmes Learnership programmes are structured unit standard aligned learning programmes that comprise both theoretical knowledge and practical workplace experience. Successful completion of a learnership programme leads to the attainment of a full qualification registered on the National Qualification Framework. 7.4 Academic Programmes Academic programmes include short courses or qualifications offered by registered general, further or higher education institutions of learning. The Group may provide study assistance to employees registered on academic programmes in line with the Employee Study Assistance Policy. 7.5 Internship Programmes Internship programmes are provided to students or graduates, who are registered at a further or higher learning institution, for purposes of gaining practical work experience in order to meet the requirements to achieve a degree, diploma or certificate from the institution. Internship programmes can range from a minimum of three months to a maximum of twelve months. An internship agreement between the intern and the business unit must be completed and a qualified tutor/coach must be assigned to the intern. 3

4 7.6 Workplace Experience Programmes Work place experience programmes are provided to unemployed graduates in order to gain practical work experience prior to entry in the labour market. These programmes are linked to business needs and objectives. Work experience programmes can range from a minimum of one month to a maximum of twelve months. An agreement between the participant and the business unit must be completed and a tutor/coach must be assigned to the graduate. 7.7 Graduate Development Programmes The graduate development programme is a structured programme aimed at targeting, recruiting and placing graduates on specific programmes in order to gain the necessary competencies required by the business. The graduate development programme will be implemented in line with the Graduate Development Policy. 7.8 Mentorship Programmes The mentorship programme is a formal process aimed at transferring tactical, strategic and leadership competencies in order to contribute to or accelerate personal and professional development of the mentee in line with the Group talent and succession strategy and transformation agenda. A formal agreement between the mentor and the mentee, which outlines the responsibilities and parameters, must be completed. 7.9 Continuing Professional Development Continuing Professional Development (CPD) is the means by which members of professional association maintain, improve and broaden their knowledge and skills in order to develop their personal and professional qualities. CPD is governed by the professional requirements and fields of specialisation, such as Pharmacists, Nurses, Chartered Accountants, Internal Auditors, Psychometrics and Lawyers. 4

5 8. Learning and Development Delivery Learning and development programmes will be delivered through one or a blend of the following methods: 8.1 On the Job Training On the job training is conducted at the work site to facilitate the upskilling of employees in their current jobs or roles. The Line Manager or supervisor plays a role in the learning process. 8.2 Classroom Training Classroom training takes places away from the work site and is aimed at addressing specific core and strategic competency requirements. 8.3 elearning elearning entails the use of technology in the delivery of learning and development programmes. 8.4 Self-directed Learning Self-directed learning takes place when employees take accountability for their own learning. 8.5 Conferences and Seminars Employees may attend specific conferences and seminars that are relevant to their job or role or profession in order to enable enhanced performance. 8.6 International Exposure Employees who have been confirmed as and included in the talent and succession list may receive international exposure for cross and upskilling purposes. International exposure will be provided at the discretion of the business unit which will incur all costs. 8.7 Project Work Employees may from time to time be selected to participate in project work in order to facilitate the development of specific competencies. 8.8 Coaching Coaching will focus on the acquisition of new skills and knowledge to enable performance improvement. Coaches and/or registered tutors will be assigned to employees; however, the Line Manager remains responsible for coaching employees at a functional level. 5

6 9. Learning and Development Providers The Group and business units will engage the services of external learning and development providers or institutions when: Internal resources do not have capacity or capability The use of an external resource will add value and create differentiation Preference will be given to accredited providers who have aligned their training material to unit standards and who are able to provide proof of accreditation, proof of subject matter expertise, a BBBEE certificate and a Tax clearance certificate. 10. Reasonable Accommodation Learning and development practices will ensure that employees with special needs are reasonably accommodated. The range of special needs include emotional, intellectual, learning and physical disabilities. 11. Learning and Development Funding Each business unit will be responsible for developing budgets for learning and development; and monitoring and reporting on learning and development spend for financial year in line with business needs and priorities. The Group guideline for investment in the learning and development of an individual over an average period of one year (twelve months) is a maximum of three percent (3%) of the Annual Guaranteed Pay (AGP). Employees may be required to complete a Work Back Agreement for specific learning and development programmes. 12. Scope This policy applies to all permanent and fixed-term contract (full-time, part-time and flexitime) employees of the Clicks Group (Pty) Limited, its subsidiaries, business units and service providers in South Africa only. 13. Responsibilities Any changes, updates or revisions of the Group Learning and Development Policy must be approved by the Group HR Director. 14. Revision History The Group Learning and Development Policy will be reviewed every 3 years from the date of creation. POLICY NUMBER POLICY OWNER CREATION DATE NEXT REVISION DATE HR 005 / Version 2 B D Engelbrecht 01 September September